Linking internal CSR with the positive communicative behaviors of employees: the role of social exchange relationships and employee engagement

Lee, Yeunjae

doi:10.1108/srj-04-2020-0121

Cited by 25 publications

(28 citation statements)

References 54 publications

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“…According to Song and Gu (2020), social exchanges in the workplace are effective in stimulating EC. Social exchange is defined as a reciprocal and bidirectional transaction in which something must be given and something must be obtained (Lee, 2021). Individuals are likely to feel obliged to give back to what they have received during these exchanges (Ahmad et al , 2020).…”

Section: Introductionmentioning

confidence: 99%

“…Few of the recent studies have suggested examining conditional factors that may strengthen the association between ABT and KS (Lee, 2021; Alshwayat et al , 2021). More specifically, Lee et al (2020) highlighted the importance of organizational factors toward knowledge sharing behavior; therefore, we purpose Perceived Organizational Support (POS henceforth) as one of those organizational factors that may strengthen the association between ABT and KS.…”

Section: Introductionmentioning

confidence: 99%

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Unleashing the mechanism between affect-based trust and employee creativity: a knowledge sharing perspective

Islam

Chaudhary

Jamil

et al. 2021

GKMC

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Purpose Creativity has become essential for organizations to remain competitive. Therefore, this paper aims to investigate the intervening role of knowledge sharing between affect-based trust and employee creativity. The study further investigates perceived organizational support as a conditional factor on the association between affect-based trust and employee creativity. Design/methodology/approach The study tackled the issue of common method variance by collecting data in dyads. Specifically, the study collected data from 368 employees and their supervisors working in various organizations in Pakistan through Google Forms in two waves. In the first wave, employees were approached on a convenience basis, whereas, in the second wave, data from their supervisors were collected. Findings Structural equation modeling was applied to test hypotheses. The study noted knowledge sharing as a mediator between affect-based trust and employee creativity. The study also noted that individuals with high perceptions of organizational support are more likely to strengthen the association between affect-based trust and knowledge sharing. Practical implications This study suggests management work on their employees’ affect-based trust-building. Employees who have relationships based on affect-based trust feel safe and are less afraid of being criticized for sharing their ideas and thoughts. This positively contributes to developing a cooperative environment which becomes the base for employee creativity. Originality/value Past studies have examined the association between general trust and employee creativity. To this backdrop, this study highlighted the importance of affect-based trust toward employee creativity. More specifically, drawing upon social exchange, this study is the first of its kind that examined the mediating role of knowledge sharing between affect-based trust and employee creativity, where perceived organizational support is examined as a conditional variable between affect-based trust and knowledge sharing.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Unleashing the mechanism between affect-based trust and employee creativity: a knowledge sharing perspective

Islam

Chaudhary

Jamil

et al. 2021

GKMC

View full text Add to dashboard Cite

show abstract

“…CSR, according to scholars, enabled employees to identify with their firm and feel supported and appreciated (Lee, 2021). As a result, existing literature has utilized SET to hypothesize CSR and employee behavioral outcomes (G€ urlek and Tuna, 2019;Lee, 2021). Hence we propose this hypothesis: H1.…”

Section: Corporate Social Responsibility and Work Engagementmentioning

confidence: 96%

“…Thus, we argue that CSR positively link to FBE's WE via the SET, which agrees with Jones and Kramar's (2010) claim that when workers get advantages from CSR activities, social exchange dynamics incentivize them to give back to their organization. CSR, according to scholars, enabled employees to identify with their firm and feel supported and appreciated (Lee, 2021). As a result, existing literature has utilized SET to hypothesize CSR and employee behavioral outcomes (G€ urlek and Tuna, 2019;Lee, 2021).…”

Section: Corporate Social Responsibility and Work Engagementmentioning

confidence: 99%

Service beyond the status quo: the ripple effect of corporate social responsibility and internal marketing on employee's customer-oriented behavior

Olorunsola

Saydam

Ogunmokun

et al. 2022

IJBM

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PurposeThis paper proposes a research model in which work engagement (WE) mediates the effects of corporate social responsibility (CSR) and internal marketing (IM) simultaneously on customer-oriented boundary-spanning behavior (COBSB).Design/methodology/approachThe study deploys structural equation modeling (SEM) to examine data acquired from 355 frontline bank employees (FBE) of private banks.FindingsThe findings of this study demonstrate that both FBE's perceptions of CSR and IM are positively related to their WE, proposing that adding CSR practices to existing IM programs is likely to boost anticipated employee work attitudes such as WE, which consecutively increase positive employee job outcomes such as COBSB. This research contributes to the body of knowledge by conceptually and empirically gauging CSR and IM practices simultaneously in the banking sector.Originality/valueThis study contributes to the existing body of knowledge by investigating the relationship between CSR and IM to COBSB via WE in frontline service roles in the retail banking sector.

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“…Considering the seminal importance of employee engagement, Kang and Sung (2017) showed that employee engagement can drive the positive communicating behavior, which is similar to advocacy behavior, of employees. More specifically, building on their work, recently, Lee (2021b) found a positive link between employee engagement and their advocacy behavior. Characterized by a deep level of enthusiasm and connectivity with the work, an engaged employee shows an extraordinary commitment to promoting his organization to the external community and acts as a defender ( Men and Bowen, 2016 ).…”

Section: Literature Reviewmentioning

confidence: 99%

Fostering Advocacy Behavior of Employees: A Corporate Social Responsibility Perspective From the Hospitality Sector

et al. 2022

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Considering the stiff competitiveness situation in every sector, promoting the advocacy behavior of employees is of seminal importance for an organization. With this regard, the hospitality sector has no exceptions, however, a review of the prior literature uncovers that most of the prior studies on advocacy behavior were conducted from the standpoint of consumers, and the role of employees’ advocacy behavior, especially in the context of the hospitality sector, remained an understudied area. Research also shows that the corporate social responsibility (CSR) efforts of an organization can significantly influence employees’ behavior but the relationship of CSR to spur employees’ advocacy behavior was not discussed earlier. Against this knowledge gap, the current work aims to investigate the relationship between CSR and employees’ advocacy behavior in the hotel sector of a developing economy with the mediating effect of employees’ engagement. A hypothesized model was developed, which was validated by collecting data from different hotel employees through a self-administered questionnaire. The findings offer different theoretical and practical implications. Theoretically, one important implication was that the CSR perceptions of hotel employees can drive their advocacy behavior. Practically, the study implicates that hotels can improve their reputation significantly by converting their employees into advocates, as the personal information source is preferred over company-generated information sources. Moreover, the CSR commitment of a hotel can lead the employees to a higher level of engagement, which then motivates them to act as advocates.

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Linking internal CSR with the positive communicative behaviors of employees: the role of social exchange relationships and employee engagement

Cited by 25 publications

References 54 publications

Unleashing the mechanism between affect-based trust and employee creativity: a knowledge sharing perspective

Unleashing the mechanism between affect-based trust and employee creativity: a knowledge sharing perspective

Service beyond the status quo: the ripple effect of corporate social responsibility and internal marketing on employee's customer-oriented behavior

Fostering Advocacy Behavior of Employees: A Corporate Social Responsibility Perspective From the Hospitality Sector

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