As marketing paradigms have shifted toward the need to build a relationship with consumers, marketers need to facilitate two-way communications in order to better understand them. The ability of marketers to glean the types of detailed information needed often depends on the consumer's willingness to volunteer such information. Given consumer concern about privacy as well as skepticism about how marketers use data, it is important to understand how consumers make decisions with regard to self-disclosure of information. In spite of the widespread concern about privacy, many consumers are willing to engage in significant disclosure of various Psychology & Marketing, Vol. 25 The purpose of this study is to examine the psychological characteristics of consumers who engage in voluntary self-disclosure. Through the use of the multimethod approach, we identify seven motivations individuals have for voluntary self-disclosure, as well as three consequences of this behavior. We also examine the structural configurations of the relationship among motivations, voluntary self-disclosure, and consequences. Results suggest that the motives identified help to explain why some individuals self-disclose and that individuals perceive that there are three major consequences of self-disclosure, two of which are positive.

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This study investigated the moderating effects of person-corporate social responsibility (CSR)-fit for the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. The study was conducted in South Korea and sampled 393 full-time employees from several conglomerates. The study found CSR participation to be positively related with job satisfaction, organizational identification, and organizational commitment. Furthermore, person-CSR fit significantly moderated the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. These findings suggest that CSR participation positively affects organizational outcomes and that person-CSR fit enhances the relationships between CSR participation and the organizational outcomes. Therefore, the study suggests the importance of CSR participation and person-CSR fit in CSR initiatives, as CSR participation and person-CSR can promote a healthy work environment.

This study examined the mediating effects of organizational pride and trust on the relationship between employee volunteering meaningfulness and organizational citizenship behavior. The study also investigated the moderating effects of perceived organizational support for the relationships between volunteering meaningfulness with organizational pride and trust. The study was administered in South Korea and sampled 267 full-time employees and found organizational pride and trust mediates the relationship between volunteering meaningfulness and organizational citizenship behavior, while perceived organizational support moderated the relationships between volunteering meaningfulness and organizational pride and trust. In addition, supplementary analysis found mediated moderation suggesting that supportive feelings had indirect effects on citizenship behavior.

This study investigated the mediating effects of happiness and cohesion in the relationship between employee volunteerism, in-role behavior, and helping behavior. The study surveyed 312 full-time employees in South Korea, and regression analyses and the bootstrapping method were used to test the hypotheses. The study found happiness and cohesion to mediate the relationships between employee volunteerism and in-role and helping behavior. The findings suggest that employee volunteerism can promote a healthy working environment through increased feelings of happiness and cohesion as well as by improving performance behaviors.