Corporate social responsibility and employee performance: a study among indian business executives

Corporate social responsibility and employee performance: The mediating role of employee engagement in the manufacturing sector of Pakistan

“…This study is an effort to figure out the association of CSR with EE and performance through social identity theory (SIT). Based on past studies of CSR and employee behavior (Chaudhary, 2018; Zhang, Di Fan, & Zhu, 2014), scholars claim that CSR practices develop employee behavior through organizational identification as an employee feel proud to be a part of such value‐driven organizations.…”

“…In order to be distinguished and honored, individuals try to identify themselves with a social group that possesses unique characteristics, values, and a positive reputation (Chaudhary, 2018). So, individuals aim to identify themselves with a socially responsible and well‐reputed organization as members of such organizations may fulfill their psychological needs of uniqueness (Turker, 2009) and keep them in a positive light (Turker, 2009).…”

“…So, individuals aim to identify themselves with a socially responsible and well‐reputed organization as members of such organizations may fulfill their psychological needs of uniqueness (Turker, 2009) and keep them in a positive light (Turker, 2009). Furthermore, identification with socially reputed organizations make employees pride and build their self‐image as well (Chaudhary, 2018; De Roeck, Marique, Stinglhamber, & Swaen, 2014). Therefore, in the light of SIT, it is postulated that being a member of a socially responsible and well‐reputed organization that has strong ethical and moral values that confirmed by their care and concerns for the welfare of all stakeholders, enhances employees' self‐pride and increases their affiliation with the organization.…”

“…Employees consider their work more worthwhile, purposeful, and valuable in socially responsible organizations. Thus, organizational CSR activities build strong identification of employees with the organization (Chaudhary, 2018) which positively influence their attitude, that is, EE (Chaudhary & Akhouri, 2019; Hur, Moon, & Choi, 2019; Rupp et al, 2018) and lead to high job performance. So, the present study used SIT to understand the mechanism, how organizational CSR activities increase EE, and lead to high performance which in turn increases organizational prosperity, productivity, and performance (Dutton, Dukerich, & Harquail, 1994).…”

Kurumsal Sosyal Sorumluluk, Algılanan Dışsal Prestij ve Örgütsel Bağlılık: Sosyal Kimlik Kuramı Bağlamında Bir Araştırma

“…Ancak son yıllarda sosyal sorumluluk alanındaki çalışmalar ağırlıklı olarak, işgörenlerin kendilerine ve diğer paydaşlara yönelik sosyal sorumluluk faaliyetlerine nasıl tepki verdiklerini açıklamayı amaçlayan mikro veya bireysel düzey bakış açısı ile ele alınmakta ve sosyal sorumluluk olgusu daha dinamik bir çalışma alanı haline dönüşmektedir (Morgeson vd., 2013;Mallory, 2015, De Roeck, El Akremi ve Swaen, 2016;De Roeck ve Maon, 2018). Örneğin; çalışanların sosyal sorumluluk algılarının; örgütsel bağlılık (Farooq vd., 2014;Hofman ve Newman, 2014;Kim, Song ve Lee, 2016;Bouraoi vd., 2018), iş tatmini (Closon, Leys ve Hellemans, 2015;Asrar-ul Haq, Kuchinke ve Iqbal, 2017;Boğan, Türkay ve Dedeoğlu, 2018), örgütsel vatandaşlık davranışı (Newman, Nielsen ve Miao, 2015;Gao ve He, 2017;Rashid, Gul ve Khalid, 2018), işgören performansı (Newman, Nielsen ve Miao, 2015;Gupta ve Sharma, 2016;Chaudhary, 2018) ve işe tutkunluk (Gao, Zhang ve Huo, 2018;Rupp vd., 2018;Besieux vd., 2018) gibi tutumsal ve davranışsal tepkiler ile pozitif yönde ilişkili olduğunu ortaya koyan çok sayıda güncel çalışma mevcuttur.…”