Journal ArticleDOI
Corporate social responsibility organizational identification and motivation
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In this article, the authors explore the impact of corporate social responsibility engagement on employee motivation, job satisfaction and organizational identification as well as employee citizenship in voluntary community activities, and find significant differences between APs and non-APs on organizational identification and motivation.Abstract:
Purpose – The purpose of this paper is to explore the impact of corporate social responsibility (CSR) engagement on employee motivation, job satisfaction and organizational identification as well as employee citizenship in voluntary community activities.Design/methodology/approach – Employees (n=224) of a major airline carrier participated in the study based on a 54‐item questionnaire, containing four different sets of items related to volunteering, motivation, job satisfaction and organizational identification. The employee sample consisted of two sub‐samples drawn randomly from the company pool of employees, differentiating between active participants in the company's CSR programs (APs) and non participants (NAPs).Findings – Significant differences were found between APs and NAPs on organizational identification and motivation, but not for job satisfaction. In addition, positive significant correlations between organizational identification, volunteering, job satisfaction, and motivation were obtained. ...read more
Citations
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Corporate citizenship as a marketing instrument: concepts, evidence and research directions
Abstract: Confronted with increasing pressures to limit government spending on social welfare, more and more public policy makers welcome the growing social involvement of corporations. Yet, inasmuch as corporate citizenship may be desirable for society as a whole, it is unlikely to be embraced by a large number of organizations unless it is associated with concrete business benefits. This paper presents past findings and proposes future research directions useful for understanding the potential value of corporate citizenship as a marketing tool. Specifically, after examining the nature of corporate citizenship, the paper discusses its potential impact, first on consumers, then on employees. Two conceptual frameworks are introduced to guide research on the value of corporate citizenship in terms of external and internal marketing respectively.
Journal ArticleDOI
Employees’ Perceptions of Green HRM and Non-Green Employee Work Outcomes The Social Identity and Stakeholder Perspectives
Jie Shen,Jenny Dumont,Xin Deng +2 more
TL;DR: Green human resource management (green HRM) refers to a set of HRM practices that organizations adopt to improve employee workplace green performance as mentioned in this paper. But, the effect of perceived green HRM on emp...
Journal ArticleDOI
The effects of corporate social responsibility (CSR) on employee well-being in the hospitality industry
TL;DR: This paper examined hotel industry employees' perceptions of corporate social responsibility (CSR) and the influence of these perceptions on their quality of working life (QWL), job satisfaction and overall quality of life.
References
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Book
A Theory of Human Motivation
Abstract: 1. The integrated wholeness of the organism must be one of the foundation stones of motivation theory. 2. The hunger drive (or any other physiological drive) was rejected as a centering point or model for a definitive theory of motivation. Any drive that is somatically based and localizable was shown to be atypical rather than typical in human motivation. 3. Such a theory should stress and center itself upon ultimate or basic goals rather than partial or superficial ones, upon ends rather than means to these ends. Such a stress would imply a more central place for unconscious than for conscious motivations. 4. There are usually available various cultural paths to the same goal. Therefore conscious, specific, local-cultural desires are not as fundamental in motivation theory as the more basic, unconscious goals. 5. Any motivated behavior, either preparatory or consummatory, must be understood to be a channel through which many basic needs may be simultaneously expressed or satisfied. Typically an act has more than one motivation. 6. Practically all organismic states are to be understood as motivated and as motivating. 7. Human needs arrange themselves in hierarchies of prepotency. That is to say, the appearance of one need usually rests on the prior satisfaction of another, more pre-potent need. Man is a perpetually wanting animal. Also no need or drive can be treated as if it were isolated or discrete; every drive is related to the state of satisfaction or dissatisfaction of other drives. 8. Lists of drives will get us nowhere for various theoretical and practical reasons. Furthermore any classification of motivations
Book ChapterDOI
The social identity theory of intergroup behavior
Henri Tajfel,John C. Turner +1 more
TL;DR: A theory of intergroup conflict and some preliminary data relating to the theory is presented in this article. But the analysis is limited to the case where the salient dimensions of the intergroup differentiation are those involving scarce resources.
Book
Work and motivation
TL;DR: In this paper, the authors integrate the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance, including motivation, goal incentive, and attitude.
Journal ArticleDOI
The measurement and antecedents of affective, continuance and normative commitment to the organization
Natalie J. Allen,John P. Meyer +1 more
TL;DR: In this article, the authors proposed a three-component model of organizational commitment, which integrates emotional attachment, identification with, and involvement in the organization, and the normative component refers to employees' feelings of obligation to remain with the organization.
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