Surveying Employee Attitudes on Corporate Social Responsibility at the Frontline Level of an Energy Transportation Company

164

146

Corporate social responsibility (CSR) has become increasingly important in labor market communication. To express organizational identity, reinforcing commitment to sustainable development and stakeholder engagement, organizations report their CSR activities. The impact of a company's employer branding (EB) strategy depends on how information recipients interpret corporate messages. Therefore, we assume that job seekers may show diverse attitudes toward CSR. The extant literature has hardly explored the interplay between CSR, EB, and job seekers' attitudes, so we identify a relevant research gap to be tackled. The aim of this paper is to examine how millennial job seekers' attitudes toward CSR influence perceived CSR‐based employer attractiveness (EA). We conducted an empirical study in Poland, collecting data from a sample of Millennials – highly sensitive toward CSR issues. Our results generally confirm that individual attitudes toward CSR play a key role in understanding how job seekers perceive CSR signals and eventually impact CSR‐based EA. Copyright © 2017 John Wiley & Sons, Ltd and ERP Environment

Section: Linking Millennial Job Seekers' Attitudes Toward Csr With Csmentioning

confidence: 99%

Does CSR Enhance Employer Attractiveness? The Role of Millennial Job Seekers' Attitudes

Klimkiewicz

Oltra

2017

164

146

“…Thus, the aim of this study is first to investigate employee attitudes towards CSR (see also Bolton, Kim, & O'Gorman, ; Law, Hills, & Hau, ; Michailides & Lipsett, ; Singhapakdi, Lee, Sirgy, & Senasu, ) and, second, to explore whether employees belonging to different gender, age, and/or educational level groups also experience different levels of CSR attitudes, such as demandingness of, trust in, and satisfaction with CSR.…”

Section: Introductionmentioning

confidence: 99%

Employee attitudes towards corporate social responsibility: a study on gender, age and educational level differences

Rosati

Costa

Calabrese

et al. 2018

Previous studies show that individual characteristics can influence stakeholder attitudes towards corporate social responsibility (CSR). This study analyses employee attitudes such as CSR demandingness, trust and satisfaction, to determine whether they vary according to differences in gender, age, and educational level. The analysis was carried out by surveying 153 employees of 11 Italian banks, and by performing a content analysis of the banks' sustainability reports. The Italian banking sector was chosen because of recent financial and CSR scandals. The findings suggest that, on average, male employees are slightly more trusting in and satisfied with CSR performance than their female counterparts. Graduates are slightly more demanding, largely more trusting, and generally more satisfied than non‐graduates. Interestingly, the difference between older and younger employees is not significant. The proposed approach can be useful in designing tailored CSR activities and communication avenues by shedding light on employees' CSR attitudes.

“…Windolph, Harms, and Schaltegger () identified three motivations for sustainability management; however, their study was limited to corporate motivations and did not address the incorporation of CSR‐oriented practices into individual reactions and efforts. Evidence suggests that employees tend to develop different attitudes towards the CSR efforts of the company (Michailides & Lipsett, ). In a study of construction firms with well‐established CSR programs, Rodrigo and Arenas () identified three different typologies of employees in terms of their attitudes toward CSR programs: committed employees, indifferent employees and dissident employees.…”

Section: Introductionmentioning

confidence: 99%

Commitment to sustainable development: Exploring the factors affecting employee attitudes towards corporate social responsibility‐oriented management

Wang

2018

Employee contributions are indispensable to the success of corporate social responsibility (CSR) practices; however, surprisingly little research has focused on how positive attitudes toward CSR‐oriented management can be facilitated among employees. Applying a relational demography approach and related theories, this study examines employees' emotional identification and behavioral engagement with CSR‐oriented mission activities. Data from a Fortune Global 500 company in Japan show the direct effect of position and the asymmetric effects of position dissimilarity. Lower‐positioned employees tend to report enhanced positive attitudes toward CSR‐oriented mission activities when working with a greater number of higher‐positioned colleagues. Furthermore, perceived mission‐based support mediates the effect of the interaction between position dissimilarity and position on employees' attitudes toward CSR‐oriented activities. On the basis of these findings, it is argued that companies should recognize the importance of managerial members as role models and provide employees with sufficient support to facilitate positive attitudes toward CSR practices.