CSR perceptions and employee creativity: examining serial mediation effects of meaningfulness and work engagement

Abstract

Purpose This study aims to explore how corporate social responsibility (CSR) perceptions foster employee creativity. Specifically, an attempt is made to investigate the intervening role of meaningfulness and work engagement to explain the above linkage. Design/methodology/approach The study sample consisted of 316 employees from different information technology firms in India. Ordinary least square regression procedures were used to test the study hypotheses with the help of SPSS Process macro. Findings Employees’ perceptions of CSR were found to show both direct and indirect effect on their creativity. Work engagement was found to partially mediate the relationship of perceived CSR and creativity. In addition, results supported the serial mediation model where CSR was found to exercise its influence on creativity via meaningfulness and work engagement in a sequential manner. Practical implications The findings suggest that being a good corporate citizen can pay employers in terms of enhanced employee engagement and creativity, which can provide competitive advantage to the organizations in this highly competitive business environment. Originality/value This study contributes to the understanding of micro-foundations of CSR by showing whether and how employees’ perceptions of CSR relate to various workplace outcomes. Further, by investigating the complex serial mediation process, it contributes to the extant literature by advancing the understanding of the underlying mechanisms through which CSR influences employee creativity.

Hotel employees' corporate social responsibility perception and organizational citizenship behavior: Perceived external prestige and pride in organization as serial mediators

“…It is evident that the businesses, which engage in socially and environmentally responsible actions have a high corporate reputation (Su, Huang, van der Veen, & Chen, 2014). Reflecting certain attributes that are valued by external stakeholders contributes to the identity development of organization members and enhances employees' sense of importance and value (Chaudhary & Akhouri, 2019; Dutton & Dukerich, 1991; Kim, Lee, Lee, & Kim, 2010). Working in a business with high reputation contributes to employees' positioning themselves in a good place in their social environment, and it rises employees' self‐esteem (Rodrigo, Aqueveque, & Duran, 2019).…”

“…Moreover, the existing studies mostly have focused on investigating the direct relationship between CSR‐employee outcomes rather than on discovering the underlying mechanism of the influence of CSR on employees' behaviours. In other words, the underlying mechanism that explain how and why employees CSR perceptions result in work‐ and organization‐related outcomes are not clearly understood (Chaudhary & Akhouri, 2019; Glavas, 2016; Hameed, Riaz, Arain, & Farooq, 2016; Hur, Moon, & Ko, 2018).…”

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“…Z naukowego punktu widzenia, wolontariat pracowniczy jest przy tym wyrazem przeniesienia uwagi badaczy spo ecznej odpowiedzialno ci biznesu z poziomu instytucjonalnego na poziom indywidualny, zwi zany z perspektyw pra-cownika. Potrzeba tego rodzaju zmiany perspektywy jest zg aszana przez wielu badaczy CSR (Chaudhary i Akhouri, 2019;Glaves i Kelly, 2014;Lavine, 2012). W ród problematyki podejmowanej w badaniach dotycz cych wolontariatu pracowniczego wyró niaj si dwa g ówne nurty: motywacja pracowników-wolontariuszy oraz efekty wolontariatu z perspektywy jednostki i organizacji.…”

Corporate Social Responsibility and Its Impact on Brand Building: Special Reference to Employees of Selected Companies in Nepal

“…Some school of thought said CSR activities are sustainable only when done with the best interest of all the stakeholders [12,18,19]. Marketawarded social responsibility for business is more guaranteed than the government-mandated one [20,21].…”