Employee Engagement in Corporate Social Responsibility

Roza, Lonneke

doi:10.4135/9781529739176

Cited by 16 publications

(28 citation statements)

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“…It also poses challenges, however, as the guidance of volunteers is shared as well. This could result in miscommunication and unrealistic expectations between the various parties, making it difficult to balance the benefits for beneficiaries, volunteers, and receiving/ sending-organization (Roza, 2016). This echoes Haski-Leventhal and colleagues (2010), who identify challenges relating to levels of commitment (see also De Waele & Hustinx, 2019) and specific restrictions/requests from third parties (see Shachar et al, 2018).…”

Section: Farmed Fish: the Increasingly Popular Volunteer Resource Pro...mentioning

confidence: 95%

“…Common antecedents of this volunteer resource are difficult to identify, as third parties reach highly specific groups, and they could potentially target individuals who lack traditional volunteering antecedents (van Overbeeke et al, 2022). For example, corporate volunteering also attracts individuals who do not volunteer independently (Roza, 2016), and workfare volunteering propagates volunteer energy among people lacking the social, human, or economic capital associated with volunteer behavior (De Waele & Hustinx, 2019). Service-learning, performed by students, encourages young people to volunteer (Haski-Leventhal et al, 2010).…”

Section: Farmed Fish: the Increasingly Popular Volunteer Resource Pro...mentioning

confidence: 99%

“…Volunteerability increases as the volunteer-resource base is grown by third parties manipulating the willingness to volunteer (Hustinx & Meijs, 2011). This improves the availability of individuals by allowing them to volunteer during working/study hours, and it influences capability by accessing different sets of skills (e.g., as offered by corporate volunteers) (Roza, 2016). Third parties enhance recruitability by increasing accessibility, resources, and networks for volunteer-using organizations.…”

Section: Farmed Fish: the Increasingly Popular Volunteer Resource Pro...mentioning

confidence: 99%

“…The same applies to spontaneous volunteering during crises or large one-off events. Meanwhile, traditional volunteers can offer third-party resources when harvested during National Days of Service or corporate volunteering, as these opportunities allow for additional volunteer contributions (Roza, 2016). Likewise, some corporate volunteers also volunteer in their private lives (Roza, 2016), and those engaged in more traditional forms of volunteering often extend their service as spontaneous volunteers during crises or within large-scale events (e.g., Whittaker et al, 2015).…”

Section: A Dynamic and Complex Volunteer Environment Of Interaction E...mentioning

confidence: 99%

“…Meanwhile, traditional volunteers can offer third-party resources when harvested during National Days of Service or corporate volunteering, as these opportunities allow for additional volunteer contributions (Roza, 2016). Likewise, some corporate volunteers also volunteer in their private lives (Roza, 2016), and those engaged in more traditional forms of volunteering often extend their service as spontaneous volunteers during crises or within large-scale events (e.g., Whittaker et al, 2015). On the other hand, failure to utilize the spontaneous resource or poor management of traditional or third-party resources can decrease future volunteer effort (Nesbit et al, 2018), thereby limiting or depleting supply through interactive dependency.…”

Section: A Dynamic and Complex Volunteer Environment Of Interaction E...mentioning

confidence: 99%

See 4 more Smart Citations

Rethinking Volunteering as a Natural Resource: A Conceptual Typology

Maas

Meijs

Overbeeke

et al. 2022

Nonprofit and Voluntary Sector Quarterly

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Volunteering can be understood as a human-made, renewable resource that can be grown and recycled, and whose continuation and volume of flow can be influenced by human beings positively as well as negatively. We extend the metaphor and break down the monolithic concept into three categories: traditional (wild salmon), third party (farmed fish), and spontaneous (marine zooplankton). Each volunteer resource (a) manifests in particular forms of volunteer service, (b) serves different purposes, (c) has different antecedents, (d) is harvested in different ways by different stakeholders meeting different conditions, and requires a specific form of management, based on its (e) benefits and challenges, (f) resource level, (g) propagation methods, and (h) sustainability needs. The three resources are fluid and interact dynamically. The distinction of three volunteer resources and their dynamics extends the conceptualization of volunteering as a natural resource and informs a new research agenda.

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Section: Farmed Fish: the Increasingly Popular Volunteer Resource Pro...mentioning

confidence: 95%

Section: Farmed Fish: the Increasingly Popular Volunteer Resource Pro...mentioning

confidence: 99%

Section: Farmed Fish: the Increasingly Popular Volunteer Resource Pro...mentioning

confidence: 99%

Section: A Dynamic and Complex Volunteer Environment Of Interaction E...mentioning

confidence: 99%

Section: A Dynamic and Complex Volunteer Environment Of Interaction E...mentioning

confidence: 99%

See 3 more Smart Citations

Rethinking Volunteering as a Natural Resource: A Conceptual Typology

Maas

Meijs

Overbeeke

et al. 2022

Nonprofit and Voluntary Sector Quarterly

View full text Add to dashboard Cite

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Employee corporate social responsibility and well-being: the role of work, family and culture spillover

Bolt,

Homer

2024

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PurposeConsidering the conservation of resources (COR) theory, this research investigates the mediating roles of work, family and culture on the relationship between employee corporate social responsibility (CSR) and employee well-being.Design/methodology/approachSelf-administered questionnaire data from 403 employees working across multiple organisations in the United Kingdom were analysed using path analysis with SmartPLS.FindingsOrganisations can only maximally benefit from their CSR investment when specific HR strategies are in place, as no direct relationship between CSR and well-being outcomes was observed. Family-to-work spillover and work–family culture were significant mediators in the relationship between employee CSR and well-being.Research limitations/implicationsCSR strategies targeted at improving employee well-being do not necessarily do so in a direct approach. They, therefore, may not serve the desired performance outcomes of organisations. Boundary conditions of applying the crossover model of COR theory were observed.Originality/valueThis research contributes to the limited knowledge of the effectiveness of employee-related CSR strategies on HRM and well-being outcomes from an employees' perspective. Employee-related CSR strategies are unlikely to improve employee well-being if the inter-individual level of analysis, i.e. interchange between work, family and culture, is not considered.

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Tokenism in the workplace: does brand activism benefit LGBTQ+ employees in the hospitality industry?

Bogicevic,

Li,

Salvato

2023

IJCHM

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Purpose Hospitality firms adopted diverse hiring policies and public declarations of support for LGBTQ+ causes through brand activism. The impact of activism on LGBTQ+ employees’ workplace experiences has been ambiguous. This study aims to examine the hospitality and tourism employees’ perceptions of gay and lesbian leaders as token-hires among hospitality employees and the spillover effect on company’s motives for hiring the leaders. This study further explores LGBTQ+ employees’ reactions to token-hiring as a form of activism, and how workplace interactions as passing/revealing LGBTQ+ individuals shaped their career development. Design/methodology/approach This research adopted a sequential mixed-methods design. An experiment examines how employees judge gay vs lesbian hospitality leaders as token hires, contingent on their own gender identity. It further tests the conditional mediation of tokenism on company’s egoistic motives for activism. A qualitative study explores the reactions to token-hiring as activism from the perspective of LGBTQ+ leaders who reflect on their own careers and workplace experiences. Findings Tokenism in the hospitality workplace is recognized as the phenomenon attributed to groups at the intersection of identities (e.g. gay men). Findings demonstrate the spillover effect of tokenism perceptions of gay male leaders by other men on company’s egoistic motives for activism. This effect is not observed for a lesbian female leader. Results from interviews suggest that hospitality and tourism LGBTQ+ employees predominantly take the post-gay vs political approach when managing their sexual identities at work and feel ambivalent toward token-hiring as LGBTQ+ brand activism. Originality/value This research contributes to understanding workplace challenges of LGBTQ+ employees and how they are perceived by others contingent on gender identity. It also explores the role of tokenism in their experiences.

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Employee Engagement in Corporate Social Responsibility

Cited by 16 publications

References 0 publications

Rethinking Volunteering as a Natural Resource: A Conceptual Typology

Rethinking Volunteering as a Natural Resource: A Conceptual Typology

Employee corporate social responsibility and well-being: the role of work, family and culture spillover

Tokenism in the workplace: does brand activism benefit LGBTQ+ employees in the hospitality industry?

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