Corporate social responsibility and employee engagement: making the case for international corporate-sponsored volunteering using a matched-sample analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nicole L. Gullekson ◽  
Anders Cedergren ◽  
Liz Arnold ◽  
Taggert Brooks
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Exact Matching ◽  
Content Type ◽  
Financial Investment ◽  
Individual Level ◽  
Volunteer Program ◽  
Quasi Experimental ◽  
Corporate Social

Purpose This paper aims to contribute to the growing body of research which demonstrates corporate social responsibility (CSR) initiatives can be linked to individual-level outcomes, such as employee engagement, using a quasi-experimental field study to provide initial evidence of a casual effect for such programs. Design/methodology/approach The authors examined whether participating in an international corporate-sponsored volunteer program increased employee engagement by comparing a sample of employees, matched on their pre-trip engagement scores and other demographic variables, with employees who did not volunteer in the program and comparing the differences in this employee engagement after completing the volunteer experience. Findings Using an exact matching technique, the authors were able to isolate the influence of the volunteer program on employee engagement and demonstrate that the program was associated with increased employee engagement after the program ended. Originality/value This study provides additional, and stronger, support on the CSR and employee engagement relationship through isolating the causal influence of the volunteer program on engagement. Thus, it provides additional justification for the use of, and financial investment in, such programs by organizations.

scholarly journals Does corporate social responsibility impact on employee engagement?

2014 ◽  
Vol 26 (3/4) ◽  
pp. 232-247 ◽  
Author(s):  
Pedro Ferreira ◽  
Elizabeth Real de Oliveira
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Holistic Approach ◽  
Content Type ◽  
General Internal ◽  
Csr Strategy ◽  
Corporate Social ◽  
The Impact ◽  
Practical Implications

Purpose – Despite the claim that internal corporate social responsibility plays an important role, the understanding of this phenomenon has been neglected. This paper intends to contribute to fill this gap by looking into the relation between CSR and employee engagement. Design/methodology/approach – A survey research was conducted and three different groups of respondents were faced with three different CSR scenarios (general, internal, external) and respondents' employee engagement was measured. Findings – The results show that there are no statistically significant differences in levels of engagement between employees exposed to external and internal CSR practices. Nevertheless, employees exposed to internal CSR are more engaged than those exposed only to external CSR practices. Research limitations/implications – The use of scenarios, although a grounded approach, involves risks, including the difficulty of participants to put themselves in a fictional situation. Also, the scale used to measure employee engagement puts the emphasis on work rather than on the organisation. Practical implications – Although this study is not conclusive it raises the need for companies to look at their CSR strategy in a holistic approach, i.e. internal and external. Originality/value – This paper represents a contribution to understand CSR strategic status and the need to enlighten the impact that social responsible practices can have on employees' engagement.

Predicting employee engagement with micro-level corporate social responsibility (CSR) practices in the public accounting firms

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mei Peng Low ◽  
Heath Spong
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Predictive Performance ◽  
Public Accounting ◽  
Accounting Firms ◽  
Content Type ◽  
The Public ◽  
Micro Level ◽  
Corporate Social

Purpose This research aims to examines the impact of micro-level corporate social responsibility (CSR) practices on employee engagement within the public accounting firm setting. Design/methodology/approach This research uses a quantitative approach with a survey instrument as the data collection tool. A total of 269 complete responses were collected from employees working in the public accounting firms. Micro-level CSR practices were analysed with a hierarchical component model (HCM) in partial least square structural equation modelling (PLS-SEM) to examine the influence of such practices on employee engagement. A predictive performance metric was applied to assess the out-of-sample prediction. Findings This study uncovers a positive and significant relationship between micro-level CSR practices and employee engagement. Furthermore, the PLSpredict results indicate that the current model possesses high predictive power with all indicators in the PLS-SEM analysis demonstrating lower root mean squared error (RMSE) values compared to the naïve linear regression model benchmark. Research limitations/implications While the methods applied in this analysis are at the frontier of CSR research, the present study has not explored the heterogeneity amongst groups of respondents and size of accounting firms. Sampling weight adjustment for the purposes of representativeness was not used in the current research. These could be the subject of future work in this area. Practical implications These research findings shed light on the positive manifestation effect of micro-level CSR practices at firm level as well as individual level. Through micro-level CSR practices, firms can reap the benefits of enhanced employee engagement, which leads to productive workforce while also facilitating increased employees’ intrinsic job satisfaction. Social implications Micro-level CSR practices address the needs of the millennium workforce, whereby employees are no longer solely focussed on pay checks as their compensation. Employees are seeking out employers whose CSR practices appeal to their social conscience. Micro-level CSR practices meet the needs of the contemporary workforce yet enable companies to attract and retain skilled employees. Originality/value The originality of this research is attributed to the vigorous statistical analysis by the use of HCMs and PLSpredict in PLS-SEM context for the assessment of predictive performance. Also, micro-level CSR practices are conceptualised in HCM for parsimonious purpose.

scholarly journals Corporate social responsibility influences employee engagement

2018 ◽  
Vol 14 (1) ◽  
pp. 123-137 ◽  
Author(s):  
Georgios Tsourvakas ◽  
Ioanna Yfantidou
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Quantitative Methodology ◽  
Positive Role ◽  
Content Type ◽  
Staff Members ◽  
Csr Strategies ◽  
Financial Difficulties ◽  
Corporate Social

Purpose The purpose of this study is to explore the influence of corporate social responsibility (CSR) on employee engagement, motivation and job satisfaction on the staff members of two multinational companies in Greece (Procter & Gamble [P&G] and Unilever). Design/methodology/approach A quantitative methodology in the form of statistical analysis of the results was derived from the responses on an employee engagement questionnaire. Findings Findings show that employees are proud to identify themselves with companies that have a caring image. CSR is also positively linked to employee engagement for both companies. Research limitations/implications The small size of the sample is a limitation because it leaves no room for generalising the findings. Secondly, although some of the hypotheses were backed by the data, he findings are not strong enough, as the reported correlations are too small. Practical implications Practitioners and marketing professionals can benefit from this research by absorbing the fact that employees feel engaged, satisfied and motivated when they play a positive role in the society through their work. As a result, it would be constructive for professionals to plan CSR strategies and involve employees both in planning and execution of those strategies. Originality/value Unlike other studies, the authors tried to examine the link between CSR and employee behaviour amid Greece’s financial difficulties.

Linking internal CSR with the positive communicative behaviors of employees: the role of social exchange relationships and employee engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yeunjae Lee
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Social Exchange ◽  
Full Time ◽  
Exchange Relationships ◽  
Content Type ◽  
Communicative Behaviors ◽  
Corporate Social

Purpose This study aims to examine the effects of internal corporate social responsibility (CSR) on the two types of communicative behaviors of employees, namely, scouting and advocative behaviors. Guided by social exchange theory, the study also explored the mediating role of social exchange relationships between an organization and its employees and employee engagement. Design/methodology/approach An online survey was conducted with 405 full-time employees in the USA across industry sectors. Findings Results show the following: internal CSR practices, including employment stability, working environment, skill development, workforce diversity and work–life balance, improve social exchange relationships and employee engagement; social exchange relationship mediates the positive association between internal CSR and engagement and advocative behavior; and employee engagement also mediates the association between internal CSR and the scouting and advocative behaviors of employees. Originality/value This study is among the first attempts to explore the effectiveness of organizations’ internal corporate social responsibility practices on employees’ informal communicative behaviors, information seeking and transmitting within and outside of their organization.

Corporate social responsibility perceptions and employee engagement: role of psychological meaningfulness, safety and availability

2019 ◽  
Vol 19 (4) ◽  
pp. 631-647 ◽  
Author(s):  
Richa Chaudhary
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Research Question ◽  
Management Tool ◽  
Content Type ◽  
Micro Level ◽  
Corporate Social ◽  
Psychological Meaningfulness ◽  
The Impact

Purpose The primary research question addressed through this paper is whether and how corporate social responsibility (CSR) can create business value for organizations as measured through employee attitudes and behaviours. Specifically, this study aims to examine the impact of CSR on employee engagement through its influence on psychological meaningfulness, safety and availability. Design/methodology/approach In total, 187 business professionals working for a wide variety of organizations in India constituted the study sample. Regression analysis was used to test the proposed hypotheses. Findings CSR positively predicted employee engagement. Psychological conditions of meaningfulness, safety and availability fully mediated the relationship of CSR with employee engagement. Practical implications The study establishes CSR as an important talent management tool in the hands of management to cultivate an engaged workforce. The results provide corporate managers with the necessary evidence to justify their investment in CSR initiatives. Originality/value The study by establishing CSR as a determinant of employee engagement addresses the need for micro-level CSR research, and, hence, bridges the macro-micro gap in the CSR literature. In addition, the application of micro-level theories helped to establish the psychological processes defining CSR and employee engagement relationship. In doing so, the study empirically tests Khan’s theory of engagement and the underlying mechanisms of engagement.

The engagement continuum model using corporate social responsibility as an intervention for sustained employee engagement

2015 ◽  
Vol 39 (3) ◽  
pp. 182-202 ◽  
Author(s):  
Marie Anttonitte Valentin ◽  
Celestino C Valentin ◽  
Fredrick Muyia Nafukho
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Continuum Model ◽  
Self Determination Theory ◽  
The Self ◽  
Self Determination ◽  
Motivating Factors ◽  
Content Type ◽  
Corporate Social

Purpose – The purpose of this paper is to explore implications of motivational potential that are highly correlated to the self-determination theory (SDT) (intrinsic motivating factors), in relation to corporate social responsibility (CSR). This paper specifies key antecedents of engagement within the theoretical framework of the self-determination theory as it relates to employee engagement and CSR. Design/methodology/approach – The methods used for the purpose of this paper include a review of the relevant literature utilizing the descriptors of employee engagement, SDT and CSR. Alternative descriptors were not queried. The authors then selected articles that were found to be most cited, reviewed such articles and began to analyze the literature, synthesize and formulate connections. Findings – Based on research findings, a conceptual model was formulated and posited for research and practice. It is demonstrated in the paper that employee engagement has a wide range of benefits for all involved and focuses on key antecedents of engagement created through CSR initiatives and intrinsic motivating factors as pointed out from SDT, which may serve to provide a comprehensive representation of the likely influences of intrinsic motivating drivers on employee engagement. Research limitations/implications – The main limitations of this paper is that it is conceptual in nature and, hence, the need for a study designed to empirically test the conceptual model developed in this research. Originality/value – The result and contribution to the field of human resource development is the development of the engagement continuum model from which employee engagement emerges through the dynamic interplay of CSR as an intervention, creating positive results using the theoretical framework of SDT and resulting in a perceived sustained state of employee engagement.

Corporate social responsibility and employee engagement: can CSR help in redressing the engagement gap?

2017 ◽  
Vol 13 (2) ◽  
pp. 323-338 ◽  
Author(s):  
Richa Chaudhary
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Cultural Context ◽  
Linear Regression Analysis ◽  
Service Firms ◽  
Snowball Sampling ◽  
Content Type ◽  
Study Results ◽  
Corporate Social

Purpose This paper aims to examine the influence of employees’ corporate social responsibility (CSR) perceptions on their engagement level at work. In addition, the study looks into the contingencies of the relationship by proposing and examining gender as moderator of the proposed relationship. Design/methodology/approach The study sample consisted of 187 business professionals from both public and private sector manufacturing and service firms operating in India. The study uses a non-experimental correlational field study design. The data were collected with the help of self-administered questionnaires via both personal visits to the organizations and internet-based questionnaire using snowball sampling. Hierarchical linear regression analysis was used to test the study hypotheses. Findings The study results clearly underscore the potential of firm’s involvement in CSR activities in influencing the employee attitude and behaviour at work. However, the study findings failed to show any significant effect of interaction between CSR and gender on employee engagement. Practical implications Given the positive association of CSR with employee engagement irrespective of gender differences as reflected in the study results, CSR can actually be used across the organizations as tool for talent management. Originality/value The study bridges the macro-micro divide and addresses to the need for micro level research in CSR stream by examining the influence of CSR perceptions on work engagement level of employees. The study advances existing body of knowledge beyond developed Western economies by exploring the strategic value of CSR in India, which presents a unique cultural context to look at.

To make us truly human: humanities education and corporate social responsibility

2016 ◽  
Vol 7 (2) ◽  
pp. 181-195 ◽  
Author(s):  
Caitlin Paige Roach ◽  
Daniel Joseph Slater
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Performing Arts ◽  
English Literature ◽  
Empirical Examination ◽  
Content Type ◽  
Individual Level ◽  
Upper Echelons Theory ◽  
Humanities Education ◽  
Corporate Social

Purpose This paper aims to determine whether CEOs with a humanities education (e.g. English/literature, philosophy, history, languages, religion, visual arts, or performing arts) exhibit higher levels of corporate social responsibility (CSR) within their firms than those who have studied other disciplines. Design/methodology/approach This paper is an empirical examination of S&P 500 CEOs’ undergraduate education and their firms’ level of CSR as measured by Kinder, Lydenberg & Domini (KLD). Findings CEO undergraduate humanities education is associated with higher levels of CSR even after accounting for several firm- and individual level controls. In addition, the CSR dimensions of community and diversity were found to be key drivers of the association. Research limitations/implications This research is limited in understanding the micro-processes of the CEOs affected by a humanities education, as it relates to CSR. However, the results imply a values-based connection that is supported by the upper echelons theory. Practical implications CSR-minded firms may seek out humanities-educated executives. In addition, the results would suggest a need for humanities education despite the recent waning interest. Originality/value First, the findings of Manner (2010) will be confirmed using a different sample. Second, the humanities education and CSR relationship will be explored using a composite measure of CSR as opposed to analyzing its strengths and weaknesses separately (Manner, 2010), thus representing a holistic evaluation of the relationship. Third, previous research will be extended by examining the specific CSR dimensions (e.g. customers, employees) that are affected by a humanities education.

Corporate social responsibility, facets of employee job satisfaction and commitment: the case in Ecuador

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Halder Yandry Loor-Zambrano ◽  
Luna Santos-Roldán ◽  
Beatriz Palacios-Florencio
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Structural Equation ◽  
Negative Impact ◽  
Content Type ◽  
Positive Effects ◽  
Corporate Social ◽  
The Relationship

PurposeThis paper aims to show the relationships between corporate social responsibility, job satisfaction (in its different facets or aspects) and employee commitment. In addition, the paper aims to identify the mediating role that facets of job satisfaction in the relationship between CSR and worker commitment.Design/methodology/approachThe authors propose a model of relations between the variables indicated and the use of a variance-based structural equation modelling technique to identify the relations in a sample of 318 workers from Ecuadorian companies who answered a questionnaire. Specifically, the partial least squares (PLS) methodology was employed using the Smart PLS software.FindingsThe results and findings of this work confirm the theoretical hypotheses specific to the influence of CSR on the five facets of job satisfaction. On the other hand, it should be stressed that only job satisfaction in itself has positive effects on employee engagement. Furthermore, our study shows that satisfaction with co-workers has a negative effect on commitment. However, this study's most relevant contribution is the consideration of the mediating nature of some aspects of job satisfaction in the relationship between CSR and organisational commitment: positive for job satisfaction itself and negative in the case of satisfaction with co-workers. Therefore, implementing CSR practices can be useful for organisations that wish to foster positive attitudes among their employees.Originality/valueThe work enriches specific knowledge about the relationships between CSR and some employee attitudes and behaviours: commitment and job satisfaction. Of particular relevance is the fact that CSR favourably conditions the commitment of employees through the satisfaction derived from the work itself. The presence of a negative impact of co-worker satisfaction on engagement highlights the need to examine CSR actions that generate adverse impacts on this facet of satisfaction.

Impact of executive citizenship and organizational commitment on corporate social responsibility

2015 ◽  
Vol 11 (2) ◽  
pp. 387-402 ◽  
Author(s):  
Sakthi Mahenthiran ◽  
Jane Lai Yee Terpstra-Tong ◽  
Robert Terpstra ◽  
Shanthy Rachagan
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Public Transportation ◽  
Positive Impact ◽  
Chief Executive ◽  
Content Type ◽  
Individual Level ◽  
Upper Echelons Theory ◽  
Corporate Social

Purpose – This Malaysian study aims to use upper echelons theory and social identity theory variables to determine the chief executive officer (CEO) characteristics and attitudes associated with economic corporate social responsibility (CSR), legal-ethical CSR and discretionary CSR in Malaysian firms. The authors hypothesize that CSR engagements in the form of altruistic behaviour, with executives being part of the upper echelon, would tend to be expressing their values at individual level through the firm if they are affectively committed to their company. Design/methodology/approach – Using a sample of 151 Malaysian firms that took part in an annual CEO survey in 2010, the study measures executive citizenship as CEOs’ having critical attitude towards public issues such as public transportation, public education and crime. Hierarchical regression analyses are used to associate the CEO attitudes with the firms CSR. Findings – The authors find that executive citizenship attitude is significant and positively related to firm’s legal–ethical CSR. The authors also find that executive organizational commitment has a significant positive impact on dimensions of CSR. Additionally, the executive tenure impacts the level of philanthropic CSR of the firm. Originality/value – In Malaysia, firms have a strong incentive to engage in CSR to enhance their reputation and legitimacy because of the government’s influence on commercial activities. Our study is the first to examine how this notion of legitimization efforts at the individual level affects firms CSR activities.

Sign in / Sign up

Export Citation Format

Share Document