Help yourself before helping others: When corporate social responsibility does not make a company more attractive to job seekers

IF 4.7 2区 心理学 Q1 MANAGEMENT
Madeline Ong, Yong H. Kim, Joel Koopman
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引用次数: 0

Abstract

This paper explores the conditions under which job seekers may not respond positively to a potential employer's corporate social responsibility (CSR) activities. We propose that the relationship between an organization's externally-directed CSR activities and job seekers’ perceptions of the organization's attractiveness is moderated by whether the organization is also engaging in internally-directed high-investment human resource systems (HIHRS). Results from a combination of three studies—an archival study of Fortune 500 companies (Study 1), a survey study (Study 2), and an experiment (Study 3)—provide support for our hypotheses. When an organization has lower levels of internally-directed HIHRS, the positive influence of externally-directed CSR on attraction to an organization diminishes (Study 3) or disappears (Studies 1 and 2). Importantly, we identify perceptions of organizational authenticity as one key mechanism driving these effects (Studies 2 and 3).
先帮助自己,再帮助他人:当企业社会责任无法使公司对求职者更具吸引力时
本文探讨了求职者可能不会对潜在雇主的企业社会责任(CSR)活动做出积极回应的条件。我们提出,组织外部导向的企业社会责任活动与求职者对组织吸引力的看法之间的关系,会受到组织是否同时参与内部导向的高投资人力资源系统(HIHRS)的调节。三项研究的结果--对财富 500 强企业的档案研究(研究 1)、调查研究(研究 2)和实验研究(研究 3)--为我们的假设提供了支持。当一个组织的内部导向的 HIHRS 水平较低时,外部导向的企业社会责任对组织吸引力的积极影响就会减弱(研究 3)或消失(研究 1 和 2)。重要的是,我们发现对组织真实性的认知是驱动这些影响的一个关键机制(研究 2 和 3)。
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来源期刊
CiteScore
10.20
自引率
5.50%
发文量
57
期刊介绍: Personnel Psychology publishes applied psychological research on personnel problems facing public and private sector organizations. Articles deal with all human resource topics, including job analysis and competency development, selection and recruitment, training and development, performance and career management, diversity, rewards and recognition, work attitudes and motivation, and leadership.
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