Impact of CSR perceptions on workers' innovative behaviour: exploring the social exchange process and the role of perceived external prestige

Gaudêncio, Pedro; Coelho, Arnaldo; Ribeiro, Neuza

doi:10.1504/wremsd.2019.098483

Cited by 13 publications

(17 citation statements)

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“…Organizational identification is a kind of feeling of psychological connection with the organization's own values [32], which manifests because of employees' emotional attachment to organizations that show a sense of pride in the social values they uphold [33]. At the individual level, organizational identification is enhanced in companies that are more involved in social responsibility-related activities [34][35][36], with employee perceptions of these activities, in turn, predictably triggering pro-environmental behaviors [37].…”

Section: Green Hrm and Organizational Identificationmentioning

confidence: 99%

The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

et al. 2022

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This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal.

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Section: Green Hrm and Organizational Identificationmentioning

confidence: 99%

The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

et al. 2022

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“…está em linha com outros estudos que empregaram ferramentas estatísticas multivariadas, para testar o efeito da RSC no DO (Cuadrado-Ballesteros et al, 2017;Gaudêncio et al, 2019).…”

Section: Análise De Regressão Múltiplaunclassified

“…Na mesma linha, Velte (2021), ao realizar uma metanálise das publicações em RSC, afirma que a maioria das pesquisas concentra-se no desempenho financeiro da RSC e orienta pesquisadores a um olhar mais atento sobre outros determinantes e consequências da RSC, incluindo consequências não financeiras. Entender os mecanismos subjacentes que relacionam a RSC, a percepção e comportamento dos colaboradores também parece oportuno (Gaudêncio et al, 2019;Velte, 2021) pois raramente são incluídos em pesquisas empíricas sobre RSC (Velte, 2021), em especial, em Portugal (Gaudêncio et al, 2019).…”

Section: Introductionunclassified

Vale a Pena as Organizações Terem Práticas De Gestão Socialmente Responsáveis?

2022

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RESUMO Conhecer a perspectiva dos colaboradores é fundamental para alinhar uma boa Gestão de Recursos Humanos. Para tanto, buscou-se verificar se os colaboradores de organizações portuguesas percebem a presença de práticas de gestão alinhadas à Responsabilidade Social Corporativa (RSC) e se essas impactam o Desempenho Organizacional (DO). O delineamento metodológico adotado caracteriza-se como um estudo descritivo e quantitativo. Pela análise de regressão múltipla, dá-se ênfase a que o fator com maior impacto positivo sobre a percepção de desempenho da organização, ao proporcionar saúde e segurança no local de trabalho, foram as práticas de gestão econômico-financeira socialmente responsáveis (β=0,327) e as estratégias de negócios da organização alinhadas à responsabilidade social (β=0,277). Entre as práticas que impactam a interação e comprometimento da organização com a comunidade, pode-se enfatizar as estratégias de promoção da marca alinhadas aos princípios da RSC (β=0,305) e, novamente, as estratégias de negócios da organização alinhadas à responsabilidade social (β=0,266).

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“…Potentially significant barriers, such as the tendency of employees to hoard knowledge for fear of losing personal power within the organization, as well as motivational drivers must be identified in the knowledge-management process to enable and motivate knowledge-sharing behaviors (Nguyen et al, 2019). In today's knowledge society, the sustainable knowledge base of organizations is increasingly threatened by more job-changing among knowledge workers (Gaudencio et al, 2021;Razzaq et al, 2019). As a result, KM approaches that focus on intraorganizational dynamics are considered of even greater importance.…”

Section: Introductionmentioning

confidence: 99%

Exploring motivation to engage in intraorganizational knowledge sharing: a mixed-methods approach

Zenk

Hynek

Edelmann

et al. 2021

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PurposeIntraorganizational knowledge and information sharing are important steps toward more-accessible organizational knowledge. The aim of this study is to qualitatively explore factors that contribute to employees' motivations for sustaining intraorganizational knowledge-sharing behaviors and to examine the impact of these factors in a quantitative study with the Austrian Federal Ministry of Defense. This ministry faces a retirement wave in the next 5–10 years. Intraorganizational knowledge sharing before, during, and following this wave will play a decisive role for the organization in the near future.Design/methodology/approachAn exploratory sequential mixed-methods study was conducted. The study design involved a qualitative study phase with expert interviews and stakeholder workshops (n = 9) and a quantitative study phase based on a cross-sectional online survey with an implicit association test on intraorganizational knowledge sharing (n = 59).FindingsIn the qualitative study phase, three main research topics regarding intraorganizational knowledge sharing were identified: employee attitude, organizational support, and specific relational aspects of knowledge transfer, such as reciprocal relationships among employees and opportunities for knowledge exchange. A hierarchical multiple regression analysis revealed that perceived organizational support was the only factor that was a significant predictor of motivation for engaging in knowledge sharing. We also analyzed the data for moderation effects and demonstrated that sociopsychological factors (e.g., the engagement or openness of colleagues to share their knowledge) further strengthened the positive relationship between employees' perceived support and personal willingness to share knowledge.Practical implicationsWe conclude that an organizational culture that supports knowledge sharing within the organization is highly relevant for motivating employees to share their knowledge. Practitioners will also benefit from the insights of the various dimensions of employees' willingness to engage in knowledge-sharing behaviors to better design further interventions in organizations.Originality/valueIn accordance with an exploratory sequential mixed-methods approach, we followed a transdisciplinary process in which scientific and practical experiences and knowledge were integrated. For this purpose, interviews and workshops with experts and stakeholders in the organization were conducted. The qualitative findings were incorporated into a quantitative survey and an implicit association test for the employees of the organization. This approach demonstrates a different and more holistic approach to analyzing a real-world problem in the context of a governmental agency in order to investigate the multidimensional and complex topic of intraorganizational knowledge sharing.

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Impact of CSR perceptions on workers' innovative behaviour: exploring the social exchange process and the role of perceived external prestige

Cited by 13 publications

References 4 publications

The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

Vale a Pena as Organizações Terem Práticas De Gestão Socialmente Responsáveis?

Exploring motivation to engage in intraorganizational knowledge sharing: a mixed-methods approach

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