Consequences of Public Sector Employees’ CSR Perceptions in a Developing Country: Organizational Benefits and Beyond

Grabner‐Kräuter, Sonja; Tafolli, Festim; Breitenecker, Robert J.

doi:10.1080/15309576.2023.2170433

Cited by 9 publications

(4 citation statements)

References 124 publications

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“…In this specific study, the results confirmed that HCHRM practices are negatively related to emigration intentions, consistent with (Mostafa et al , 2019) where employees’ positive perceptions of HCHRM practices were positively related to organizational citizenship behavior and negatively related to intentions to quit. In addition, the results align with the findings of Grabner-Kräuter et al. (2023), which reported a significant negative direct effect of job satisfaction on the intention to emigrate.…”

Section: Discussionsupporting

confidence: 86%

“…Furthermore, these results align with the research conducted by Ferreira et al (2020), which posited that job dissatisfaction can motivate physicians and nurses to seek emigration opportunities. Finally, the study is consistent with previous research conducted by Grabner-Kra ¨uter et al (2023), confirming that employees who are satisfied with their jobs are less inclined to emigrate. In addition, Grabner-Kra ¨uter et al…”

Section: Theoretical Contributionssupporting

confidence: 91%

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How should companies manage their employees’ emigration intentions? A serial mediation model

Tafolli,

Hameli

2024

ICT

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Purpose This study aims to investigate the relationship between high-commitment human resource management (HCHRM) practices and emigration intentions in a developing country context. It further examines the mediating roles of perceived organizational support (POS) and job satisfaction in this relationship. Design/methodology/approach Using the survey method, data were collected online from 407 employees. Structural equation modeling (SEM) in Amos v. 23 was conducted to scrutinize the structural relationships among the variables. Findings The study revealed that HCHRM practices do not directly impact emigration intentions. However, they do significantly influence POS, which, in turn, has a positive effect on job satisfaction. Consequently, HCHRM practices indirectly affect emigration intentions through the serial mediation of POS and job satisfaction. Research limitations/implications While this study provides valuable insights into the intricate dynamics of HCHRM practices, organizational support, job satisfaction and emigration intentions, it has certain limitations, such as its specific focus on Kosovo and its reliance on cross-sectional data. Future research could explore these relationships in diverse settings and use longitudinal designs for a more profound understanding. Originality/value To the best of the authors’ knowledge, this study represents the first empirical investigation into the connection between HCHRM practices and emigration intentions within a developing country context. It underscores the significance of considering not only specific HRM practices but also broader contextual factors and mediating mechanisms, shedding light on how HCHRM practices influence employee intentions to emigrate. The findings provide a unique perspective for organizations and policymakers dealing with emigration challenges in developing countries.

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Section: Discussionsupporting

confidence: 86%

Section: Theoretical Contributionssupporting

confidence: 91%

How should companies manage their employees’ emigration intentions? A serial mediation model

Tafolli,

Hameli

2024

ICT

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“…Over the past few decades, corporate social responsibility (CSR) has evolved into a worldwide phenomenon, earning increased attention and recognition from academics, business practitioners, and the general public (Bian et al, 2021;Grabner-Kräuter et al, 2023;Kong et al, 2021). Businesses are expanding their CSR activities in response to institutional expectations for ethical corporate behavior, economic motivations, and a number of other social and environmental concerns (Aggarwal & Singh, 2023).…”

Section: Introductionmentioning

confidence: 99%

“…CSR researchers classify a company's CSR activities into two categories: internal and external CSR activities, with each concentrating on a distinct stakeholder. Internal corporate social responsibility, as opposed to external corporate social responsibility, promotes stewardship of organizational members above stewardship of society, the environment, or customers (Grabner-Kräuter et al, 2023). External corporate social responsibility (CSR) is concerned with environmental and social practices such as volunteerism, charitable giving, community development investments, consumer care programs, and environmental and wildlife protection that assist an organization in preserving its constructed external image and reputation with the general public (Fadel et al, 2023).…”

Section: Introductionmentioning

confidence: 99%

Impact of Internal and External CSR on Job Satisfaction: Mediating Role of Emotional Labor

Rafi,

Ismail,

Javed

et al. 2023

BBE

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This research paper seeks to investigate the association between internal and external corporate social responsibility (CSR) initiatives and their influence on emotional labor and job satisfaction. Through the exploration of these factors, the study provides valuable insights into the potential advantages of CSR initiatives for both organizations and their employees. Specifically, this research underscores the significance of a holistic CSR strategy that takes into account both internal and external initiatives and their effects on emotional labor and job satisfaction. Ultimately, the aim of this research is to offer practical and actionable recommendations for organizations seeking to strengthen their CSR programs and promote employee satisfaction and retention. Smart PLS 3.0 was used to analyze data collected from 142 employees of a major bank in Pakistan, by using purposive sampling. The results revealed that both Internal and External CSR initiatives have a significant positive impact on job satisfaction. Emotional labor was found to mediate the relationship between CSR and job satisfaction, highlighting the importance of emotional labor management in organizations that prioritize CSR initiatives. The findings of this study have practical implications for organizations in terms of the potential benefits of CSR initiatives for employee well-being and job satisfaction. Theoretical implications based on Social Expectation Theory suggest that employee expectations and perceptions of socially responsible behavior are important factors in shaping employee attitudes and behaviors. The originality of this study lies in its focus on the banking sector in Pakistan and the exploration of the relationship between internal and external CSR initiatives, emotional labor, and job satisfaction. While previous studies have investigated the impact of CSR on employee well-being and job satisfaction, this study contributes to the literature by examining the mediating role of emotional labor in the relationship between CSR and job satisfaction. Additionally, this study uses Smart PLS 3.0, a relatively new method in the field of CSR research, to analyze the data. Overall, the combination of the unique context of the study, the mediating role of emotional labor, and the use of advanced statistical techniques adds to the originality and contribution of this study to the existing literature on CSR and employee well-being.

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Employees' positive perceptions of corporate social responsibility create beneficial outcomes for firms and their employees: Organizational pride as a mediator

Schaefer,

Cunningham,

Diehl

et al. 2024

Corp Soc Responsibility Env

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We studied employees' responses to the Corporate Social Responsibility (CSR) program implemented within the Canadian headquarters of a global consumer goods company. Our study is timely since recent studies indicate that employees place more importance on CSR activities when evaluating current or prospective employers. A novel theoretical contribution of our study is that we combine social identity theory and the theory of appraisal of emotions to better understand employee responses. We developed and tested a model that indicates that employees' evaluation and perceptions of the authenticity of their company's CSR efforts can create both firm‐beneficial (loyalty, trust in management, positive word‐of‐mouth) and employee‐beneficial outcomes (job satisfaction, emotional well‐being). The impact of CSR does not result directly—it is mediated by organizational pride. We also collected qualitative data that suggested that the company's CSR initiatives can contribute to employees' sense of meaning of their work. We discuss implications for researchers and managers, as well as limitations of the study.

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Consequences of Public Sector Employees’ CSR Perceptions in a Developing Country: Organizational Benefits and Beyond

Cited by 9 publications

References 124 publications

How should companies manage their employees’ emigration intentions? A serial mediation model

How should companies manage their employees’ emigration intentions? A serial mediation model

Impact of Internal and External CSR on Job Satisfaction: Mediating Role of Emotional Labor

Employees' positive perceptions of corporate social responsibility create beneficial outcomes for firms and their employees: Organizational pride as a mediator

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