Transforming executives into corporate diplomats: The power of global pro bono service

Mirvis, Philip H.; Hurley, Stephen T.; MacArthur, Amanda

doi:10.1016/j.orgdyn.2014.08.010

Cited by 16 publications

(10 citation statements)

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“…Several HRD scholars discussed the role of HRD in promoting CSR through influencing leaders and managers (Garavan et al, 2010), and leadership development programs are seen to play a key role in shifting organizations toward CSR and sustainability (Ardichvili, 2012; Blakeley & Higgs, 2014; Haugh & Talwar, 2010). Studies demonstrate the effectiveness of leadership development strategies in CSR, including global service learning, experiential learning, and knowledge sharing (Gitsham, 2012; Mirvis et al, 2014). Pless and Maak (2011) reported on a service-learning program and showed that participants were able to develop a more global and responsible mindset, through learning at the cognitive, affective, and behavioral levels.…”

Section: Discussionmentioning

confidence: 99%

Examining the Link Between Corporate Social Responsibility and Human Resources: Implications for HRD Research and Practice

Jang

Ardichvili

2020

Human Resource Development Review

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This integrative literature review examines the links between corporate social responsibility (CSR) and human resources (HR). We review and closely examine three bodies of literature that discuss the CSR-HR link: (a) the CSR literature, (b) the human resource management (HRM) literature, and (c) the human resource development (HRD) literature. Our review suggests that although CSR and HR are closely interrelated, there is currently a lack of developmental perspectives underlying the CSR-HR link. Thus, based on our review of theoretical and empirical research, we point to four main areas in which HRD may play an important role in promoting CSR in organizations, including leadership development, education and training, culture change, and fostering critical reflection. Our findings underline the increasing relevance of CSR to the field of HR including HRM and HRD, and provide implications for HRD research and practice, along with recommendations for future research.

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Section: Discussionmentioning

confidence: 99%

Examining the Link Between Corporate Social Responsibility and Human Resources: Implications for HRD Research and Practice

Jang

Ardichvili

2020

Human Resource Development Review

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“…It means that someone's income needs to be accompanied by financial knowledge so that the impact of financial behavior and financial position will be better. Particularly for youth employees who are weaker than experience in financial management (Mirvis et al, 2014). In a previous study, it found that in assessing income, it could be known from several activities including activities to set aside income, businesses to follow a financial budget, businesses to face retirement, financial innovation activities and activities to manage the emergency funds (Xiao and Porto, 2016).…”

Section: Incomementioning

confidence: 99%

The Financial Position of Youth Employee: Pinning-up of Financial Capability and Income

Sawitri

Arifin²

2021

Jurnal Akuntansi

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The aim of the study on the financial behavior of youth employees is to review the impact of financial capability, income on financial behavior in evaluating the financial position. The main target of this study is mediating the evaluation of financial behavior in the effort of increasing the financial position of youth employees. A research method conducts with a survey of 100 youth employees in Indonesia, particularly in Central Jakarta, that has more youth employees. Data from youth employees obtain through questionnaires and data is processed by SmartPLS; remember that analysis technique is using the path analysis model. Research results found that financial capability and income have a truly significant impact on financial behavior; likewise, it is directly to financial position. However, it known that financial behavior cannot directly influence to financial position. Research novelty explains that financial behavior cannot be mediation between financial capability and income to financial position. This finding is useful for youth employees in understanding the financial position and for the government in comprehending the financial behavior of youth employees. So, it expects to be able to give the policy of financial management for youth employees.

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“…Corporate volunteering is perceived as a self-evident practice, the content of which does not need explanations (Corporate volunteering in Russia, 2016). Researchers propose to distinguish between "traditional volunteering" as "additional hands" and volunteerism based on "professional experience, knowledge, and skills", which is sometimes also called "professional support" (Mirvis et al, 2014; Pro bono: Russian practice and vector of development, 2017). In Russia, pro bono services in their modern sense appeared several years ago, but non-profit organizations and individuals receiving such assistance are still singular (Pro bono: Russian practice and vector of development, 2017).…”

Section: Conceptual Framework Of Corporate Volunteering In Russiamentioning

confidence: 99%

Corporate volunteering in the large enterprises’ social mission – the case of a post-Soviet Russian industrial region

Pevnaya

Cernicova-Bucă

2020

Central European Journal of Public Policy

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The paper focuses on the main features of corporate volunteering in companies from the Sverdlovsk region (Russian Federation), with a population surpassing 4.5 million inhabitants. Corporate volunteering is analyzed in the context of the trend characteristic for the post-Soviet space. The article systematizes approaches to the definition and study of this phenomenon, implemented by researchers from different countries. The main goal of the article is to identify the specific features of corporate volunteering in a large Russian region, considered typical for industrial territories in post-Soviet areas, seen through the social value that local communities attribute to corporate volunteering. The paper is based on the results of a public opinion poll and structured interviews, carried out in the Sverdlovsk region, where there is a concentration of enterprises of “hard” industries. The responses obtained in the poll were further subjected to analysis using statistical methods. The data are supplemented with information collected through the qualitative interviews. Interviewed experts are the top managers of enterprises and the deputy directors for HR, GR, or social issues. The study shows that in Russian industrial cities, where large enterprises are the main employers for most residents, many questions on the implementation of social policy fall under the responsibility of these enterprises, and not of the local government. Researchers argue that corporate volunteering is not widespread in the large Russian regions. It most often develops within the framework of event planning and environmental projects, managed by enterprises in cooperation with social and cultural institutions of local communities and not with the non-profit sector. The traditions of the organization of mass social work formed during the socialist period are still deeply rooted in enterprises, and managers rarely identify volunteering as a new managerial tool, thus being untangled from the global trend of promoting corporate volunteerism as a means of building corporate culture.

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Transforming executives into corporate diplomats: The power of global pro bono service

Cited by 16 publications

References 0 publications

Examining the Link Between Corporate Social Responsibility and Human Resources: Implications for HRD Research and Practice

Examining the Link Between Corporate Social Responsibility and Human Resources: Implications for HRD Research and Practice

The Financial Position of Youth Employee: Pinning-up of Financial Capability and Income

Corporate volunteering in the large enterprises’ social mission – the case of a post-Soviet Russian industrial region

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