企业社会责任和员工成果:考虑员工对企业角色的看法

IF 3.1 Q2 BUSINESS
Kaitlyn DeGhetto, Zachary A. Russell, Charn P. McAllister
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引用次数: 0

摘要

目的本研究旨在调查员工对企业角色的看法,特别是资本主义信仰,如何影响企业社会责任(CSR)-声誉-员工行为关系。设计/方法/方法开发了一个概念模型,为了对该模型进行实证检验,在两个阶段收集了192名在职专业人员的调查数据。数据在SAS中使用Hayes的PROCESS方法进行分析。研究结果表明,当员工有强烈的资本主义信仰时,企业社会责任通过感知雇主声誉(即员工对他人如何看待公司的感知)产生的积极员工结果(即情感承诺和减少离职意愿)会减少。研究局限性/含义本研究基于信号和人-组织匹配文献,强调了认识员工意识形态差异的理论和管理重要性,以及考虑员工声誉感知的价值。尽管许多利益相关者都重视社会责任,但并非所有人都重视,公司的预期结果也会因员工的信仰而异。原创性/价值本研究表明,企业社会责任不仅会影响机构层面的企业声誉,正如之前所研究的那样,还会通过“感知雇主声誉”或员工对其他利益相关者如何感知公司的信念来影响员工的行为。此外,本研究强调了在参与某些类型的企业社会责任之前,了解员工差异(包括意识形态差异)的重要性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Corporate social responsibility and employee outcomes: considering employee perspectives on the role of business
Purpose This study aims to investigate how employee perspectives on the role of business, specifically capitalist beliefs, affect the corporate social responsibility (CSR)–reputation–employee behavior relationship. Design/methodology/approach A conceptual model was developed, and to test the model empirically, survey data were collected over two phases from 192 working professionals. Data were analyzed in SAS using Hayes’s PROCESS approach. Findings Results of this study reveal that the positive employee outcomes (i.e. affective commitment and reduced turnover intentions), resulting from CSR, through perceived employer reputation (i.e. an employee’s perception of how others view their firm), are diminished when employees have strong capitalist beliefs. Research limitations/implications Building on the signaling and person–organization fit literatures, this study highlights the theoretical and managerial importance of recognizing employees’ ideological differences as well as the value of considering employee perceptions of reputation. Although many stakeholders value social responsibility, not all do, and a firm’s intended outcomes will vary depending on employees’ beliefs. Originality/value This study demonstrates that CSR not only affects institutional-level corporate reputation, as previously studied, but also affects employees’ behaviors through “perceived employer reputation”, or employee beliefs about how other stakeholders perceive the firm. Moreover, this study highlights the importance of understanding employee differences, including ideological differences, prior to engaging in certain types of CSR.
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来源期刊
CiteScore
5.60
自引率
18.80%
发文量
35
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