scholarly journals Corporate Hypocrisy and Counterproductive Work Behavior: A Moderated Mediation Model of Organizational Identification and Perceived Importance of CSR

2020 ◽  
Vol 12 (5) ◽  
pp. 1847 ◽  
Author(s):  
Qing Miao ◽  
Jun Zhou
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Organizational Identification ◽  
Moderated Mediation ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Perceived Importance ◽  
Corporate Social

When companies say one thing and do another in a corporate social responsibility context, they run the risk of corporate hypocrisy. Apart from the negative attitudes within customers, the purpose of our study was to explore what consequence corporate hypocrisy would cause on employees. This study investigated the possible link between corporate hypocrisy and employees’ counterproductive work behaviors with a moderated mediation model. Based on social identity theory, our research found that the influence of corporate hypocrisy on organization-directed counterproductive work behaviors was partially mediated by organizational identification, while the first stage of mediation is moderated by the levels of employees’ perceived importance of corporate social responsibility. Data from 259 employees in China, collected across three time periods, suggest that corporate hypocrisy will lead to a decrease of organizational identification, triggering CWB against the company. The indirect effect of corporate hypocrisy on CWB-O via organizational identification is enhanced when employees’ perceived importance of corporate social responsibility is high. Our findings provide contributions to both corporate running and theoretical research.

CEO Ethical Leadership and Corporate Social Responsibility: A Moderated Mediation Model

2014 ◽  
Vol 130 (4) ◽  
pp. 819-831 ◽  
Author(s):  
Long-Zeng Wu ◽  
Ho Kwong Kwan ◽  
Frederick Hong-kit Yim ◽  
Randy K. Chiu ◽  
Xiaogang He
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Ethical Leadership ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Corporate Social

scholarly journals Consistency or Hypocrisy? The Impact of Internal Corporate Social Responsibility on Employee Behavior: A Moderated Mediation Model

2021 ◽  
Vol 13 (17) ◽  
pp. 9494
Author(s):  
Yi-Ping Chang ◽  
Hsiu-Hua Hu ◽  
Chih-Ming Lin
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Future Research ◽  
Employee Behavior ◽  
Moderated Mediation Model ◽  
Corporate Social ◽  
The Impact

Adopting social identity theory, this study examined the process linking the relations between internal corporate social responsibility (InCSR), work engagement, and turnover intention by focusing on the mediating influence of organizational identification and the moderating role of perceived corporate hypocrisy. Data were obtained from 311 medical staff (excluding supervisors and managers) of a public regional teaching hospital in Taiwan. The results revealed that employees are more dedicated to work and less inclined to leave the firm if they perceive that InCSR is implemented within the firm. However, if an employee perceives corporate hypocrisy of inconsistency between communication and actual actions, it may have the opposite effect on employees. Likewise, the higher the level of perceived corporate hypocrisy, the lesser the positive effect of InCSR on employee behavior. Finally, the implications, limitations, and suggestions for future research were discussed.

scholarly journals Corporate Social Responsibility and Employees’ Affective Commitment: A Moderated Mediation Study

2020 ◽  
Vol 12 (14) ◽  
pp. 5833 ◽  
Author(s):  
Khadija Bouraoui ◽  
Sonia Bensemmane ◽  
Marc Ohana
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Affective Commitment ◽  
Moderated Mediation ◽  
Need To Belong ◽  
Moderated Mediation Model ◽  
Underlying Mechanisms ◽  
Person Organization Fit ◽  
Corporate Social ◽  
The Relationship

Corporate Social Responsibility (CSR) has mainly been studied at a macro level through its impact on the financial performance of the company. However, individuals’ perceptions of CSR influence various attitudes and behaviors at work, including employees’ affective commitment. Whereas the relationship between perceptions of CSR and employees’ affective commitment has already been shown in the literature, less is known about its underlying mechanisms. This research seeks to specifically explain this relationship in order to understand how perceptions of CSR influence individuals’ affective commitment at work. We present two studies (Study 1, N = 181; Study 2, N = 145) to test a theoretical model that introduces person-organization fit (PO fit) as a mediator of this relationship and the need to belong as a moderator of the relationship between CSR and PO fit. The results of the moderated mediation model (using PLS-SEM) are developed and a discussion is provided.

scholarly journals Linking Corporate Social Responsibility to Workplace Deviant Behaviors: Mediating Role of Job Satisfaction

2021 ◽  
Vol 12 ◽  
Author(s):  
Khalid Rasheed Memon ◽  
Muhammad Zada ◽  
Bilqees Ghani ◽  
Rezwan Ullah ◽  
Mohammad Tahlil Azim ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Social Exchange ◽  
Organizational Support ◽  
Self Report ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Deviant Behaviors ◽  
Corporate Social

The purpose of this article is to present a mechanism through which the deviant work behaviors of employees can be dealt-with positively through corporate good deeds in the form of fulfilling social responsibilities. Based on the spirit of social identity theory and social exchange theory, the study explores the relationships of various deviant behaviors with corporate social responsibility (CSR) through the mediation mechanism of job satisfaction. Data were collected from 385 employees of 40 large manufacturing organizations involved in CSR activities operating in Pakistan. A self-report survey was conducted using a close-ended questionnaire. Data analysis was performed using SEM through Mplus 7. The results reveal that both internal and external CSR contribute to the reduced level of turnover intention, counterproductive work behaviors, and prohibitive voice behaviors. Job satisfaction fully mediates the relationship for internal CSR while partially mediates for external CSR. The study encourages the practitioners to avail approaches that convey the feelings of care, concern, and safety, representing internal CSR practices through diverse HR interventions, organizational support, and justice. They should also keep up the socially responsible behaviors aiming toward the larger community.

Overqualification and counterproductive work behaviors: Examining a moderated mediation model

2014 ◽  
Vol 36 (2) ◽  
pp. 250-271 ◽  
Author(s):  
Songqi Liu ◽  
Aleksandra Luksyte ◽  
Le Zhou ◽  
Junqi Shi ◽  
Mo Wang
Keyword(s):  
Moderated Mediation ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Mediation Model ◽  
Moderated Mediation Model
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