This article aims to consolidate the psychological microfoundations of corporate social responsibility (CSR) by taking stock and evaluating the recent surge of person-focused CSR research. With a systematic review, the authors identify, synthesize, and organize three streams of micro-CSR studies—focused on (i) individual drivers of CSR engagement, (ii) individual processes of CSR evaluations, and (iii) individual reactions to CSR initiatives—into a coherent behavioral framework. This review highlights significant gaps, methodological issues, and imbalances in the treatment of the three components in prior micro-CSR research. It uncovers the need to conceptualize how multiple drivers of CSR interact and how the plurality of mechanisms and boundary conditions that can explain individual reactions to CSR might be integrated theoretically. By organizing micro-CSR studies into a coherent framework, this review also reveals the lack of connections within and between substreams of micro-CSR research; to tackle them, this article proposes an agenda for further research, focused on six key challenges

The psychological microfoundations of corporate social responsibility: A person-centric systematic review

The role of brand community identification and reward on consumer brand engagement and brand loyalty in virtual brand communities

Purpose – The purpose of this paper is to examine the impact of corporate social responsibility (CSR) on internal employee motivation.Design/methodology/approach – A survey was conducted among 274 employees from medium and large enterprises engaged in CSR activities in Lithuania. The research hypotheses were tested using correlation and regression analysis using factor scores from a principal component factor analysis.Findings – The findings suggest that internal and external CSR activities positively correlate with internal employee motivation. Internal CSR was found to be stronger related to internal employee motivation than all the external CSR dimensions. Regarding the external CSR, customer‐related activities indicated stronger correlation with internal employee motivation than local communities and business partners related CSR activities. The weakest relation was found between internal employee motivation and business partners related CSR activities.Research limitations/implications – This study is...

The contribution of corporate social responsibility to intrinsic employee motivation

Despite the growing significance of pro‐environmental behavior in the hospitality industry, empirically derived insights into its predictors and outcomes remain unexplored. Drawing upon the theory of social exchange and social identity theory, this study investigates the impact of hotels' employees' perception of corporate social responsibility (CSR) activities on employees' voluntary pro‐environmental behavior (VPEB). The authors also examine the mediating roles of organizational pride and employee engagement (EE). Moreover, the moderating role of empathy is also investigated in the relationship between CSR and VPEB. We investigated our theoretical framework through a survey of 336 employees of selected luxury hotels in Pakistan. Findings reveal that CSR directly affects VPEB. Further, the parallel and sequential mediation of EE and organizational pride is also confirmed between CSR and VPEB. Moreover, empathy moderates the relationship between CSR and VPEB. Theoretical and managerial implications are discussed at the end.

Corporate social responsibility and employees' voluntary pro‐environmental behavior: The role of organizational pride and employee engagement

The purpose of this paper is to test the effect of organizational learning on employees’ job satisfaction, the effect of organizational learning on the employees’ organizational commitment, the effect of the organizational learning on employees’ performance, the effect of job satisfaction on the employees’ performance and the effect of organizational commitment on employees’ performance in PTPN XIII (Limited Liability Company) in West Kalimantan.,The population in this research refers to all employees of PTPN XIII (Limited Liability Company) in West Kalimantan, with the criteria that the employees are from class III‒IV (population of access). The size of the sample is determined by using the partial least square approach, which is 10 times of the size of formative indicator, that is, job satisfaction with five indicators plus employee performance with eight indicators, with the total being 13 × 10 = 130 employees. The sampling method used is proportional random sampling technique, which is based on work area (three working areas: Head Office, West Kalimantan I District and West Kalimantan District II).,Learning organization has a significant and positive effect on job satisfaction and organizational commitment, but it has no significant effect on the employee performance. Job satisfaction and organizational commitment have a significant effect on employee performance.,The phenomenon that existed in PTPN XIII (Limited Liability Company) and referring from various previous research results, the study regarding employee performance was conducted using organizational learning variable as an exogenous variable and using job satisfaction and organizational commitment variable as an intervening variable. Robbins (1996) revealed that the relationship between organizational learning and performance is not very close. It is necessary to have other variables that can reinforce the relationship and to determine the extent to which the organizational learning can contribute to the improvement of the performance.

The mediation effect of job satisfaction and organizational commitment on the organizational learning effect of the employee performance

Purpose




The purpose of this paper is to examine the relationships between perceived organizational support, employee engagement, employee performance and affective commitment in the context of Indian higher education.




Design/methodology/approach




Data were collected from 410 employees from various higher educational institutes of India using a self-administered questionnaire. Structural equation modeling was used to analyze the data.




Findings




The results revealed a positive influence of perceived organizational support on employee performance and affective commitment. Moreover, these relationships have also been found to be mediated by employee engagement.




Practical implications




The study serves as guide for the development of influential strategies to develop and retain a well engaged, competent and committed workforce at higher educational institutes in India.




Originality/value




The study enriches the organizational behavior literature by identifying and empirically validating some antecedents and consequences of employee engagement in the context of Indian higher education where such studies are scant.

Enhancing organizational commitment and employee performance through employee engagement: An empirical check

Effect of CSR activities on meaningfulness, compassion, and employee engagement: A sense-making theoretical approach

Effect of CSR participation on employee sense of purpose and experienced meaningfulness: A self-determination theory perspective

This study empirically demonstrates the essentiality of addressing employees’ psychological needs of autonomy, competence, and relatedness through CSR-specific activities which intrinsically motiva...

Owais Nazir

Papers

Enhancing organizational commitment and employee performance through employee engagement: An empirical check

Effect of CSR activities on meaningfulness, compassion, and employee engagement: A sense-making theoretical approach

Effect of CSR participation on employee sense of purpose and experienced meaningfulness: A self-determination theory perspective

Influence of CSR-specific activities on work engagement and employees’ innovative work behaviour: an empirical investigation

Sustainably engaging employees in food wastage reduction: A conscious capitalism perspective