The Mediating Role of Corporate Social Initiative on Organizational Culture and Employee Retention among Business Process Outsourcing

Purpose This study investigated how and when corporate social responsibility (CSR) fosters job seekers’ application intentions. The authors used a “mediated moderation mode” to explore the positive effect of CSR on job seekers’ intention to apply. They considered the moderating role of applicants’ calling and the mediating role of value congruence in the relationship between the person and organization. Design/methodology/approach To test their hypotheses the authors developed a questionnaire and sent it to a sample of 259 college students with a mean age of 22.67 in South Korea. All were either prospective or current job seekers and 55.2pc were female. Two scenarios were developed based on the real-life case of a well-known coffee franchise’s CSR policies. The scenarios were identical except that one had more proactive CSR policies. Findings Results showed that a company’s proactive CSR programs increase job seekers’ intention to apply, which was moderated by their “calling” for the job. The research also demonstrated that “value congruence” between the applicant and the organization fully mediated the interaction between CSR and calling. The results, the authors said, suggested that engaging in active CSR could attract job applicants, providing a potential competitive advantage. Originality/value The authors said their study contributed to the literature as it took the job seeker’s perspective whereas most previous research on calling focused on employees. They said it was the first study to empirically demonstrate the interaction between a sense of calling and CSR.

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Corporate Social Responsibility and Firm Value: The Mediating Role of Investor Recognition

Emerging Markets Finance and Trade ◽

10.1080/1540496x.2018.1501676 ◽

2018 ◽

Vol 56 (5) ◽

pp. 1043-1054 ◽

Cited By ~ 2

Author(s):

Chen-Hsun Lee ◽

Roger C. Y. Chen ◽

Shih-Wei Hung ◽

Cheng-Xing Yang

Keyword(s):

Corporate Social Responsibility ◽

Social Responsibility ◽

Firm Value ◽

Mediating Role ◽

Corporate Social

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No creative person is an island: Organisational culture, academic project-based creativity, and the mediating role of intra-organisational social ties

South African Journal of Economic and Management Sciences ◽

10.4102/sajems.v17i1.706 ◽

2014 ◽

Vol 17 (1) ◽

pp. 52-75

Author(s):

Leon AG Oerlemans ◽

Frien Van Kessel ◽

Saskia Van Stroe

Keyword(s):

Organizational Culture ◽

Social Ties ◽

Social Embeddedness ◽

Environmental Orientation ◽

Creative Project ◽

Performance Orientation ◽

Mediating Role ◽

Creative Person ◽

Culture Dimensions

This paper examines the relationship between perceptions of organizational culture, academics’ social embeddedness, and their creative paper project output. It argues that the extent to which researchers working on paper projects are socially embedded by having social ties with colleagues inside and outside their academic department (but within the same university) is a causal step linking organizational values and norms to creative outputs. This study, however, does not find support for the proposed mediating effects. Instead, results indicate that three organizational culture dimensions – i.e. performance orientation, environmental orientation, and innovation support – affect employees’ creative project output through their social embeddedness outside the department (but within their own university). As the organizational culture and social embeddedness of employees outside the department are both contextual factors that (either indirectly or directly) matter for the generation of creative project outputs by researchers, this study concludes that “no creative person and no project is an island”.

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Expatriates’ withdrawal intentions

Personnel Review ◽

10.1108/pr-02-2016-0033 ◽

2017 ◽

Vol 46 (8) ◽

pp. 1852-1869 ◽

Cited By ~ 2

Author(s):

Luisa Helena Pinto ◽

Carlos Cabral Cardoso ◽

William B. Werther Jr

Keyword(s):

Organizational Culture ◽

Goal Orientation ◽

Design Methodology ◽

Negative Influence ◽

Content Type ◽

Mediating Role ◽

Business Goals ◽

Culture Characteristics ◽

The Relationship

Purpose The purpose of this paper is to examine the role of perceived home and destination organizational culture characteristics and general satisfaction with the assignment as antecedents of expatriates’ withdrawal intentions. Design/methodology/approach Data were collected through a web survey of an international sample of expatriates with a broad representation of industries, organizations and countries of origin and destination. Findings The results indicate that home and destination organizational cultures affect expatriates’ withdrawal intentions, after controlling for demographics and national cultural differences, namely: home organizational culture has a stronger influence on withdrawal intentions from the organization, while host organizational culture affects withdrawal intentions from the assignment. Further, the relationship between host organizational culture and expatriates’ intentions to withdraw from the assignment is mediated by expatriates’ satisfaction with the assignment. Evidence was also found supporting a stronger and negative influence of the goal orientation dimension of organizational culture, thus suggesting that a collective orientation toward common business goals (i.e. solidarity) may help retain expatriates. Originality/value This study seeks to fill a gap in the literature by exploring the influence of organizational culture on expatriates’ withdrawal intentions, and the mediating role of expatriates’ satisfaction with the assignment, on that relationship.

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