Leadership change and corporate social performance: The context of financial distress makes all the difference

Chiu, Shih-Chi; Walls, Judith L.

doi:10.1016/j.leaqua.2019.101307

Cited by 26 publications

(23 citation statements)

References 130 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Job satisfaction is considered as an attitude (Weiss & Beal, 2005) with the potential ability to provide organizations with differentiating elements that allow them to develop sustainable competitive advantages (Adiguzel et al, 2020; Chiu & Walls, 2019). For this reason, studies on the factors that influence job satisfaction in a direct or indirect way gain an interest in any field of study.…”

Section: Introductionmentioning

confidence: 99%

The Roles of Supervisory Support and Involvement in Influencing Scientists’ Job Satisfaction to Ensure the Achievement of SDGs in Academic Organizations

2021

View full text Add to dashboard Cite

Job satisfaction is the focus of this study, given its strategic importance, both to generate differentiation and competitive advantages, and to promote better and more sustainable results in organizations. Guided by the Affective Events Theory (AET), the interest is in analyzing the direct and indirect effects of supervisory support and involvement on job satisfaction and highlighting the implications of the academics’ emotions for sustainability-related policies and practices in academic environments. The context selected is the higher education (HE) sector in Malaysia for science disciplines, due to its socio-economic relevance and its direct link to the Fourth Industrial Revolution (IR4), as well as to the Sustainable Development Goals (SDGs). A sample of 579 scientists were selected randomly and the analysis was carried out based on partial least squares structural equation modeling (PLS-SEM) methodology. Our results supported the hypotheses postulated in the study and especially highlighted the effects of supervisory support and positive affect on job satisfaction, as well as the effect of interpersonal conflict on negative affect. In terms of implications, policy makers at ministry level are advised to consider introducing directives which promote a climate of emotional safety and trust in academic institutions, to achieve the SDGs more effectively and efficiently. At the university level, and given the relevance of the observed effects, academic leaders are recommended to contemplate improving university environments in some way that reduces levels of negative work events (interpersonal conflict in our case). This is crucial as the negative work events can trigger negative emotions, which in turn cause scientists’ job dissatisfaction.

show abstract

Section: Introductionmentioning

confidence: 99%

The Roles of Supervisory Support and Involvement in Influencing Scientists’ Job Satisfaction to Ensure the Achievement of SDGs in Academic Organizations

2021

View full text Add to dashboard Cite

show abstract

“…We control for past accounting performance using Return on Assests (ROA) and firm value using Chung and Pruitt's (1994) formula for Tobin's Q. These are important controls because better performing firms might have more financial resources for CSR (Campbell, 2007;Chiu & Walls, 2019). We control for Market cycle with an indicator variable taking the value of one for expansionary periods.…”

Section: Control Variablesmentioning

confidence: 99%

More Bang for Their Buck: Why (and When) Family Firms Better Leverage Corporate Social Responsibility

Combs

Jaskiewicz

Ravi³

et al. 2022

Journal of Management

Self Cite

View full text Add to dashboard Cite

Family firms take different strategic actions because of their desire to grow and preserve socioemotional wealth (SEW), but pursuing SEW also generates what we call SEW resources that deliver advantages in certain contexts. We develop and test this idea with respect to corporate social responsibility (CSR). We theorize that SEW resources such as reputation, strong stakeholder relationships, and long-term orientation help family firms better leverage symbolic CSR to enhance short-term firm performance and better leverage substantive CSR to enhance long-term firm performance. Regression analyses on a 20-year panel of S& P 500 firms provide supportive evidence. Findings indicate that family firms not only “do it differently” to preserve SEW; they sometimes “do it better” because of SEW.

show abstract

“…While having a critical mass of female directors influences CEA, firms do not operate in a vacuum (Jia & Zhang, 2013) and managers' influence on CSR are affected by external contexts (e.g., Chiu & Walls, 2019;Walls & Berrone, 2017). As such, the effect of a critical mass of female board directors on CEA is likely influenced by a firm's institutional environment.…”

Section: The Moderating Role Of Formal and Informal Institutional Pressuresmentioning

confidence: 99%

Does Having a Critical Mass of Women on the Board Result in More Corporate Environmental Actions? Evidence From China

Gong

Zhang

Walls

2021

Group & Organization Management

Self Cite

View full text Add to dashboard Cite

Arguments based on ethical sensitivity differences, gender-based functional differences, and gender discrimination suggest that having more women on the board of directors improves corporate environmental actions (CEA). However, empirical evidence of this relationship has provided inconsistent results. To explore this inconsistency, we draw on critical mass theory to examine how women on boards influence CEA. Using a sample of Chinese listed firms during 2010–2016, we find that firms with a critical mass of at least three female directors on their boards engage in both higher quality and faster speed of environmental actions. In addition, we find that government monitoring (as a formal institution) positively moderates this relationship. We also find that local religious ideology (as an informal institution) positively moderates the relationship between critical mass of women on the boards and CEA speed. Our findings provide insights about gender diversity on boards to corporations and policymakers.

show abstract

Leadership change and corporate social performance: The context of financial distress makes all the difference

Cited by 26 publications

References 130 publications

The Roles of Supervisory Support and Involvement in Influencing Scientists’ Job Satisfaction to Ensure the Achievement of SDGs in Academic Organizations

The Roles of Supervisory Support and Involvement in Influencing Scientists’ Job Satisfaction to Ensure the Achievement of SDGs in Academic Organizations

More Bang for Their Buck: Why (and When) Family Firms Better Leverage Corporate Social Responsibility

Does Having a Critical Mass of Women on the Board Result in More Corporate Environmental Actions? Evidence From China

Contact Info

Product

Resources

About