Prior studies suggest that external corporate social responsibility (CSR) practices could lead to positive responses from employees, but little attention has been paid to its potential negative impacts on employees' responses. To have a comprehensive understanding of the relationship in question, we propose that there is a S‐curve relationship between external CSR and labor productivity. Found on samples of Chinese listed firms during the period from 2011 to 2017, we have drawn some conclusions as follows. First, there is a S‐curve relationship between external CSR practices and labor productivity, with labor productivity declining at low and high levels of external CSR but increasing at moderate level of external CSR. Second, internal CSR will moderate the relationship between external CSR and labor productivity that firms affiliated with high internal CSR are more likely to perform better in terms of labor productivity than firms with low internal CSR. However, the proposed negative moderating role of government subsidy on the relationship in question is not supported. It is the match between government subsidy and external CSR that may predict labor productivity.

External corporate social responsibility and labor productivity: A S‐curve relationship and the moderating role of internal CSR and government subsidy

China’s industrial green development and its influencing factors under the background of carbon neutrality

This research has contributed to the impact and association between workplace spirituality, employee’s engagement, and job satisfaction. The researcher contacted Chinese university faculty to colle...

Empirical Study on Spirituality, Employee’s Engagement and Job Satisfaction: Evidence from China

Numerous studies have investigated the business benefits of corporate philanthropy (CP), which can be considered as part of a company’s belief systems. However, it remains unclear under which conditions and to what extent philanthropic activities are associated with corporate financial performance (CFP). This study sets out to shed light on the relationship between CP and CFP by means of a meta-analysis. A total of 183 effect sizes from 45 empirical studies are statistically integrated and analyzed within several subgroups. Particular attention is paid to time-lagged variable measurements that allow interpretation for causality. The general relationship between CP and CFP is found to be significantly positive. Furthermore, results reveal that CP is positively related to subsequent CFP across a wide range of different study designs, including different operationalizations of CFP and CP, different sample criteria, and the control for moderating variables. This paper goes beyond the question of if CP affects CFP and provides a status quo for a more detailed discussion on how and when CP influences CFP. Consequently, integrating research on mediating variables and adding perspectives of management control literature to the CP research field are suggested as promising avenues for future research.

The benefits of doing good: a meta-analysis of corporate philanthropy business outcomes and its implications for management control

Spiritual Well-being, Job Meaningfulness, and Engagement for Human Resource Managers by

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Spiritual Well-being, Job Meaningfulness, and Engagement for Human Resource Managers

The article is aimed at examining the effect of corporate philanthropy on employees' organization commitment and job performance through the angle of workplace spirituality. For this purpose, the data were collected from 347 employees working in different corporations in Beijing. By regression analysis, we found that corporate philanthropy had a positive effect on organization commitment and job performance, meanwhile workplace spirituality played a partly mediating role. All the alternate hypotheses of the study were accepted. According to these research results, it is suggested that corporations should engage in philanthropy activities and take some other measures for promoting employees’ workplace spirituality.

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The Effect of Corporate Philanthropy on Organization Commitment and Job Performance of Employees: Workplace Spirituality as Mediating Variable

This study examines the impact of top management team (TMT) media exposure on corporate social responsibility (CSR) and the moderating effect of TMT characteristics based on the upper echelons theory and stakeholder theory. Based on the observations of 5,352 firms between 2010 and 2019, multiple regression analysis is conducted to empirically test whether TMT media exposure can promote CSR. TMT media exposure is further divided into paper media and online media to reveal the impact of different types of TMT media exposure on CSR. Some robustness tests are also conducted to strengthen the regression results. The results found that a high level of TMT media exposure promotes social responsibility. In addition, the TMT power and political connections negatively moderate the relationship between TMT media exposure and CSR. The main contribution of this study is to develop a TMT media exposure model to assess the impact of TMT media exposure on CSR, providing a theoretical contribution to the existing literature and enriching the research in the CSR context from the perspective of the TMT characteristic moderating role.

Yi-Fan Jiang

Papers

The Effect of Corporate Philanthropy on Organization Commitment and Job Performance of Employees: Workplace Spirituality as Mediating Variable

Does Top Management Team Media Exposure Affect Corporate Social Responsibility?