“We do care”: the effects of perceived CSR on employee identification - empirical findings from a developing country

IF 3.1 Q2 BUSINESS
Taposh Roy
{"title":"“We do care”: the effects of perceived CSR on employee identification - empirical findings from a developing country","authors":"Taposh Roy","doi":"10.1108/sbr-06-2021-0091","DOIUrl":null,"url":null,"abstract":"\nPurpose\nAlthough employees are considered key stakeholders, they receive limited attention in the corporate social responsibility (CSR) literature compared to other stakeholders such as customers. This study aims to address this gap, investigating how different factors, including CSR communication, may affect employee perceptions, and to what extent they can influence or be influenced by CSR activity.\n\n\nDesign/methodology/approach\nSemi-structured interviews were used to collect data from three multinationals (MNCs) operating in Bangladesh. Mid- and entry-level employees from different departments, namely, marketing, logistics, human resources, IT and finance, were approached for data collection. It is important to note that all the study participants were Bangladeshi.\n\n\nFindings\nThis study demonstrates how CSR perceptions, shaped by the level of employee awareness, personal beliefs about CSR and perceived motivation for adopting CSR, strengthen psychological ties between employees and their organisation. One-way CSR communication adopted by these MNCs disseminates positive information about an organisation’s contribution to society and creates an aspirational and ideational image, which enhances identification, evokes positive in-group biases and encourages employees to defend their organisation against criticism. This study further demonstrates that employee CSR engagement can galvanise their experience of organisational identity, enhance their pride and reinforce their organisational identification.\n\n\nOriginality/value\nDrawing on social identity theory and the CSR communication model proposed by Morsing and Schultz (2006), this study aims to understand employees’ CSR perceptions and the possible impact of this on their behaviour. Previous studies largely focus on customers’ perceptions of these activities, which means the link between CSR perception and employee behaviour remains unclear. The current study suggests that employees working in Bangladesh will not withdraw support from their organisations if CSR is used to build reputation or public image. The findings extend the literature by arguing that some employees in developing countries not only seek to improve their status by working in a reputed organisation but also tend to engage with CSR activities undertaken by their organisation.\n","PeriodicalId":44608,"journal":{"name":"Society and Business Review","volume":null,"pages":null},"PeriodicalIF":3.1000,"publicationDate":"2022-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Society and Business Review","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/sbr-06-2021-0091","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"BUSINESS","Score":null,"Total":0}
引用次数: 0

Abstract

Purpose Although employees are considered key stakeholders, they receive limited attention in the corporate social responsibility (CSR) literature compared to other stakeholders such as customers. This study aims to address this gap, investigating how different factors, including CSR communication, may affect employee perceptions, and to what extent they can influence or be influenced by CSR activity. Design/methodology/approach Semi-structured interviews were used to collect data from three multinationals (MNCs) operating in Bangladesh. Mid- and entry-level employees from different departments, namely, marketing, logistics, human resources, IT and finance, were approached for data collection. It is important to note that all the study participants were Bangladeshi. Findings This study demonstrates how CSR perceptions, shaped by the level of employee awareness, personal beliefs about CSR and perceived motivation for adopting CSR, strengthen psychological ties between employees and their organisation. One-way CSR communication adopted by these MNCs disseminates positive information about an organisation’s contribution to society and creates an aspirational and ideational image, which enhances identification, evokes positive in-group biases and encourages employees to defend their organisation against criticism. This study further demonstrates that employee CSR engagement can galvanise their experience of organisational identity, enhance their pride and reinforce their organisational identification. Originality/value Drawing on social identity theory and the CSR communication model proposed by Morsing and Schultz (2006), this study aims to understand employees’ CSR perceptions and the possible impact of this on their behaviour. Previous studies largely focus on customers’ perceptions of these activities, which means the link between CSR perception and employee behaviour remains unclear. The current study suggests that employees working in Bangladesh will not withdraw support from their organisations if CSR is used to build reputation or public image. The findings extend the literature by arguing that some employees in developing countries not only seek to improve their status by working in a reputed organisation but also tend to engage with CSR activities undertaken by their organisation.
“我们确实关心”:感知企业社会责任对员工认同的影响——来自发展中国家的实证研究
目的尽管员工被认为是关键的利益相关者,但与客户等其他利益相关者相比,他们在企业社会责任(CSR)文献中受到的关注有限。本研究旨在解决这一差距,调查包括企业社会责任沟通在内的不同因素如何影响员工的认知,以及它们在多大程度上影响或受到企业社会责任活动的影响。设计/方法/方法采用半结构化访谈法从三家在孟加拉国经营的跨国公司收集数据。来自不同部门(即市场营销、物流、人力资源、IT和财务)的中端和入门级员工进行了数据收集。值得注意的是,所有研究参与者都是孟加拉国人。发现这项研究表明,由员工意识水平、个人对企业社会责任的信念和采用企业社会责任感知动机形成的企业社会责任认知如何加强员工与其组织之间的心理联系。这些跨国公司采用的一种企业社会责任沟通方式传播了有关组织对社会贡献的积极信息,并创造了一个有抱负和有想法的形象,这增强了认同感,唤起了积极的群体偏见,并鼓励员工为组织辩护,使其免受批评。这项研究进一步表明,员工参与企业社会责任可以激发他们的组织认同感,增强他们的自豪感,并增强他们的组织识别感。独创性/价值本研究借鉴Morsing和Schultz(2006)提出的社会认同理论和企业社会责任沟通模型,旨在了解员工的企业社会责任认知及其对其行为的可能影响。先前的研究主要集中在客户对这些活动的感知上,这意味着企业社会责任感知与员工行为之间的联系尚不清楚。目前的研究表明,如果企业社会责任被用来建立声誉或公众形象,在孟加拉国工作的员工不会撤回对其组织的支持。研究结果扩展了文献,认为发展中国家的一些员工不仅试图通过在知名组织工作来提高自己的地位,而且倾向于参与其组织开展的企业社会责任活动。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 求助全文
来源期刊
CiteScore
5.60
自引率
18.80%
发文量
35
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信