Impact of perceived corporate social responsibility on attitudes and behaviors of pharmacists working in MNCs

Abstract

Purpose This study aims to find out how corporate social responsibility (CSR) initiatives are perceived by pharmacists and how it influences employees’ organizational commitment and organizational citizenship behavior (OCB) and role of perceived supervisor support in the study. Design/methodology/approach Pharmacists of different hierarchical levels from five multinational pharmaceutical industries in Pakistan were selected as study samples. Data were collected from 136 pharmacists working in Punjab Region. PLS-SEM was used to test the hypotheses. Findings The results from this study found that CSR was a predictor of affective organizational commitment (AOC) and OCB. AOC fully mediates the relationship between CSR and OCB. While perceived supervisory support did not moderate the relationship between AOC and OCB. Pharmaceutical firms can promote commitment toward organization and OCBs by initiating CSR activities. Research limitations/implications This research is one of the innovative studies that empirically examine the predicting role of CSR and moderating role of perceived supervisory support on employees’ attitude and behaviors in the pharmaceutical companies’ context. Moreover, this research will also help the management by adopting CSR activities as core element in shaping employees attitudes and behaviors. Originality/value It is a significant study shifting the focus of research into organizational behavior context and further influences employee’s attitudes and behavior because of perceived CSR in the pharmacy industry.

The effect of internal corporate social responsibility practices on pharmaceutical firm's performance through employee intrapreneurial behaviour

“…Consistent with theoretical considerations, the nine hypothesised model was significant. The main results were strongly supported by recent studies (Gharleghi et al , 2018; Hur et al , 2018; Khaleel et al , 2017; Lee et al , 2013). Intrapreneurship outcomes are related to firm performance at both macro- and micro-levels (Åmo and Kolvereid, 2005; Antoncic and Hisrich, 2003; Covin and Slevin, 1991; Criado-Gomis et al , 2018; Fellnhofer et al , 2017; Kollmann et al , 2017; Kuratko et al , 2013; Pinchot, 1985; Urban and Wood, 2017; Zahra and Covin, 1995).…”

“…The pharmaceutical sector is regarded as the significant sensitive to the impact of CSR because an outstanding feature of this industry is that it is the subject to more diverse and complex stakeholders than the most other sectors of the economy (Zaharia, 2011). Pharmaceutical firms need to be socially responsible to build up their reputation, which affects attracting and motivating proactive employee behaviours for sustainable competitiveness (Khaleel et al , 2017). Despite this broad research interest, indeed few recent studies were focusing on internal CSR practices and stakeholders in the pharmaceutical sector.…”

Ethical leadership, corporate social responsibility, firm reputation, and firm performance: A serial mediation model

“…In addition to waste minimization, sustainable corporate growth has a significant effect on productivity. It is closely linked with CSR stakeholders' satisfaction ( Khaleel et al, 2017 ). CSR-engaged businesses strategically keep improving their image and build outstanding ties with shareholders that effectively improve their business performance ( McWilliams and Siegel, 2001 ; Turban and Greening, 1997 ; Davis, 1973).…”

Organizational commitment in the context of multinational corporations: a critical review and directions for future research

“…Zhang et al (2016) found that AC mediated Kim and Mauborgne (1993), Johnson et al (2002), Hitotsuyanagi-Hansel et al (2016) the relationship between employees' trust in supervisor and intention to leave, and between employees' job satisfaction and intention to leave. Recently, Khaleel, Chelliah, Rauf, and Jamil (2017) found support for the mediating role of AC in the relationship between corporate social responsibility and OCBs. Wong and Wong (2017) further demonstrated the mediating role of AC in the relationship between perceived organizational support and turnover intention, and job security and turnover intention.…”

“…Outcomes are categorized in terms of job attitudes and job behaviors. Moderators are classified in terms of culture, leadership and HR practices and Khaleel, Chelliah, Rauf, and Jamil (2017), Wong and Wong (2017) demographics. Figure 1 provides an illustrative summary of prior research on OC in MNCs.…”