The effects of corporate social responsibility (CSR) on employee well-being in the hospitality industry

Kim, Hye-Lin; Woo, Eunju; Uysal, Muzaffer; Kwon, Na-Kyung

doi:10.1108/ijchm-03-2016-0166

Cited by 214 publications

(233 citation statements)

References 63 publications

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“…It has been observed that in many organizations CSR has taken hold internally in day‐to‐day operations and now organizations are seeing the direct and indirect benefits of its practical implications on the well‐being of employees. Kim, Woo, Uysal, and Kwon (2018) in their study conclude that employees who act as good corporate citizens, the company actively engages them in programs that promote the well‐being and benevolence of employees within their organization. Moreover, Farooq, Payaud, Merunka, and Valette‐Florence (2014) suggest that a company that supports the initiatives of CSR reveals its investors that it cares for the society, environment, and for employees.…”

Section: Literature Reviewmentioning

confidence: 99%

Impact ofCSRand environmental triggers on employee green behavior: The mediating effect of employeewell‐being

Ahmed

Sun

Raza

et al. 2020

Corp Soc Responsibility Env

212

146

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This article explores the influence of corporate social responsibility (CSR) and three green triggers of environment (awareness, concern, and knowledge) on employee well‐being and green behavior. The study engages the stimulus–organism–response model for testing the association between CSR and well‐being of employees that leads to employee green behavior. Furthermore, social exchange theory has been utilized to describe the association between well‐being and green behavior of employees. Data have been gathered through questionnaire from 509 employees working in guest‐service hotels of Pakistan. Structural equation modeling has been used to test the hypotheses. Findings show that CSR, environmental concern, and knowledge have positive effect on employee well‐being, whereas environmental awareness has positive but insignificant effect on employee well‐being. Furthermore, environmental concern, knowledge, and well‐being have a positive influence on green behavior, whereas CSR and environmental knowledge have a positive but insignificant effect. Moreover, well‐being fully mediates the relationship between CSR and green behavior and between environmental awareness and green behavior of employees. However, a partial mediation was observed between environmental concern and green behavior. The findings also indicate that no mediation was found between environmental knowledge and employee green behavior. The findings suggest that the hotel managers should invest to improve employee's awareness regarding green behavior by conducting environmental training for cultivating environmental knowledge and awareness. Moreover, CSR activities should be performed for attaining competitive edge and maintaining a balance between progress and sustainability of environment.

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Section: Literature Reviewmentioning

confidence: 99%

Impact ofCSRand environmental triggers on employee green behavior: The mediating effect of employeewell‐being

Ahmed

Sun

Raza

et al. 2020

Corp Soc Responsibility Env

212

146

View full text Add to dashboard Cite

show abstract

“…CSR encompasses the economic, legal, ethical, and discretionary (philanthropic) expectations society has of organizations at a given time 49 . Traditionally, research has focused primarily on CSR's impact on an organization's financial performance, 50,51 but a growing body of research suggests it is an important psychosocial risk management strategy that can positively affect the quality of working life 52,53 through continuing education, safe working environments, diversity and inclusion policies, community engagement opportunities for workers, childcare programs, and ethical labor practices 54 . These and other mechanisms addressing workers' concerns around care (e.g., values, self‐development), self (e.g., control, self‐expression, safety), and relationships (e.g., belongingness and trust) may become critical organizational design issues in the future 55 …”

Section: Cdc/niosh Future Of Work Initiative Priority Topicsmentioning

confidence: 99%

Envisioning the future of work to safeguard the safety, health, and well‐being of the workforce: A perspective from the CDC's National Institute for Occupational Safety and Health

Tamers

Streit

Pana‐Cryan

et al. 2020

American J Industrial Med

111

110

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The future of work embodies changes to the workplace, work, and workforce, which require additional occupational safety and health (OSH) stakeholder attention. Examples include workplace developments in organizational design, technological job displacement, and work arrangements; work advances in artificial intelligence, robotics, and technologies; and workforce changes in demographics, economic security, and skills. This paper presents the Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health's Future of Work Initiative; suggests an integrated approach to address worker safety, health, and well‐being; introduces priority topics and subtopics that confer a framework for upcoming future of work research directions and resultant practical applications; and discusses preliminary next steps. All future of work issues impact one another. Future of work transformations are contingent upon each of the standalone factors discussed in this paper and their combined effects. Occupational safety and health stakeholders are becoming more aware of the significance and necessity of these factors for the workplace, work, and workforce to flourish, merely survive, or disappear altogether as the future evolves. The future of work offers numerous opportunities, while also presenting critical but not clearly understood difficulties, exposures, and hazards. It is the responsibility of OSH researchers and other partners to understand the implications of future of work scenarios to translate effective interventions into practice for employers safeguarding the safety, health, and well‐being of their workers.

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“…Today, with the greater awareness of the impending factors to employee's right, an important initiative that broadens the relationships between organizations and the employees need to be applied toward social responsiveness that will create a meaningful sustainable effort through CSR (Glavas & Kelley, 2015). García-Chiang 2018 worked on employee job-related choices (Kim et al, 2018;Moon, Hur, Ko, Kim, & Yoon, 2014). Their findings suggested that every employee has a specific taste in choosing its dream job, and the most important of it all is the protection of their right in the workplace.…”

Section: Internal Csr Belief and Employee Intention To Job Continuitymentioning

confidence: 99%

“…Studies conducted byKim et al (2018) andBrieger et al (2019) concluded that researcher's conclusive opinion on ICSR practices is still below the required threshold. This calls for the attention of academic researchers on the factors that can influence ICSR practice on employee's internal social benefits.…”

mentioning

confidence: 99%

A proposed framework for assessing the influence of internal corporate social responsibility belief on employee intention to job continuity

Sanusi

Johl

2020

Corp Soc Responsibility Env

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This study develops a comprehensive conceptual framework and propositions that integrate the concept of internal corporate social responsibility (ICSR) belief with employee intention to job continuity for solving the existing problem of employee's job turnover. A careful examination of existing literature on the construct of ICSR facilitates the necessity for the development of a research framework consisting of several research propositions. An integrated conceptual framework of ICSR belief and employee intention to job continuity was constructed based on the existing conceptualization of corporate social responsibility and ICSR. In addition, this paper proposes a quantitative research method to obtain information about ICSR belief and employee intention to job continuity. Questionnaire instrument will be used to collect data from the employee. The paper also proposes partial least square structural equation modeling for the proposed study analysis. Finally, the conceptual framework provides a logical path for future studies. Theoretically, the effect of ICSR on employee's job engagement was found inconclusive and requires further academic deliberation. In this study, a total number of six propositions were developed to provide an opportunity for informed decision-making that will enhance sustainable performance. The research framework and propositions were developed to cater for the need to improve management and employee relationship in the workplace to build a positive functional work environment that promotes valuable performance. This will also insight the global sustainable initiative pertaining to human resource management. Finally, completion of this study will have implications on local as well as the international labor development.

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The effects of corporate social responsibility (CSR) on employee well-being in the hospitality industry

Cited by 214 publications

References 63 publications

Impact ofCSRand environmental triggers on employee green behavior: The mediating effect of employeewell‐being

Impact ofCSRand environmental triggers on employee green behavior: The mediating effect of employeewell‐being

Envisioning the future of work to safeguard the safety, health, and well‐being of the workforce: A perspective from the CDC's National Institute for Occupational Safety and Health

A proposed framework for assessing the influence of internal corporate social responsibility belief on employee intention to job continuity

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