Social identity theory and the organization

The Market for Virtue: The Potential and Limits of Corporate Social Responsibility. By David Vogel. Washington, DC: The Brookings Institute, 2005. 222p. $28.95.Is there a “market for virtue”? If so, what can it do, and what can it not do to improve our world? In his incisive new book, David Vogel takes aim at these questions and the now-fashionable claim that there is a business case for corporate social responsibility (CSR). He concludes that there is no business case that can be generalized to all firms per se, but there is a political case for broadening what we mean by that much-used term.

The Market for Virtue: The Potential and Limits of Corporate Social Responsibility

Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

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.

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

In many developed economies, changing demographics and economic conditions have given rise to increasingly competitive labour markets, where competition for good employees is strong. Consequently, strategic investments
in attracting suitably qualified and skilled employees are recommended. One such strategy is employer branding. Employer branding in the context of recruitment is the package of psychological, economic, and functional benefits
that potential employees associate with employment with a particular company. Knowledge of these perceptions can help organisations to create an attractive and competitive employer brand. Utilising information economics and signalling theory, we examine the nature and consequences of employer branding. Depth interviews reveal that job seekers evaluate: the attractiveness of employers based on any previous direct work experiences with the employer or in the sector; the clarity, credibility, and consistency of the potential employers’ brand signals; perceptions of the employers’ brand investments; and perceptions of the employers’ product or service brand portfolio.

Employer branding : strategic implications for staffrecruitment

The study shows how positive and negative information on corporate social and environmental responsibility influences purchase, employment, and investment intentions of various stakeholders. We manipulated the information on corporate social responsibility (CSR) activities of a hypothetical firm in a between-subjects experimental design. The design had two treatments. In the ‘positive CSR’ treatment, the company's social and environmental performance was described in a positive perspective (depicting a strong social performance), whereas in the ‘negative CSR’ treatment it was described in a negative perspective (depicting a weak social performance). In both treatments, information about other key characteristics of the focal company were kept constant. Respondents' intentions to purchase products from, seek employment with, and invest in the company were evaluated by multi-item scales. The results demonstrate that positive CSR information about a firm enhances consumers' intentions to purchase products from, potential employees' intentions to seek employment with, and potential investors' intentions to invest in the company. Theoretical and managerial implications of the findings are discussed. Copyright © 2010 John Wiley & Sons, Ltd and ERP Environment.

How corporate social responsibility information influences stakeholders' intentions

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Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions?☆

https://cyberleninka.org/article/n/1271089.pdf

Umit Alniacik

Papers

How corporate social responsibility information influences stakeholders' intentions

Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions?☆

Identifying Dimensions of Attractiveness in Employer Branding: Effects of Age, Gender, and Current Employment Status

The Impact of Personality on Technology Acceptance: A Study on Smart Phone Users

Independent and joint effects of perceived corporate reputation, affective commitment and job satisfaction on turnover intentions