Winning CSR strategies for the talent war

2019 ◽  
Vol 15 (3) ◽  
pp. 365-378 ◽  
Author(s):  
Patnaree Srisuphaolarn ◽  
Nuttapol Assarut
Keyword(s):  
Work Values ◽  
Social Performance ◽  
Personal Values ◽  
Organizational Values ◽  
Business Majors ◽  
Content Type ◽  
Csr Strategies ◽  
Low Degrees ◽  
Organizational Value ◽  
Value Fit

Purpose The authors analyze the relationship between perceptions of corporate social responsibility (CSR) activity bundles and prospective employees’ work values to assess how CSR strategies contribute to new staff recruiting strategies. Design/methodology/approach Building on personal and organizational value fit theory, the authors propose a positive correlation between facets of work values and particular CSR activities. We use work values, as they reflect personal values, and CSR activities to reflect organizational value. We test this relationship using a sample of senior marketing and international business majors. Findings The authors found that the relationships are threefold: all negative, all positive and selectively positive. Some viewed CSR as irrelevant to their choice of employer – those who focused on security and pride, with low degrees of other work values, and those who were concerned with growth and knowledge utilization. People who seek security and meaningful jobs hold preferable attitudes toward CSR, regardless of the areas of CSR. Selectively positive relationship between work values and CSR bundles was founded in those who seek meaningful jobs and the workplaces for which they feel proud to work. Practical implications This paper contributes to better understanding of the influence of CSR on prospective employees over preferences for companies as ideal employers. CSR matters, but not to everyone. Those who perceive that CSR matters are more active regarding work. This study links two topics – personal values through work values, and organizational values through CSR – opening a new area for investigating the effects of CSR on human resource management (HRM). Originality/value This study identifies why CSR is attractive to potential employees by using person-value and organizational-value fit theory to elaborate on a company’s social performance through CSR perceptions. No study links these two topics, which examine the same results. Research suggests that fit between personal and organizational values leads to job satisfaction, and thus a tendency to select a specific employer. CSR literature suggests that a company’s reputation gained by engaging in CSR attracts talent. By classifying talent according to work values and mapping them with CSR bundles, the authors argue that there is relationship between types of talent and CSR bundles.

Work value fit and turnover intention: same‐source or different‐source fit

2007 ◽  
Vol 22 (2) ◽  
pp. 188-202 ◽  
Author(s):  
Annelies E.M. van Vianen ◽  
Irene E. De Pater ◽  
Floor Van Dijk
Keyword(s):  
Turnover Intention ◽  
Design Methodology ◽  
Work Values ◽  
Group Level ◽  
Content Type ◽  
Work Value ◽  
The Relationship ◽  
A Company ◽  
Practical Implications ◽  
Value Fit

PurposeThe purpose of this article is to examine the relationship between work value PO fit with fit being operationalized as a same‐source or different‐source measure.Design/methodology/approachA sample of 94 employees from a company located in Curac¸ao completed a questionnaire in which they rated their personal work values, their perceptions of the work values of the organization, and their turnover intention.FindingsThe different‐source work value fit measure was significantly and more strongly related to turnover intention than the same‐source work value fit measure.Research limitations/implicationsThis study underscores the need for a careful reflection on the content and operationalization of fit measures.Practical implicationsManagers are able to manage the fit of their employees by creating positive group level perceptions of the work environment.Originality/valueThis study examines the effects of different fit measures on individuals' turnover intention. Moreover, work values fit was investigated.

How stakeholders’ personal values influence their value expectations for legitimate organizations

2016 ◽  
Vol 21 (3) ◽  
pp. 309-321 ◽  
Author(s):  
John Brummette ◽  
Lynn M. Zoch
Keyword(s):  
Design Methodology ◽  
Personal Values ◽  
Nationwide Survey ◽  
Strategic Communication ◽  
Organizational Values ◽  
Corporate Communication ◽  
Regression Analyses ◽  
Content Type ◽  
The Us ◽  
Stratified Sample

Purpose – Through its use of a nationwide survey that assessed the most significant personal and organizational values among the general public, the purpose of this paper is to identify how individuals’ personal values serve an important role in guiding the value expectations they have for organizations. Design/methodology/approach – A research firm was hired to disseminate a survey to a stratified sample of 735 of adults in the US measures used in the study were a socially desirable human values subscale and a socially desirable organizational values subscale. Findings – The results from several regression analyses confirmed that stakeholders’ personal values predict the values they expect from organizations with which they choose to conduct business. Research limitations/implications – Organizations must recognize that values play a significant role in the legitimation process as both are represented by actions and social desirability. In the realm of corporate communication, organizations continually encounter situations in which they must establish, maintain and defend their legitimacy using strategic communication efforts. These difficult feats can only be accomplished by viewing legitimacy as a measureable construct that is ultimately shaped by acting and communicating in ways that meet the value-driven expectations of stakeholders. Originality/value – This paper fills a gap in the literature that identifies whether stakeholders personal values drive or influence the values they expect to be displayed by legitimate organizations.

Relationship between CSR motivations and corporate social performance: a study in the power industry in India

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Moumita Acharyya ◽  
Tanuja Agarwala
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Power Sector ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Self Interest ◽  
Public And Private Sector

PurposeThe paper aims to understand the different motivations / reasons for engaging in CSR initiatives by the organizations. In addition, the study also examines the relationship between CSR motivations and corporate social performance (CSP).Design/methodology/approachThe data were collected from two power sector organizations: one was a private sector firm and the other was a public sector firm. A comparative analysis of the variables with respect to private and public sector organizations was conducted. A questionnaire survey was administered among 370 employees working in the power sector, with 199 executives from public sector and 171 from private sector.Findings“Philanthropic” motivation emerged as the most dominant CSR motivation among both the public and private sector firms. The private sector firm was found to be significantly higher with respect to “philanthropic”, “enlightened self-interest” and “normative” CSR motivations when compared with the public sector firms. Findings suggest that public and private sector firms differed significantly on four CSR motivations, namely, “philanthropic”, “enlightened self-interest”, “normative” and “coercive”. The CSP score was significantly different among the two power sector firms of public and private sectors. The private sector firm had a higher CSP level than the public sector undertaking.Research limitations/implicationsFurther studies in the domain need to address differences in CSR motivations and CSP across other sectors to understand the role of industry characteristics in influencing social development targets of organizations. Research also needs to focus on demonstrating the relationship between CSP and financial performance of the firms. Further, the HR outcomes of CSR initiatives and measurement of CSP indicators, such as attracting and retaining talent, employee commitment and organizational climate factors, need to be assessed.Originality/valueThe social issues are now directly linked with the business model to ensure consistency and community development. The results reveal a need for “enlightened self-interest” which is the second dominant CSR motivation among the organizations. The study makes a novel contribution by determining that competitive and coercive motivations are not functional as part of organizational CSR strategy. CSR can never be forced as the very idea is to do social good. Eventually, the CSR approach demands a commitment from within. The organizations need to emphasize more voluntary engagement of employees and go beyond statutory requirements for realizing the true CSR benefits.

Impact of values on the learning approaches of Chinese construction students in Hong Kong

2014 ◽  
Vol 21 (5) ◽  
pp. 481-504 ◽  
Author(s):  
Mei-yung Leung ◽  
Chen Dongyu ◽  
Anita M.M. Liu
Keyword(s):  
Hong Kong ◽  
Interpersonal Relationships ◽  
Personal Values ◽  
Value Systems ◽  
Limited Attention ◽  
Learning Approaches ◽  
Personal Integrity ◽  
Content Type ◽  
Learning Behaviours ◽  
The Impact

Purpose – The purpose of this paper is to explore the influence of personal values on students’ learning behaviours. Hong Kong construction students are often criticized, by both practitioners and educators, as rote learners. To improve students’ learning processes, extensive research on a variety of aspects of construction education has been conducted. However, limited attention has been paid to the influence of personal values on students’ learning behaviours. The impact of personal value factors on the learning approaches of Chinese construction students in Hong Kong is investigated. Design/methodology/approach – A questionnaire survey was conducted to ethically Chinese construction students in four universities in Hong Kong. A total of 820 questionnaires were distributed and 431 valid returns were collected. Findings – The survey identified six influential values (namely, personal integrity, conservatism, determination, discipline, interpersonal relationships, and achievement), and shows that students who emphasize the virtues of personal integrity, determination, and a positive attitude toward achievement are better able to handle their interpersonal relationships, which will eventually lead them to engage in deep learning. Originality/value – Work to develop appropriate value systems is thus recommended in freshmen courses, as is the use of cooperative learning approaches. Such value systems will have a long-term influence on the learning approaches of construction students.

Civil engineers’ personal values/demographics linkage in project team building

2017 ◽  
Vol 24 (6) ◽  
pp. 1337-1349 ◽  
Author(s):  
Atilla Damci ◽  
David Arditi ◽  
Gul Polat
Keyword(s):  
Statistical Analysis ◽  
Work Experience ◽  
Personal Values ◽  
Team Building ◽  
Project Teams ◽  
Team Leaders ◽  
Content Type ◽  
First Time ◽  
The Relationship ◽  
Civil Engineers

Purpose The purpose of this paper is to explore the relationship between civil engineers’ demographics (e.g. age, marital status, education, work experience) and their personal values. The objective was to predict civil engineers’ personal values based on their demographics. Design/methodology/approach A questionnaire survey was administered to civil engineers to collect data on their demographics and their personal values. Statistical analysis was performed to verify whether a significant statistical relationship exists between civil engineers’ demographics and their personal values. Findings The most important and the least important personal values were identified for civil engineers. Statistical analysis indicated that civil engineers’ values do vary based on their demographics. Research limitations/implications The results of this study cannot be generalized, because individuals’ personal values and demographics are, by definition, local. Location and culture may affect the personal values of civil engineers. Practical implications Team leaders normally have access to information about the demographics of the engineers they employ; based on the results of this study, they should be able to predict their personal values, and to make more informed decisions when appointing them to particular positions on project teams. Originality/value The research presented in this paper, establishes for the first time, that a linkage exists between civil engineers’ personal values and their demographics, and makes it easier for team leaders to make assignment decisions.

Consumer values in the Brazilian market for ethical cosmetics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Paola Graciano ◽  
Aline Cafruni Gularte ◽  
Fernando Henrique Lermen ◽  
Marcia Dutra de Barcellos
Keyword(s):  
Online Survey ◽  
Personal Values ◽  
Future Research ◽  
Personality Profiles ◽  
Homogeneous Sample ◽  
Environmental Preservation ◽  
Content Type ◽  
Avant Garde ◽  
Ethical Consumers ◽  
Consumer Values

PurposeThe purpose of this paper is to identify the personal values of consumers of ethical cosmetics in Brazil, using the resulting personality types to segment consumers for the development of strategies by Brazilian retailers and international players.Design/methodology/approachThis study administered the psychometric Values and Lifestyles Scale (VALS) via an online survey with 302 consumers of ethical cosmetics. First, exploratory factorial analysis was employed to identify the behavior of VALS' factors within the sample. Second, cluster analysis was performed using hierarchical clustering technique in order to link demographic variables and VALS' types to form specific consumer profiles.FindingsThe study found eight VALS types in the sample respondents but with a different configuration than the original factors. They were named, respectively, “Avant-garde”, “Oriented to fashion”, “Artisans”, “Committed to morality and religion”, “Leader of a group”, “Theoretical”, “Ingenious” and “Conservative”. Results indicated a demographically homogeneous sample with personality profiles mostly placed among VALS' original factors “Experiencer”, “Thinker” and “Innovator”.Research limitations/implicationsResults may vary within other cultural contexts and different means of investigation suggesting future research opportunities.Practical implicationsEthical demands concerning health and environmental preservation are no longer neglectable. The study of consumers' personal values can contribute to formulate suitable retail strategies for expected demands of consumers in the ethical cosmetics segment.Originality/valueThese findings are expected to provide resources for decision-makers, academics, practitioners and marketers concerning several points of sensitivity in their relationship with ethical consumers.

Managerial identity development across the age-spectrum from an ideal self and values perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Udayan Dhar
Keyword(s):  
Identity Development ◽  
Professional Identity ◽  
Personal Values ◽  
Ideal Self ◽  
Professional Identity Development ◽  
Content Type ◽  
Management Professionals ◽  
Inductive Thematic Analysis ◽  
The Ideal

PurposeThe purpose of this study is to investigate professional identity development among management professionals through the lens of the ideal self and personal values.Design/methodology/approachDetailed career vision essays based on the ideal self and personal values of 48 participants ranging in age from 22 to 54 were analyzed using an inductive thematic analysis. A theory-based classification of their personal values, collected through a survey, was also conducted as a supplemental analysis.FindingsThe visions of older management professionals were less career-oriented, more holistic, involved in a greater multiplicity of career roles, had more clarity and placed higher emphasis on work–life balance and on developing others. The older participants also reported having fewer self-enhancement values.Originality/valueThe findings demonstrate the relevance of the ideal self as a lens to study identity development and advance our understanding of professional identity development in the context of modern careers.

Individual social entrepreneurial orientation in Brazil: measurement and the predictive role of personal values and attitude toward social change

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Márcia Maria Garçon ◽  
Vânia Maria Jorge Nassif ◽  
Tiago Jessé Souza de Lima
Keyword(s):  
Social Change ◽  
Entrepreneurial Orientation ◽  
Structural Equation ◽  
Personal Values ◽  
Explanatory Power ◽  
Equation Modeling ◽  
Survey Method ◽  
Social Entrepreneurs ◽  
Content Type ◽  
Self Transcendence

Purpose The purpose of this paper is to develop and test a model that aims to explain individual entrepreneurial orientation (IEO) focused on the context of social entrepreneurship (SE) (Social-IEO) by considering the personal values and attitude toward social change through direct and indirect effects. To achieve this purpose, the authors created and validated a scale to measure Social-IEO. Design/methodology/approach The paper uses scale construction techniques (DeVellis, 2016) and survey method for data collection. As such, this study was conducted by considering a sample of 198 social entrepreneurs. Multivariate data analysis and structural equation modeling are used to validate the theoretical model. Findings The Social-IEO scale was validated and shows to adequately encompass and measure the construct. The proposed model has predictive relevance and explains 45% of Social-IEO. Findings suggest that self-transcendence value has no direct effect on Social-IEO. Additionally, conservation and self-promotion values do not have a negative correlation with Social-IEO. Finally, attitude of social change has a strong explanatory power to Social-IEO. The findings offer important theoretical and practical implications for the field of entrepreneurship education and entrepreneurial behavior. Originality/value The definition of a specific concept of IEO applied to the context of SE contributes to the correct understanding of its dimensions, measurement and management. This eliminates a gap in studies and contributes to expand and strengthen research. It also provides an original empirical approach, as the method used to measure IEO in a reflective way is unusual in previous studies.

Supply chain integration and its impact on sustainability

2018 ◽  
Vol 118 (9) ◽  
pp. 1749-1765 ◽  
Author(s):  
Mingu Kang ◽  
Ma Ga (Mark) Yang ◽  
Youngwon Park ◽  
Baofeng Huo
Keyword(s):  
Supply Chain ◽  
Structural Equation ◽  
Management Practices ◽  
Social Performance ◽  
Supply Chain Integration ◽  
Equation Modeling ◽  
Content Type ◽  
New Perspective ◽  
And Performance ◽  
And Function

Purpose The purpose of this paper is to examine the role of supply chain integration (SCI) in improving sustainability management practices (SMPs) and performance. Design/methodology/approach Based on data collected from 931 manufacturing firms in multiple countries and regions, the authors conducted a structural equation modeling analysis to test the proposed hypotheses. Findings The findings suggest that supplier and customer integration are vital enablers for both intra- and inter-organizational SMPs. The results also reveal that both intra- and inter-organizational SMPs are significantly and positively associated with sustainability performance (i.e. economic, environmental and social performance) and function as complements to jointly enhance environmental and social performance. Originality/value This study incorporates SCI into the sustainability literature, providing a new perspective on sustainability and supply chain management research.

Towards a more ethical market: the impact of ESG rating on corporate financial performance

2019 ◽  
Vol 15 (1) ◽  
pp. 11-27 ◽  
Author(s):  
Giovanni Landi ◽  
Mauro Sciarelli
Keyword(s):  
Data Analysis ◽  
Corporate Social Performance ◽  
Stock Exchange ◽  
Social Performance ◽  
Panel Data Analysis ◽  
Abnormal Returns ◽  
Socially Responsible ◽  
Content Type ◽  
Corporate Social ◽  
The Impact

Purpose This paper fits in a research field dealing with the impact of Corporate Ethics Assessment on Financial Performance. The authors argue how environmental, social and governance (ESG) paradigm, meant to measure corporate social performance by rating issuance, can impact on abnormal returns of Italian firms listed on Financial Times Stock Exchange Milano Indice di Borsa (FTSE MIB) Index, developing a panel data analysis which runs from 2007 to 2015. Design/methodology/approach This study aims at exploring whether socially responsible investors outperform an excess market return on Italian Stock Exchange because of their investment behavior, testing statistically the relationship between the yearly ESG assessment issued by Standard Ethics Agency on FTSE MIB’s companies and their abnormal returns. To verify the impact of an ESG Rating on a company’s abnormal return, the authors developed a panel data analysis through a Fixed Effects Model. They measured abnormal returns via Fama–French approach, running a yearly Jensen’s Performance Index for each company under investigation. Findings The empirical results denote in Italy both a growing interest to corporate social responsibility (CSR) and sustainability by managers over the past decade, as well as an improving quality in ESG assessments because of a reliable corporate disclosure. Thus, despite investors have been applying ESG criteria in their stock – picking operations, the authors found a not positive and statistically significant impact in terms of market premium, when they have been undertaking a socially responsible investment (SRI). Practical implications The findings described above show that ethics is not yet a reliable fundraising tool for Italian-listed companies, despite SRIs having a positive growth rate over past decade. Investors seem to be not pricing CSR on Stock Exchange Market; therefore, listed companies cannot be rewarded with a premium price because of their highly stakeholder oriented behavior. Originality/value This paper explores, for the first time in Italy, when market extra-returns (if any) are related to corporate social performance and how managers leverage ethics to build capital added value.

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