Ethics Programs, Perceived Corporate Social Responsibility and Job Satisfaction

Valentine, Sean; Fleischman, Gary M.

doi:10.1007/s10551-006-9306-z

Cited by 494 publications

(412 citation statements)

References 66 publications

(81 reference statements)

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“…Valentine and Fleischman (2008) suggest that individuals prefer organizations that promote business ethics (Jose & Thibodeaux, 1999;Trevino, Butterfield, & McCabe 1998;Trevino & Nelson, 2004) and CSR is a natural extension of organizational ethics, which involves answering the requirements of stakeholders, with particular focus on societal issues and challenges. Thus, when an individual finds his/ her organization is involved in CSR, he/she feels good about his/her organization because of an enhanced self-image and delight, which ultimately leads to a higher sense of emotional attachment to the organization.…”

Section: Discussionmentioning

confidence: 99%

“…The relationship between CSR and employee attitude and behavior, perhaps, cannot be considered as an under-researched area. Most of the published studies exploring perceived CSR and attitude of employees focused either on organizational commitment (OC) (Ali, Rehman, Ali, Yousaf, & Zia, 2010;Brammer, Millington, & Rayton, 2007;Dhanesh, 2010;Ebeid, 2010;Maignan & Ferrell 2001;Maignan, Ferrell, & Hult 1999;Peterson, 2004;Turker, 2009;You et al, 2013;Zheng 2010) or job satisfaction (Riordan, Gatewood, & Bill 1997;Tziner, Bar, Oren, & Kadosh, 2011;Valentine & Fleischman, 2008;You et al, 2013). However, with few exceptions (Ali et al, 2010, Zheng, 2010, most of the studies viewed them as dependent rather than mediating variables (Riordan, Gatewood, & Bill, 1997;Valentine & Fleischman, 2008).…”

Section: Introductionmentioning

confidence: 99%

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Corporate Social Responsibility and employee behavior: mediating role of organizational commitment

Azim¹

2016

RBGN

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Purpose -The study investigates the relationship between employees' perception about the external CSR practices of their organizations and employees' organizational commitment (affective) and job engagement, organization engagement, organizational citizenship behavior related to the individual, and organizational citizenship behavior related to the organization in the context of the Saudi banking industry.Design/methodology/approach -The study draws its theoretical groundwork from social identity theory (Tajfel & Turner, 1979) and social exchange theory (Blau, 1964). Data were collected through survey questionnaire, and the Mediation regression analysis is used for exploring the relationship between independent and dependent variables based on Baron & Kenny's (1986) method.Findings -The study observes a positive relationship between perceived CSR and organizational commitment, employee engagement and organizational citizenship behavior related to organization. However, the organizational citizenship behavior related to the individual is not observed to have linked to perceived CSR.Originality/value -The uniqueness of this study lies on its framework and a particular aspect of CSR measurement. It conceptualizes one integrated model to build a relationship among CSR, organizational commitment, employee engagement and OCB. As the study views CSR as a competitive tool for the organizations, here the CSR activities are measured in relative rather than absolute terms, stand-alone act of an organization.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Corporate Social Responsibility and employee behavior: mediating role of organizational commitment

Azim¹

2016

RBGN

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“…A well-established predictor of job satisfaction is the congruence between employees' work values and perceived opportunities to fulfill these values at their job, often described as needs-supply fit (e.g., Cable and DeRue 2002;Kristof-Brown et al 2005). Several studies have shown that CSR is positively related to employee satisfaction (see Ellemers et al 2011;Tziner et al 2011;Valentine and Fleischman 2008;Zhu et al 2014). This effect has been found to be particularly strong when employees perceive the CSR practice to reflect intrinsic organizational values rather than extrinsic promotionally driven motivations (Vlachos et al 2013).…”

Section: The Effects Of Csr On Employee Satisfactionmentioning

confidence: 99%

Catering to the Needs of an Aging Workforce: The Role of Employee Age in the Relationship Between Corporate Social Responsibility and Employee Satisfaction

et al. 2015

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Contemporary organizations often reciprocate to society for using resources and for affecting stakeholders by engaging in corporate social responsibility (CSR). It has been shown that CSR has a positive impact on employee attitudes. However, not all employees may react equally strongly to CSR practices. Based on socio-emotional selectivity theory (Carstensen in Science 312:1913-1915, 2006, we contend that the effect of CSR on employee satisfaction will be more pronounced for older than for younger employees, because CSR practices address those emotional needs and goals that are prioritized when people's future time perspective decreases. In one multi-source field study (N = 143) and one experimental study (N = 500), we demonstrate that CSR indeed has a stronger positive effect on employee satisfaction for older relative to younger employees. Accordingly, engaging in CSR can be an attractive tool for organizations that aim to keep their aging workforce satisfied with their job.

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“…newly, the emphasis of CSR has shifted from one-sided profits orientation to many-sided social benefits (Valentine & Fleischman 2008). However, even though increasing attention has been given to CSR, a large amount of research had focused on stakeholders outside the corporation.…”

Section: 1-significance Of Studymentioning

confidence: 99%

The Impact of perceived Corporate Social Responsibility (CSR) on Job Attitude and Performance of Internal Stakeholders

Iqbal

Sheeraz

Bashir

2012

ijhrs

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Corporate social responsibility (CSR) has grown rapidly during last decade. Trend is showing that there is a significant increase of society's overall concern about sustainable development with the aid of corporate social responsibility. The concept of sustainable development is gaining importance not only in scientific literature but also in board of governors room (BOG) of firms. Past researches have investigated the impact of CSR on employees but have been mostly focused on the analysis of the ‗external' impact of CSR, considering the likely influence of CSR on prospective (rather than actual) employees, via mechanisms such as corporate image or corporate reputation (Blackhaus Stone and Heiner, 2002;Turban & Greening, 1997). The results of this study show that CSR has a significant effect on employees work attitudes and behaviors. CSR may possibly improve employees' attitudes and behaviors, contribute to corporations' achievement, and achieve a win-win state of affairs. Therefore, corporations should attach importance to CSR practice so as to benefit employees.

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Ethics Programs, Perceived Corporate Social Responsibility and Job Satisfaction

Abstract: corporate social responsibility, job satisfaction, organizational ethics,

Cited by 494 publications

References 66 publications

Corporate Social Responsibility and employee behavior: mediating role of organizational commitment

Corporate Social Responsibility and employee behavior: mediating role of organizational commitment

Catering to the Needs of an Aging Workforce: The Role of Employee Age in the Relationship Between Corporate Social Responsibility and Employee Satisfaction

The Impact of perceived Corporate Social Responsibility (CSR) on Job Attitude and Performance of Internal Stakeholders

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