CSR by Any Other Name? The Differential Impact of Substantive and Symbolic CSR Attributions on Employee Outcomes

Donia, Magda; Ronen, Sigalit; Sirsly, Carol‐Ann Tetrault; Bonaccio, Silvia

doi:10.1007/s10551-017-3673-5

Cited by 123 publications

(158 citation statements)

References 115 publications

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“…However, Donia et al . () also suggest that this effect holds only if CSR is important to employees. Thus, identity‐based dynamics may be critical for understanding CSR attribution processes, as we discuss subsequently.…”

Section: Exchange‐related (Performing) Tensionsmentioning

confidence: 95%

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The Dark Side of Stakeholder Reactions to Corporate Social Responsibility: Tensions and Micro‐level Undesirable Outcomes

Maon

Vanhamme

Roeck

et al. 2019

Int J Management Reviews

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With a review of literature on corporate social responsibility (CSR) and its micro‐level impacts, this paper proposes an integrative framework to map undesirable relational outcomes of CSR activities on internal (employees) and external (customers) stakeholders. By adopting a paradox‐based perspective, the authors determine that unexpected, adverse stakeholder reactions to CSR are driven primarily by either performing or belonging tensions, related to exchange‐ and identity‐based stakeholder concerns, respectively. Specifically, contextual and personal influences can trigger and explain undesirable relational outcomes of CSR. On this basis, this paper offers a research agenda for developing a more refined understanding of CSR‐related tensions and a more nuanced perspective on the business case for CSR.

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Section: Exchange‐related (Performing) Tensionsmentioning

confidence: 95%

“…Donia et al . () assert that perceptions of CSR activities as more self‐serving negatively influence employees’ sense of fit with the organization and their subsequent attitudes and behaviors, though only if CSR is important to employees. Evans et al .…”

Section: Combining Exchange‐/identity‐related (Performing/belonging) mentioning

confidence: 99%

The Dark Side of Stakeholder Reactions to Corporate Social Responsibility: Tensions and Micro‐level Undesirable Outcomes

Maon

Vanhamme

Roeck

et al. 2019

Int J Management Reviews

View full text Add to dashboard Cite

show abstract

“…In line with this, several empirical studies have suggested that the use of symbolic CSR actions, decoupled from concrete change, positively affects a firm's legitimacy (e.g., Weaver, Trevino, & Cochran, 1999;Westphal & Zajac, 2001;Zott & Huy, 2007). However, although both substantive and symbolic CSR engagement may translate into being perceived as legitimate, further empirical research shows that substantive and symbolic CSR activities may differ with regard to their implications for stakeholder attributions and behavior (e.g., Donia, Ronen, Sirsly, & Bonaccio, 2017;Godfrey et al, 2009;McShane & Cunningham, 2012;Vlachos, Panagopoulos, & Rapp, 2013).…”

Section: Substantive and Symbolic Management Of Corporate Social Respmentioning

confidence: 89%

“…In the context of CSR, the effectiveness of a firm's actions used to be perceived as socially responsible can depend on their nature. Previous research has highlighted that substantive and symbolic CSR activities do not necessarily affect stakeholder reactions similarly (e.g., Donia et al, 2017;Hawn & Ioannou, 2012). More specifically, in case of considerable violations of prior expectations, it does matter for stakeholders whether legitimacy was achieved by engaging mainly in symbolic rather than substantive CSR activities (Carlos & Lewis, 2018;Lyon & Maxwell, 2011;Zavyalova, Pfarrer, Reger, & Shapiro, 2012).…”

Section: Assimilation and Contrast Effects Subsequent To Csirmentioning

confidence: 99%

Decision-making in supply risk and supply disruption management

Merath

2020

Supply Management Research

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First of all, I would like to express my sincere gratitude to my supervisor Prof. Dr. Christoph Bode. Christoph taught me everything I needed to know about conducting research and presenting one's work in an adequate fashion. He provided valuable feedback and guidance throughout the time I spent at his Chair. Most importantly, I highly appreciate the positive and goal-oriented working atmosphere Christoph established right from the beginning. This fostered productivity and progress regarding my work on the dissertation. Moreover, I could always rely on Christoph regarding issues that extended beyond the usual work-related matters. Special thanks go to my colleagues, especially Michael Westerburg and Sebastian Gehrlein, for valuable discussions, fun lunch breaks, and the distractions from the daily work. In addition, I would like to thank and Helke Naujok and Judith Fuhrmann. Furthermore, I owe a deep debt of gratitude to my parents, Esther and Franz, my fiancée, Danica, and my brother, Janosch. I could always rely on their support and suggestions. Finally, an exciting part of the time I spent working on the dissertation has been made possible by John R. Macdonald and Lynn M. Shore who invited me to Colorado State University (Fort Collins, Colorado). John provided excellent advice on chapter 2 of this dissertation and played a decisive role in making my stay in Fort Collins a great experience.

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“…O presente estudo expande a discussão das consequências de uma responsabilidade social bem executada e estabelecida para outras culturas, como recomendado por diversos autores (e.g., DONIA et al, 2017;SHEN;ZHANG, 2019;TIAN;ROBERTSON, 2019). Os resultados obtidos também contribuem para a pesquisa de antecedentes da RSE, que podem ser indispensáveis influências nas percepções dos stakeholders sobre a RSE.…”

Section: Contribuiçõesunclassified

A Responsabilidade Social E Cultura Organizacional: Impactos Nas Atitudes E Nos Comportamentos Dos Trabalhadores

Jordão

2019

regea

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Este artigo tem como objetivo estudar se a cultura organizacional e a Responsabilidade Social Empresarial (RSE) têm impactos em diversas atitudes e comportamentos dos trabalhadores. Para analisar esse impacto, escolheu-se o método de amostragem não probabilística e de conveniência. Utilizou-se um questionário e foram recolhidos 453 inquéritos de trabalhadores. O teste de hipóteses foi feito com auxílio da modelagem de equações estruturais, sendo que os resultados mostram que tanto a cultura organizacional quanto a RSE impactam atitudes organizacionais, como a satisfação e a desenvoltura no trabalho. Essas atitudes afetam outros desejáveis resultados organizacionais, evidenciando as consequências que a atenção à RSE e à cultura organizacional pode ter nas organizações e nos trabalhadores.

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CSR by Any Other Name? The Differential Impact of Substantive and Symbolic CSR Attributions on Employee Outcomes

Cited by 123 publications

References 115 publications

The Dark Side of Stakeholder Reactions to Corporate Social Responsibility: Tensions and Micro‐level Undesirable Outcomes

The Dark Side of Stakeholder Reactions to Corporate Social Responsibility: Tensions and Micro‐level Undesirable Outcomes

Decision-making in supply risk and supply disruption management

A Responsabilidade Social E Cultura Organizacional: Impactos Nas Atitudes E Nos Comportamentos Dos Trabalhadores

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