Women Directors and Corporate Social Performance: An Integrative Review of the Literature and a Future Research Agenda

2022 ◽  
Author(s):  
Giovanna Campopiano ◽  
Patricia Gabaldón ◽  
Daniela Gimenez-Jimenez
Keyword(s):  
Research Agenda ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Integrative Review ◽  
Future Research ◽  
Women Directors ◽  
Review Of The Literature ◽  
Future Research Agenda ◽  
Corporate Social

Corporate Social Responsibility, Irresponsibility, and Citizenship

2021 ◽  
pp. 830-846
Author(s):  
Duane Windsor
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Corporate Social Performance ◽  
Corporate Citizenship ◽  
Social Performance ◽  
Field Work ◽  
Future Research ◽  
Business And Society ◽  
Key Issues ◽  
Corporate Social

This article explains the three related conceptions of corporate social responsibility (CSR), corporate social irresponsibility (CSiR), and corporate citizenship. The three conceptions involve different approaches for answering the overarching question of the appropriate relationship between “business and society”. The article lays out the basics of the three conceptions; and contrasts economic, ethical, and strategic perspectives on these three conceptions. The article connects the three conceptions to corporate social performance (CSP), corporate governance, and stakeholder theory. The author provides the reader with a guide to the extant literature in a way that will facilitate further exploration into key issues. The author proposes some recommendations and solutions for addressing key problems in the field; and suggests future research directions. The article emphasizes key contributions to the development of the field. Work of important authors such as A. B. Carroll, Milton Friedman, Michael E. Porter, and Donna J. Wood among others receives attention.

In search of ethics: from Carroll to integrative CSR economics

2019 ◽  
Vol 15 (4) ◽  
pp. 469-491 ◽  
Author(s):  
Sigmund Wagner-Tsukamoto
Keyword(s):  
Institutional Economics ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Business Case ◽  
Future Research ◽  
Market Exchange ◽  
Content Type ◽  
Four Dimensions ◽  
Corporate Social ◽  
Practical Implications

PurposeRevisiting Carroll’s classic corporate social responsibility (CSR) pyramid framework, this paper aims to evolve a novel synthesis of ethics and economics. This yielded an “integrative CSR economics”.Design/methodology/approachThis theory paper examined how to conceptually set up CSR theory, argue its ethical nature and establish its practical, social and empirical relevance. Economic analysis reached out from contemporary institutional economics to Smith’s classic studies.FindingsThe paper reconstructed all of Carroll’s four dimensions of CSR – economic, legal, ethical and philanthropic responsibilities – through economics. The paper discounted a core assumption of much CSR research that economic approach to CSR, including the instrumental, strategic “business case” approach to CSR, were unethical and lacked any foundations in ethics theory. Integrative CSR economics reframes research on viability and capability requirements for CSR practice; redirecting empirical research on links between CSP (corporate social performance) and CFP (corporate financial performance).Research limitations/implicationsThe paper focused on Carroll as the leading champion of CSR research. Future research needs to align other writers with integrative CSR economics. Friedman or Freeman, or the historic contributions of Dodd, Mayo, Bowen or Drucker, are especially interesting.Practical implicationsThe paper set out how integrative CSR economics satisfies the “business case” approach to CSR and develops practical implications along: a systemic dimension of the market economy; a legal-constitutional dimension; and the dimension of market exchanges.Social implicationsIntegrative CSR economics creates ethical benefits for society along: a systemic dimension of the market (mutual gains); a legal-constitutional dimension (law-following); and the dimension of market exchange (ethical capital creation). Social benefits are not only aspired to but also are achievable as a business case approach to CSR is followed.Originality/valueThe paper’s main contribution is a new synthesis of economics and ethics that yields an “integrative CSR economics”.

Health-promoting leadership: An integrative review and future research agenda

2018 ◽  
Vol 74 (7) ◽  
pp. 1505-1516 ◽  
Author(s):  
Kristin Akerjordet ◽  
Trude Furunes ◽  
Annie Haver
Keyword(s):  
Research Agenda ◽  
Integrative Review ◽  
Future Research ◽  
Future Research Agenda ◽  
Health Promoting

Women in the boardroom and corporate social performance: negotiating the double bind

2019 ◽  
Vol 57 (9) ◽  
pp. 2201-2222 ◽  
Author(s):  
Whitney Douglas Fernandez ◽  
Meredith F. Burnett ◽  
Carolina B. Gomez
Keyword(s):  
Corporate Social Performance ◽  
Social Performance ◽  
Women Directors ◽  
Role Congruity Theory ◽  
Content Type ◽  
Role Congruity ◽  
Representation Of Women ◽  
Women On Boards ◽  
Corporate Social ◽  
The Relationship

Purpose The purpose of this paper is to use insights from role congruity theory to explore how organizational context moderates the relationship between the representation of women on boards and corporate social performance (CSP). Design/methodology/approach The hypotheses are tested using a panel of S&P 500 firms observed from 2001 to 2011. The authors utilize the generalized estimating equations technique with Heckman’s two-stage approach to correct for endogeneity. Findings The findings reveal that four firm-level variables – voluntary initiative membership, deviation from prior financial performance, internationalization and product diversification – moderate the relationship between the representation of women on boards and CSP. These findings suggest that women directors have the ability to prioritize and advocate for social issues in the boardroom to a greater extent when firms provide a context that values their communal orientation. In contrast, the relationship between women directors and CSP weakens when the context encourages a focus on the bottom line. Originality/value This study reconciles mixed findings from previous research and contributes to a better understanding of the relationship between women directors and social performance by providing a theory-driven perspective of the circumstances under which women directors have a stronger or weaker impact on CSP. The authors extend role congruity theory by integrating contextual factors that may either diminish or amplify the effects of the expected directors’ gender roles on their behavior and decision making.

scholarly journals Group Positive Affect and Beyond: An Integrative Review and Future Research Agenda

2020 ◽  
Vol 17 (20) ◽  
pp. 7499
Author(s):  
Jonathan Peñalver ◽  
Marisa Salanova ◽  
Isabel M. Martínez
Keyword(s):  
Positive Affect ◽  
Research Agenda ◽  
Group Processes ◽  
Integrative Review ◽  
Future Research ◽  
Future Research Agenda ◽  
Similarity Group ◽  
Working Together ◽  
And Performance ◽  
The Individual

Group positive affect is defined as homogeneous positive affect among group members that emerges when working together. Considering that previous research has shown a significant relationship between group positive affect and a wide variety of group outcomes (e.g., behaviors, wellbeing, and performance), it is crucial to boost our knowledge about this construct in the work context. The main purpose is to review empirical research, to synthesize the findings and to provide research agenda about group positive affect, in order to better understand this construct. Through the PsycNET and Proquest Central databases, an integrative review was conducted to identify articles about group positive affect published between January 1990 and March 2019. A total of 44 articles were included and analyzed. Finding suggests that scholars have been more interested in understanding the outcomes of group positive affect and how to improve the productivity of groups than in knowing what the antecedents are. A summary conclusion is that group positive affect is related to leadership, job demands, job resources, diversity/similarity, group processes, and contextual factors, all of which influence the development of several outcomes and different types of wellbeing at the individual and group levels. However, with specific combinations of other conditions (e.g., group trust, negative affect, and interaction), high levels of group positive affect could cause harmful results. Conclusions shed light on group positive affect research and practice and might help Human Resources professionals to initiate empirically-based strategies related to recruitment, group design and leadership training.

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