Job insecurity, emotional exhaustion, and workplace deviance: The role of corporate social responsibility

Abstract

Job insecurity is one of top concerns in the contemporary workplace, which significantly affects emotional exhaustion and workplace deviance. Thus, this study seeks to explore the buffering role of employees' corporate social responsibility (CSR) perceptions to against the effect of job insecurity. Based on micro-CSR literature and social identity theory, this study tested the proposition that employees' CSR perceptions moderate the relationship between job insecurity and emotional exhaustion through organizational identification. Using three-wave data collected from 145 employees in one of China's biggest computer equipment providers, we found that employees' CSR perceptions alleviate (exacerbate) the negative relationship between quantitative (qualitative) job insecurity and emotional exhaustion via organization identification. Our findings provided new insights to scholars and managers in dealing with job insecurity.

Flying responsibly: effects of perceived corporate social responsibility on attitudes and behaviors of employees in the European aviation industry

“…Decreased levels of job insecurity correspond to higher levels of perceived CSR. This is in line with Jia et al (2022), who also drew upon micro-CSR literature and social identity theory and discovered a moderating effect of perceived CSR on the relationship between job insecurity and organizational identification. Increased levels of organizational pride resulting from positive CSR perceptions have a negative impact on perceived job insecurity.…”

“…In the context of navigating the post-pandemic era, this paper aims to investigate the impact of perceived CSR on attitudes and behaviors among employees in the European aviation industry in an unprecedented crisis. To extend our knowledge on the employee-level attitudinal and behavioral responses, this study explores the association between perceived CSR and job insecurity (Jia et al, 2022), work engagement (Wei et al, 2021) and organizational citizenship behavior (OCB) (Gullifor et al, 2023), drawing upon Ng et al's (2019) framework, according to which perceived CSR triggers a perception-emotion-attitude-behavior sequence. Additionally, based on Pasricha et al (2023), who provided evidence on empathy as an intensifier in the positive relationship between CSR and organizational pride, this study examines the moderating effect of empathetic leadership.…”

“…In the context of navigating the post-pandemic era, this paper aims to investigate the impact of perceived CSR on attitudes and behaviors among employees in the European aviation industry in an unprecedented crisis. To extend our knowledge on the employee-level attitudinal and behavioral responses, this study explores the association between perceived CSR and job insecurity (Jia et al. , 2022), work engagement (Wei et al.…”

The Mechanisms of How Narcissistic Duality Traits Influence on College Student’s Organizational Citizenship Behavior from an Impression Management Perspective

“…The scales used in the study were all based on established scales published in top international journals. The English scales were translated into Chinese following a strict double-blind translation method, 37 with the help of an associate professor in human resources who was fluent in both language. Narcissistic admiration and narcissistic rivalry were scored on a 6-point Likert scale (1 = strongly disagree; 6 = strongly agree).…”