Socially responsible behaviors in extreme contexts: comparing cases of economic sanctions, COVID-19 pandemic, and internal war

Jahanshahi, Asghar Afshar; Mendoza, Milagros Isabel Rivas; Rodriguez, Oscar Andres Vilela

doi:10.1080/15487733.2021.2003992

Cited by 6 publications

(13 citation statements)

References 69 publications

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“…Thus, our study demonstrates that even though extreme events are perceived negatively in more organizations (Williams et al. , 2019), the magnitude of the consequences of those extreme contexts creates a workplace atmosphere that transforms the mental models of people from how to eliminate and avoid those stressful conditions to how they can learn and thrive despite those perceived extreme conditions, as can be seen in post-traumatic growth in COVID-19 (Jahanshahi et al. , 2021).…”

Section: Theoretical Discussion and Implicationsmentioning

confidence: 70%

“…Indeed, for example, extreme events related to the COVID-19 pandemic make many workplaces and businesses more unusual and intolerable for organizations (McCombs and Williams, 2021;Brammer et al, 2023). In addition, COVID-19 has a devastating effect on organizations as manufacturing and services are globally connected, and the duration of these effects remains unclear for the near future (Akpan et al, 2022;Jahanshahi et al, 2021).…”

Section: Extreme Contextsmentioning

confidence: 99%

“…In addition, COVID-19 has a devastating effect on organizations as manufacturing and services are globally connected, and the duration of these effects remains unclear for the near future (Akpan et al. , 2022; Jahanshahi et al ., 2021).…”

Section: Introductionmentioning

confidence: 99%

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The relationship between extreme contexts, organizational change capacity, and firm product and process innovation

Akgün

Çemberci

Kircovali

2023

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PurposeThis study investigates the mediating role of organizational change capacity (OCC) in the relationship between the perception of extreme contexts and firm product and process innovation, which was not empirically investigated in the literature. In addition, this study explores the moderating role of the perception of extreme contexts-related variables, which were not operationalized in ordinary firms, on the relationship between OCC and firm product and process innovation.Design/methodology/approachA questionnaire-based research was conducted to test the suggested hypotheses. The data were gathered from 90 firms during the peak period of COVID-19.FindingsThis study shows that OCC, which covers contexts, process and learning dimensions, fully mediates the relationship between the perception of extreme contexts and firm product and process innovation. Also, this study discovers that the perception of extreme contexts, including temporal ordering of extremity, the magnitude of consequences, proximity among people and operational deficiencies, positively moderate the relationship between OCC and firm product innovation.Research limitations/implicationsThis study has constraints inherited in survey design, primarily sampling and country context.Originality/valueThis study identifies, conceptualizes and operationalizes the term extreme context, conceptually argued for particular organizations/units in ordinary/mundane organization settings so far. In addition, this study extends the current understanding of how the perception of extreme contexts interacts with a firm's capability to increase innovation efforts. Further, this study shows how OCC mediates the relationship between extreme contexts and firm product and process innovation.

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Section: Theoretical Discussion and Implicationsmentioning

confidence: 70%

Section: Extreme Contextsmentioning

confidence: 99%

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The relationship between extreme contexts, organizational change capacity, and firm product and process innovation

Akgün

Çemberci

Kircovali

2023

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“…Employees' socially responsible behaviors at the workplace have been widely discussed in previous studies (e.g., Afshar Jahanshahi, Mendoza, & Rodriguez, 2021;De Roeck & Farooq, 2018;Kim et al, 2017;Lülfs & Hahn, 2013). Socially responsible behaviors usually represent two types of behaviors: sustainability-oriented behaviors and societal behaviors.…”

Section: Socially Responsible Behaviorsmentioning

confidence: 99%

“…Personality is assumed to be one of main factors for explaining the employees behavior in the workplace (Afshar Jahanshahi, Mendoza, & Rodriguez, 2021; Bjørkelo et al, 2010; Kranefeld & Blickle, 2022). Organizational research scholars has been paid a lot of attention on impact of bright‐side personality characteristics on workers behaviors at the workplace (Harms & Spain, 2015; Kiffin‐Petersen et al, 2011; Musek & Grum, 2021).…”

Section: Introductionmentioning

confidence: 99%

Towards sustainable businesses in Latin America: The role of worker's Dark Triad personality traits

Jahanshahi

Mendoza

Vicuña

2023

Sustainable Development

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Having sustainable businesses becomes priority for many Latin American countries these years. Socially responsible behaviors (SRBs) of employees in the workplace plays important roles in making businesses more sustainability oriented. The main aims of this research to identify those employees, which involve less in two types of SRBs: societal behaviors and sustainability‐oriented behaviors at the workplace by considering their Dark Triad personality traits. By using survey‐based data from 550 workers in Peru and Ecuador, we found a negative relationship between workers Dark Triad personality traits (Machiavilism and Psychopathy) and their socially responsible behaviors in the workplace. Furthermore, our results show that workers with higher level of Machiavilism and psychopathy has lower level of environmental concerns, which in turn reduce their intentions to involve in socially responsible behaviors in the workplace. Our study advances sustainable business research in Latin America by providing workers Machiavellianism and Psychopathy as a novel predictor of socially responsible behaviors of employees at the workplace.

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Beyond external pressures: How work conditions harm employees' social and environmental responsibilities

Afshar Jahanshahi,

Al‐Gamrh

2024

Bus Strat Env

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The political and economic sanctions, coupled with the COVID‐19 pandemic, have made work and life difficult for Iranians. In this adverse external work environment, this study aims to understand how internal adverse working conditions such as workplace bullying and a hostile work climate may affect workers' emotional exhaustion and socially responsible behaviors, both inside and outside the workplace. Data were collected longitudinally from 304 full‐time employees in Iran using four survey waves over 12 months. To deepen our understanding of the variables and context of the study, we conducted supplementary interviews with 12 participants. The results show that overall workplace bullying increases emotional exhaustion, which, in turn, decreases two types of socially responsible behaviors among workers: (a) sustainability‐oriented behaviors within the workplace and (b) societal behaviors outside of the workplace. Furthermore, we found that a hostile workplace climate increases workers' emotional exhaustion, which, in turn, reduces their sustainability‐oriented behaviors but not their societal behaviors. We have discussed the managerial implications of these results.

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Socially responsible behaviors in extreme contexts: comparing cases of economic sanctions, COVID-19 pandemic, and internal war

Cited by 6 publications

References 69 publications

The relationship between extreme contexts, organizational change capacity, and firm product and process innovation

The relationship between extreme contexts, organizational change capacity, and firm product and process innovation

Towards sustainable businesses in Latin America: The role of worker's Dark Triad personality traits

Beyond external pressures: How work conditions harm employees' social and environmental responsibilities

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