CSR and identification: the contingencies of employees’ personal traits and desire

Abstract

Purpose Micro corporate social responsibility (CSR) is an emerging concept in management that relates to the examination of employees’ reaction to CSR initiatives. In this stream of literature, this study aims to investigate the underlying mechanism and boundary conditions of CSR and employees’ organizational identification relationship. Design/methodology/approach The data of middle managers (n = 187) were collected from a large hospitality and real estate organization actively involved in CSR activities in Pakistan. The authors conducted two surveys using the self-administered questionnaire with a temporal break. Structural equation modeling was run using AMOS to analyze the data. Findings The authors found that organizational pride meditates while desire to have a significant impact through work (DSIW), gender and organizational tenure moderates the relationship between CSR and organizational identification. Practical implications The study implies that the management can take the opportunity to make use of the positive response of the employees by investing in social and environmental causes. Originality/value The study contributes to CSR, organizational behavior literature, and person-organization fit theory by explaining the complete path of CSR and identification. It unfolds the underlying mechanism and contingencies of CSR-Identification link that are overlooked in the literature .

Corporate Social Responsibility and Employees’ Negative Behaviors under Abusive Supervision: A Multilevel Insight

“…The data for this research were collected from the middle managers working in various branches of all the selected banks. Some recent studies on CSR shed light on the importance of middle managers for data collection in contrast to top managers [42], since middle managers act as a bridge between top managers and operational level employees while participating in the formulation and implementation of organizational strategies. This research employed multi-level and time-lagged data, which is a desirable research design in CSR research [5,7].…”

Cleaner production practices at company level enhance the desire of employees to have a significant positive impact on society through work

“…Therefore, on the base of these self-contradictory findings of various aforementioned studies on OI (e.g. Conroy et al., 2017 ; Ertürk and Albayrak, 2019 ; Farooq and Salam, 2020 ; John, 2017 ; John et al., 2019 , 2017 ; Matherne et al., 2017 ; Neill et al., 2019 ; Qian and Jian, 2020 ; Shahzadi et al., 2019 ; Tsui and Ngo, 2015 ) this study argues that more studies are warranted to evaluate the significance of OI in the garments manufacturing industry. Moreover, this study submits that the concept of OI is novice to CPP, SQ and CSR literature; therefore, it requires a thorough investigation to validate the implications of OI in the garments manufacturing industry.…”

“…Therefore, CSR is also considered as a construct of interest for policymakers and academicians, when it comes to enhancing EE ( Farooq and Salam, 2020 ; Hur et al., 2018 ; Jindo et al., 2020 ; Matthews, 2018 ; Real de Oliveira and Ferreira, 2014 ), OP ( Farooq and Salam, 2020 ; John et al., 2019 , 2017 ; Lea and Webley, 1997 , pp. 325–326; Shahzadi et al., 2019 ), OI ( Farooq and Salam, 2020 ; Ghosh, 2018 ; John et al., 2019 , 2017 ; Rosengren and Bondesson, 2017 ; Shahzadi et al., 2019 ), trust ( Ghosh, 2018 ; Lee et al., 2013 ; Shi et al., 2015 ; Yadav et al., 2018 ), citizenship behavior ( Bavik, 2019 ; Demir, 2015 ; Donia et al., 2016 ; John et al., 2019 ; Lam et al., 2016 ; Lin et al., 2010 ; Tufan and Wendt, 2019 ; Zhang et al., 2017 ) and DSIW ( Farooq and Salam, 2020 ; John, 2017 ; John et al., 2019 , 2017 ; Jun Hao, 2019 ; Morgeson et al., 2013 ; Shahzadi et al., 2019 ) at company level. Thus, we also propose that the implementation of CSR can inculcate expedient workmanship behavior in the form of EE, OP and OI at company level.…”

“…Moreover, previous studies on OP were conducted in various other industries, e.g. airline industry ( Farooq and Salam, 2020 , p. 8), real estate industry ( John, 2017 , p. 33; John et al., 2019 , p. 787, 2017, p. 6; Shahzadi et al., 2019 , p. 5), non-profit organizations ( Boezeman and Ellemers, 2014 , p. 164) and multiple other service industries ( Gouthier and Rhein, 2011 , p. 640). Thereby, aforementioned studies (e.g.…”

“… Brosi et al., 2018 ; Farooq and Salam, 2020 ; Jenks et al., 2010 ; John, 2017 ; John et al., 2019 , 2017 ; Lea and Webley, 1997 , pp. 325–326; Mas-Machuca et al., 2016 ; Shahzadi et al., 2019 ) have undermined the role of OP in promoting positive workplace behavior in the distinct nature of the garments manufacturing industry. For that reason, we submit that more studies are warranted to validate the significance of the phenomenon of OP in the garments manufacturing industry.…”