Pro-environmental Intrapreneurship: The Role of Life-work Identity Spill-over Effects

Blazejewski, Susanne; Dittmer, Franziska; Graef, Anja; Herbes, Carsten

doi:10.5465/ambpp.2014.13656abstract

Cited by 2 publications

(5 citation statements)

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“…The psychological disposition for the wish to contribute to the sustainable development could be a reason, why some employees are attracted by CSR more than others. Those employees with a "green identity" (Blazejewski et al 2014) have "an intrinsic motivation to protect the environment through work, and aims [sic] for consistency between home and work environmental behaviors" (Ciocirlan 2016, p. 2). There are different terms for these kinds of employees, such as sustchange agents (Bliesner et al 2013), sustainability talents (Kirchgeorg 2004), sustainability-oriented employees (Harrach et al 2014), sustainable intrapreneurs (Schrader and Harrach 2013), green employees (Ciocirlan 2016) or change agents for corporate sustainability (Buhr 2015;Visser and Crane 2010).…”

Section: Employees As Important Stakeholders In Csrmentioning

confidence: 99%

“…Different types of employees have different needs and motivations regarding CSR. The assumed moderating effects could be seen in the context of the social identity theory as an individual confirmation that an employee is working in the right company when it comes to their personal perception of sustainability (Blazejewski et al 2014). Peterson (2004) and Turker (2009) discovered that the relation between CSR and commitment is more pronounced in the group of sustainability-oriented employees.…”

Section: Moderating Effect Of the Sustainabilityorientation Of Employees (Soe)mentioning

confidence: 99%

“…Lamm et al 2015;Ramus and Steger 2000;Bliesner et al 2013) that the role of individual employees is an important factor for successful CSR management. And it is also not considered that some employees do want to participate voluntarily in corporate sustainability activities due to a personal sustainability-orientation as an intrinsic motivation (Blazejewski et al 2014;Bliesner et al 2013;Harrach et al 2014;Hesselbarth and Schaltegger 2014).…”

Section: Introductionmentioning

confidence: 99%

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Sustainability empowerment in the workplace: determinants and effects

Harrach

Geiger

Schrader

2020

NachhaltigkeitsManagementForum

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There is a dynamic stream of research, which examines why and how employees contribute and respond to corporate social responsibility (CSR). Building on these micro-CSR findings, this article makes a contribution to a better understanding of employee engagement in CSR by considering its determinants and effects. The research centres around the established motivational concept of psychological empowerment in the workplace and applies it to sustainability. The authors propose a model of sustainability empowerment in the workplace (SEW) and empirically test the construct in a comprehensive framework. Results indicate that the sustainability-orientation of employees and the perceived organisational support towards sustainability act as two valid determinants of SEW. It is also shown that SEW has positive effects on job satisfaction and organisational commitment. Further results indicate that the sustainability-orientation of employees plays an important role as a moderator in the relationship between SEW and its effects. In the overall view, the paper contributes to micro-CSR research by showing that SEW is a valid construct that helps to answer why and how employees engage in CSR activities and what positive effects arise therefrom for organisations. The authors give an overview of these contributions and discuss the implications for researchers and practitioners in the field of CSR and HRM.

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Section: Employees As Important Stakeholders In Csrmentioning

confidence: 99%

Section: Moderating Effect Of the Sustainabilityorientation Of Employees (Soe)mentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Sustainability empowerment in the workplace: determinants and effects

Harrach

Geiger

Schrader

2020

NachhaltigkeitsManagementForum

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“…The role of employees could be considered a critical factor for the integration of sustainability in corporate strategy and effective CSR management [108,115]. Staff members are often engaged voluntarily in CSR activities motivated by their consciousness of sustainability [116]. Based on the concept of green work-life balance, Muster and Schrader [117] highlight a mutual influence among sustainability-oriented perceptions, values, and attitudes in private life and behavior in the workplace.…”

Section: Csr Employee Perceptions and Psychological Empowermentmentioning

confidence: 99%

“…They feel that they share common values with the organizations, they feel attached to the organization they work for, and they can even define themselves through this identification. Moreover, the literature describes sustainability-oriented employees as having an intrinsic motivation to protect the environment and contribute to ecological, social, and economic prosperity through work [77,116,121].…”

Section: Csr Employee Perceptions and Psychological Empowermentmentioning

confidence: 99%

Employee Performance Implications of CSR for Organizational Resilience in the Banking Industry: The Mediation Role of Psychological Empowerment

2023

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Corporate social responsibility (CSR) has been found to be important in boosting organizations’ sustainability and resilience against crisis. Although employees constitute key internal stakeholders for CSR, limited attention has been paid to them. The purpose of this research is to examine how employee perceptions of CSR activities affect employee performance through their sense of psychological empowerment. Drawing upon a sample of 203 employees in the Cypriot banking sector, a structured questionnaire was administered to measure employee performance, psychological empowerment, and CSR activities as perceived by employees. The analysis of data, based on path modeling using the partial least squares (PLS) approach, confirms the mediating role of psychological empowerment between CSR activities (philanthropic, ethical, and environmental) and job performance. This study contributes to the theoretical evolvement of the CSR literature, as it established the mediating role that psychological empowerment plays between perceived CSR and job performance. The findings suggest that CSR should be treated not just as a pressing obligation but as a dynamic investment in organizational effectiveness, sustainability, and resilience because positive employee perceptions of CSR can contribute to staff empowerment and indirectly to job performance.

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Pro-environmental Intrapreneurship: The Role of Life-work Identity Spill-over Effects

Cited by 2 publications

References 0 publications

Sustainability empowerment in the workplace: determinants and effects

Sustainability empowerment in the workplace: determinants and effects

Employee Performance Implications of CSR for Organizational Resilience in the Banking Industry: The Mediation Role of Psychological Empowerment

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