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Corporate Volunteerism, the Experience of Self-Integrity, and Organizational Commitment: Evidence from the Field
Abstract
We examined the relationship between the motives underlying employees’ participation in corporate-sponsored volunteerism and their organizational commitment. In both a pilot study and in the main study, employees’ motivation to volunteer based on the desire to express personally meaningful values (also known as the values function of volunteerism) was positively related to their organizational commitment. Additional findings from the main study helped to explain why this was so: being motivated by the values function of volunteerism was positively related to how much participants experienced self-integrity in the workplace, which in turn was positively related to their organizational commitment. That is, experiencing self-integrity in the workplace mediated the relationship between how much employees were motivated by the values function and their organizational commitment. The results of subsidiary analyses provided further evidence that corporate volunteerism was positively related to organizational commitment, and that the experience of self-integrity mediated this relationship. Implications for both the corporate volunteerism and functions of volunteerism literatures are discussed, as are practical implications and suggestions for future research.
... EV research has drawn from volunteer motivations theory (Clary et al., 1998;Stukas et al., 2016) to examine the relationship between employee motivations, volunteer experience, and organizational outcomes (Brockner et al., 2014;Grant, 2012;Rodell, 2013). Clary et al.'s (1998) functional typology identifies six personal and social functions served by volunteering: values, understanding, enhancement, career, social, and protective. ...
... This in turn will shape the organizational outcomes from EV, a fact well understood in volunteering research but underplayed in EV. Currently, when EV research examines the connections between employee motivations and (employing) organizational outcomes, it does so without considering how these are mediated by the wider employment organizational context (Brockner et al., 2014;Gatignon-Turnau & Mignonac, 2015;Rodell, 2013). The organizational outcomes from EV are only truly visible if research examines how employee volunteers experience, interpret, and reflect on their EV within the broader context of their working lives. ...
... Community-driven prosocial motivations took primacy over career, organizational benefits, or a sense of organizational commitment (Brockner et al., 2014;do Paço et al., 2013). Personal career benefits, organizational identity, and commitment were evident within employees' discussions but predominantly as by-products, rather than primary motivations. ...
This article contributes to research on employee volunteering (EV) by focusing on the experiences of individuals to address the current overemphasis upon collective organizational outcomes. Drawing on qualitative research with employees and corporate social responsibility managers across seven companies, it demonstrates why employees’ experiences are central to understanding the complex mechanisms that link EV with organizational outcomes. The article reveals how both positive and negative organizational outcomes are influenced by the complex relationship between personal motivations and employees’ volunteering experiences—within their organization and within their community—combined with their broader reflexive interpretation of their employing organization and its values.
... Along with this, exploring the factors that facilitate employee volunteering will offer a more comprehensive framework to understand corporate volunteering and provide opportunities to shift consensus among scholars (Howard and Serviss, 2021). The earlier studies that assessed the antecedents to CV often limited to individual factors such as demographics, motives, etc (Brockner et al., 2014;Hu et al., 2016;Pajo and Lee, 2011;Peloza and Hassay, 2006;Peloza et al., 2009;Sekar and Dyaram, 2017;Zappal a and Mclaren, 2004), but the relevance of contextual factors, such as organizational support and resources are often ignored (Hu, 2021;Mason et al., 2021). The earlier studies either give more attention to assessing the individual motivation and reasons to volunteer or attempted to understand social factors in enabling individuals to volunteer. ...
... Research on employee volunteering most often looked at the relevance of individual-level characteristics such as age, gender, motivation, etc. (Brockner et al., 2014;Cornwell and Warburton, 2014;Sekar and Dyaram, 2020) and outcomes such as reputation and image (Booth et al., 2009;, job satisfaction (Haski-Laventhal et al., 2019), etc. No single theory is applied to explain the antecedents and outcomes of employee participation in CV programs (Howard and Serviss, 2021). ...
... Individual decision-making is driven by motivation, facilitated through motivating factors (Ashfaq et al., 2020). Prior studies noted that employee motives are the most relevant variable in explaining employees' participation in volunteering activities (Brockner et al., 2014;. To understand the individual motives towards their involvement in volunteering activities, this study draws from the theory of functional perspective of volunteerism (Clary et al., 1998). ...
Purpose
This study assesses the relevance of both individual and contextual factors as an antecedent to employee participation in corporate volunteering (CV) activities and affective organizational commitment and inter-role conflict as an outcome of employee volunteering. This study draws from the functional theory of motivation, social exchange theory and role strain perspective to explain hypothesized relationship of the study constructs.
Design/methodology/approach
A questionnaire survey was administered with 461 employee volunteers who had participated in company-sponsored volunteering programs. The authors adopted structural equation modeling (SEM) to test the study hypotheses.
Findings
The findings from the survey suggest that altruistic motives and organization CV capability will impact employee's participation in CV. The results highlight that employee participation in CV enhances affective organizational commitment, indicating that employee volunteering creates inter-role conflict.
Research limitations/implications
Though the study has identified inter-role conflict as a potentially unfavorable outcome, exploring when and how employee volunteering will create a negative effect will add significant value to organizations to protect the interest of their employees.
Practical implications
This study provides insights to understand the relative effects of self- and other-oriented motives. The results suggest that organizations have more directed and carefully designed employee volunteering activities to enable more favorable benefits to employees.
Originality/value
This study contributes to expanding the knowledge on the phenomenon of employee volunteering by introducing and empirically validating an integrated framework of antecedents and consequences of employee volunteering.
... Growing evidence of this trend has triggered academic interest in the corporate volunteerism efforts of organisations and their members (Basil, Runte, Easwaramoorthy & Barr, 2009;Caliguiri & Thoroughood, 2015;Brockner, Senior, & Welch, 2014;Rodell, Booth, Lynch, & Zipay, 2017). Estimates suggest that at least 60% of companies in the Unites States have formal volunteering programs, and approximately 90% of companies have taken steps to encourage and support employee volunteering in some fashion (Basil, Runte, & Usher, 2011;Rodell et al., 2017). ...
... Recent research suggests that meaning of work is at the core of this increasingly important trend as studies reveal that employees' enthusiasm to volunteer is based on the desire to express personally meaningful values (Brockner, Senior & Welch, 2014). ...
... Further, this supports and expand previous work on corporate volunteering and organisation-sponsored cause research suggesting that meaning of work is at the core of employee's motivation and employees' enthusiasm to volunteer based on the desire to express personally meaningful values (Brockner, Senior & Welch, 2014). The positive meaning stemming from this expression is related to wide range of important attitudes and behaviours at work, such as organisational identification and commitment (Bartel, 2001;Frank-Alston, 2000;Peterson, 2004) and their aptitude to attract influence nominations (Bingham et al., 2014). ...
This thesis follows a multi method design study to explore ideological psychological contract and its consequences. First, an explorative qualitative study investigated this construct in a sample of employees working for the children’s oncology department of a public hospital. It revealed the importance of ideological obligations for medical employees and how their fulfilment helps them to overcome minor causes of breach in the purse of a mission that transcends them. It also highlights the importance of the meaning of work in explaining the strong relationship built through this type of contract. Further, a quantitative study, conducted on a sample of 300 medical staff based in the UK, and replicated on a sample of around 150 bankers, explores the outcomes of the ideologically infused psychological contract fulfilment and how the meaning of work can explain these consequences. Results contrasting both sectors show that while the fulfilment of an ideologically infused psychological contract seems to play a crucial role in the healthcare sector, by triggering job satisfaction, display of OCB towards peers, the organisation and the patients, employee wellbeing and engagement, it doesn’t seem to influence attitudes and behaviours in the banking industry to the same degree, raising questions to the transferability of this concept across sectors.
... Organizations often encourage their employees to participate in charitable welfare activities in their local communities as part of their Corporate Social Responsibility (CSR) strategies (Basil et al., 2009). One of the most common ways that firms and employees try to "giveback" is through employee volunteering (Brockner et al., 2014). Employee volunteering has been identified as a classic "win-win-win" scenario (Caligiuri et al., 2013) as the firm enhances its reputation, employees upgrade their skills, and there are positive impacts for the charitable causes. ...
... Employee volunteering has been identified as a classic "win-win-win" scenario (Caligiuri et al., 2013) as the firm enhances its reputation, employees upgrade their skills, and there are positive impacts for the charitable causes. Therefore, employee volunteering activity has become more common in many workplaces (Brockner et al., 2014), as well is often part of a company initiative (Rodell et al., 2016). For example, Rodell et al. (2016) estimated that more than 60% of companies had formal employee volunteering programs, and that about 90% of firms had some informal methods to encourage and support employee volunteering. ...
... As is widely recognized, as volunteering fulfills a business's social responsibilities, generates internal benefits, and also benefits the employees, it is often included in CSR strategies (Porter and Kramer, 2002;Cycyota et al., 2016;Cook and Burchell, 2018). In association with CSR, employee volunteering has been linked with positive perceptions, such as happiness (Rodell, 2013), well-being (Stukas et al., 2016), collective pride (Rodell et al., 2017), morale (Caligiuri et al., 2013), work attitudes (Brockner et al., 2014), job performance (Malinen and Harju, 2017), and company reputation and image (Jones et al., 2014), all of which highlight the importance of effective employee volunteering. ...
Many organizations encourage their employees to participate in charitable activities as part of their corporate social responsibility strategies. As a result, there has been an increased research interest in employee volunteering behavior. However, while previous research on employee volunteering decisions has focused on both individual-level and organizational-level factors, there has been less focus on peer involvement and volunteer cause proximity. To go some way to filling this research area, this paper conducted two studies to examine the possible effects of colleague participation, colleague position and public cause proximity on employee volunteering intentions. Study 1 found that colleague participation and public cause proximity had significant effects on employee volunteering, and Study 2 found that power distance played a moderating role in the relationship between colleague position and employee volunteering. This study contributes to theoretical research on employee volunteering and provides some information to assist firms retain engaged volunteers.
... The growth of volunteering within the corporate environment is increasing and seen as part of a broad agenda to motivate companies to act as committed corporate citizens (Pajo & Lee, 2011). Companies and their employees have long recognized their responsibility for the well-being of communities in which they operate and one of the most common ways to generate impact is by contributing through corporate volunteering (Brockner et al., 2014). According to Moreno and Yoldi (2008) and Herzig (2006), volunteering programs originated in the USA in the 1970s and since the 1990s have become common in British organizations, and in European organizations, especially in Holland, Switzerland and Germany. ...
... Among the benefits for volunteers, there is the possibility of relationship between volunteering and loyalty to the organization. Brockner et al. (2014) concluded that volunteering is positively correlated related with the volunteer's commitment to the organization, and that the experience of personal integrity in the work environment is responsible for this correlation. ...
The pandemic caused by COVID-19 brought a considerable change in the way of working and in people's daily lives, causing, in addition to the health problems of the virus, stress in professional activity. This article aims to analyze whether volunteering practice can mitigate professional stress found during the social isolation caused by the COVID-19 pandemic. A digital survey was applied, reaching 966 respondents. Linear regression methodology was used. Results showed individuals who practiced volunteering before the pandemic and managed to keep practicing it during the social isolation demonstrated greater capacity to delimit their roles at home and obtained lower rates of professional stress, calculated from the sum of variables related to work demand and autonomy in the activities. The study demonstrated that investments in corporate social responsibility and volunteering can bring benefits to the employees, and consequently, organizational wellbeing. Keywords: pandemic, volunteering, occupational stress.
... In an attempt to measure the impact of volunteerism on the socio-economic landscape of the industrial sector, it is important to state that several studies have adopted several models of measurement; including double prong anticipations to volunteer [16] frequency of volunteering efforts [17] and measure length of volunteering service [18] . ...
... Further, in order to reinforce the impacting force of volunteering intensity with respect to scale-based measurement conditions as canvassed by Brockner [17] and Rodell [23] , their findings indicated that the validating issues encountered in time-based intensity measures are not likely to become issues owing to the fact that scale-based measures are conducted on the basis of generally agreed scaling parameters defined by a set of known and acceptable standards. Thus, measurement of this sort of evaluation are not susceptible to validating irregularities and results rejections. ...
Industrial sector development is the key driver of modern industrialization and in this paper, it has been shown that it can be optimized by the application of standard socioeconomic governance principles. When this attribute is viewed alongside corporate policies on social responsibilities of an organization, then, its internalization factor could be used to reinvent or prioritize societal progress. The study focused on the evaluation of the measurable impact of employee or corporate volunteerism policies and practices on the industrial sector and the society at large. It found that corporate volunteering policies are made in response to changing societal expectations and aspirations. This means that employee volunteerism is a direct consequence of a corporate need for creating social stability for optimal economic benefits. Thus, the study finds that volunteerism comes at a cost on the organization and as such is directly dependent on the corporate decision of the organization and individual decision of the employee. In order to ascertain the impact of this effort on socioeconomic governance, directional integrators, volunteering intensity and individualized persistence were used as assessment benchmarks which indicated that the success of the volunteering efforts is significantly dependent on an employee's personal efforts irrespective of his organization's policy. Further, findings indicate that volunteering is decision based and as such, the volunteer is at liberty to convert or expand his personal volunteer effort into corporate program by reorganizing the content of his efforts within the available resources and space.
... Kolnhofer Derecskei and Nagy (2020) [25] demonstrate that employee volunteering does not differ based on demographic distribution, but the intensity of volunteering is influenced by corporate activities. Brockner et al. (2014) [26] explain the relationship between the motives arising from employee participation in corporate volunteerism (corporate-sponsored volunteerism) and their organizational commitment. The results show that corporate volunteering is positively associated with organizational commitment. ...
... Kolnhofer Derecskei and Nagy (2020) [25] demonstrate that employee volunteering does not differ based on demographic distribution, but the intensity of volunteering is influenced by corporate activities. Brockner et al. (2014) [26] explain the relationship between the motives arising from employee participation in corporate volunteerism (corporate-sponsored volunteerism) and their organizational commitment. The results show that corporate volunteering is positively associated with organizational commitment. ...
This paper aims to determine the association between the frequency of participation in corporate volunteering activities as a part of corporate social responsibility and career growth, developing a relationship with colleagues, and developing new experiences and skills in the workplace using correspondence analysis. The total sample consists of 385 respondents. These data were obtained using an online questionnaire during the COVID-19 pandemic. We find that employees, who frequently participate in corporate volunteering activities, have better possibilities for career growth. In addition, they think that corporate volunteering contributes to better relationships among colleagues in the workplace. Finally, the results demonstrate that developing work experience and skills is associated with corporate volunteering. The main benefits of volunteering include gaining a good feeling from the help provided and increasing self-confidence in professional life. Employees prefer outdoor activities to help the environment within the green policy of many companies in the COVID-19 period.
... Identity is a central concept in theoretical explanations of sustained volunteering. While a range of factors can explain episodes of volunteering (Brockner, Senior, & Welch, 2014;Pajo & Lee, 2011;Peloza & Hassay, 2006), there is consensus in the literature that a volunteer identity is a direct cause of sustained volunteering (Grant, 2012;Penner, 2002). A volunteer identity describes the extent to which a volunteer role and the relationships associated with it become part of a person's self-concept (Piliavin, Grube, & Callero, 2002). ...
... As such, while previous research provides insights into how social interactions can inhibit the formation of a volunteer identity, the processes through which social interactions in the workplace can inspire the development of a volunteer or underlying moral identity have received much less theoretical and empirical attention (see . The limited focus on social interactions reflects the fact that the majority of employee volunteering studies focus on volunteers themselves (e.g., Brockner et al., 2014;Caligiuri et al., 2013). Despite the recognition that long-term volunteers become "champions of the cause, persuading coworkers, supervisors, and subordinates to join volunteering efforts" (Grant, 2012: 590), precisely how they persuade their coworkers is unknown. ...
Employee volunteering has become a common phenomenon in many organizations. However, it is unclear how sustained volunteering spreads between colleagues. Drawing on an empirical study set in the English legal profession, this study examines the processes through which existing employee volunteers influence their coworkers to internalize a volunteer identity. The study yields a theoretical model that specifies how coworkers may identify existing volunteers as moral exemplars. Five forms of social influence emanate, often unknowingly, from these exemplars: encouraging, evoking, edifying, enacting, and exemplifying. These forms of social influence inform coworkers’ microprocess of moral identity work through which they claim a volunteer identity. This study thereby shifts attention from the well-theorized outcomes of moral identities to the largely unexamined social influences on moral identities in the workplace, enriching our understanding of the development of the moral self that is foundational to theories of volunteering and identity.
... When an employee favorably compares an employer's qualities to those of others, self-image increases (Ashforth and Mael 1989, Brockner et al. 2014, Dutton and Dukerich 1991. Higher self-image and selfconcept increase the attractiveness of categorizing oneself as part of an organization and, thus, increase job satisfaction and identification with the organization (Ashforth and Mael 1989, Brockner et al. 2014, Dutton and Dukerich 1991, Dutton et al. 1994, Greening and Turban 2000, Mael and Ashforth 1992, which results in employee attitudes and behaviors that benefit the firm (O'Reilly and Chatman 1986). ...
... When an employee favorably compares an employer's qualities to those of others, self-image increases (Ashforth and Mael 1989, Brockner et al. 2014, Dutton and Dukerich 1991. Higher self-image and selfconcept increase the attractiveness of categorizing oneself as part of an organization and, thus, increase job satisfaction and identification with the organization (Ashforth and Mael 1989, Brockner et al. 2014, Dutton and Dukerich 1991, Dutton et al. 1994, Greening and Turban 2000, Mael and Ashforth 1992, which results in employee attitudes and behaviors that benefit the firm (O'Reilly and Chatman 1986). Indeed, surveys have suggested that value congruence should influence important outcomes such as employee wellbeing (O'Reilly et al. 1991), employee creativity ( Spanjol et al. 2015), positive attitudes towards the job and employer (Amos and Weathington 2008, Cable and Judge 1996, Kristof-Brown et al. 2005), contextual performance (Goodman and Svyantek 1999), organizational citizenship behavior or prosocial organizational behavior (Cable and DeRue 2002), support for the organization's objective and putting in extra effort on the job ( Arthur et al. 2006, Kristof-Brown and Guay 2011, Kristof-Brown et al. 2005), and job performance more broadly (Kristof-Brown et al. 2005, Hoffman andWoehr 2006). ...
Despite a recent surge in corporate activism, with firm leaders communicating about social-political issues unrelated to their core businesses, we know little about its strategic implications. This paper examines the effect of an employer communicating a stance about a social-political issue on employee motivation, using a two-phase, pre-registered field experiment in an online labor market platform. Results demonstrate an asymmetric treatment effect of taking a stance depending on whether the employee agrees or disagrees with that stance. Namely, I observe a demotivating effect of taking a stance on a social-political issue with which employees disagree, and no statistically significant motivating effect of taking a stance on a social-political issue with which employees agree. This study has important implications for the nascent scholarship on corporate activism, as well as the scholarship on strategic human capital management.
... Protection and Improvement.Clary et al. (1992) claim that the existence of more than one reason for a specific direction in REVISTA CADERNO PEDAGÓGICO -Studies Publicações e Editora Ltda., Curitiba, v.21, n.2, p.01-27. 2024 volunteering is naturally possible. In addition, individuals involved in the same activity may harbour different motivations.Brockner et al. (2014) andSnell and Wong (2013) suggest that corporate volunteering can be understood as the employees' participation in activities sponsored by the companies, usually during working hours and for the benefit of some local entity or society, in a broader context in which that organization operates. Usually, the company sponsors a continuous pr ...
This paper analyses the main relationships between the perception of spirituality, participation in volunteer projects and the development of soft skills. 309 questionnaire forms were applied and the method of multivariate analysis of linear regression was used. Relevant relationships were found between the constructs. The variable related to learning proved to be decisive for the decision to participate in volunteer projects, demonstrating the interest of volunteers in this type of development. In addition, the higher level of personal spirituality, according to the respondent's perception, favours the development of soft skills, in addition to active participation in volunteering, not occasional, but frequent and systematic, preferably weekly. On the one hand, the company can stimulate spirituality passively or actively. On the other hand, the company can allow, encourage and even promote weekly participation in volunteer projects. Faced with the need for organizations to develop Soft Skills, this work contributes to the proposal of alternative ways to increase these skills, in view of the perception that courses and business schools have not achieved this objective. Results can also contribute to society by demonstrating that the effort to meet the needs of others can bring individual benefits to those who dedicate themselves to this task.
... For example, offering volunteer programs not only benefits society and the environment, but also employees in terms of personal development and growth (Rodell, 2013). The company also benefits through increased employee productivity (Knox, 2020) and thus higher job performance and organizational performance (Brockner et al., 2014;Rodell, 2013). ...
Despite a large body of research on corporate social responsibility (CSR), there has been little research on the actual implementation of CSR strategies in companies. Therefore, this article examined top‐down and bottom‐up approaches for implementing sustainability at company level. For our survey, we chose a large IT services company, which is one of the global leaders in the Software as a Service (SaaS) business. Based on theoretical foundations, namely the Social Identity Theory and the Social Exchange Theory, six interviews were conducted with employees and managers of the company. Our results show that the company's vision and values strongly influence the employees' sustainable work activities and behavior. In addition, the employees also have options for shaping the sustainability strategy within the framework they are given. Concluding, the article shows the advantages of integrating both top‐down and bottom‐up approaches, and identifies options for companies implementing sustainability.
... Organizational commitment goes beyond the scope of the organizational loyalty and involves "identification and involvement of an individual in a specific organization" (Mowday et al., 2013), that is, an acceptance and strong belief in organizational values, a willingness to put more effort or do more to accomplish a task than is expected in terms of job descriptions, a high desire to maintain membership in the organization (Mowday et al., 2013). Organizational commitment is an important determinant of organizational efficiency and effectiveness (Brockner, Senior, & Welch, 2014). Research has shown that OC is a key factor to improve performance, build collective cognition and organizational citizenship behavior, reduce absenteeism and turnover rate (Brown, Hillman, & Okun, 2012). ...
The aim of this article is to study the structure of organizational commitment as well as the psychological and behavioral mechanisms behind it among groups of military and civilian personnel of the Armed Forces of Ukraine. Based on the assertion that the army has an authoritarian (directive) style of management characterized by principles of unity of command and high centralization of leadership, in this work with the purpose of getting the sincere answers and reliable results the preference was given to the psycholinguistic method of research, namely, free association experiment. The results of the study proved that there are significant differences in the structure of organizational commitment when it comes to the position of individuals in the military hierarchy, that is, whether they hold a military/civilian position or are just beginning their military career as cadets. Dominant element in the structure of organizational commitment of civilian personnel of the Armed Forces of Ukraine is affective commitment, in relation to servicemen it is continuance commitment, in relation to cadets it is normative commitment.
... Thus, employees' perceptions and feelings about CSR shape their attitudinal and behavioral reactions to the employer's CSR activities (Ng et al., 2019). (Brockner et al., 2014;Lin et al., 2012) mediate the CSRto-work behavior relationship. Organizational trust signifies employees' confidence and belief that the organizational decisions shall be fair and beneficial and not detrimental to the workforce (Farooq, Payaud, et al., 2014;Robinson, 1996). ...
This paper contains a meta-analytic review of 140 research articles and 320 effect sizes to explore how employees' perceptions of internal and external corporate social responsibility (CSR) activities influence an array of work outcomes at three levels (emotional, attitudinal, and behavioral). We aim to discover the underlying psychological and methodological factors affecting this linkage. This study reveals that CSR is more strongly connected with employees' psychological-emotional reactions (i.e., organizational trust and pride) and work attitude (i.e., organizational commitment) rather than work behavior (i.e., organizational citizenship behavior). Although each type of CSR's association with four work outcomes is positive and significant, wide variance exists in effect sizes reported across studies, warranting a search for substantive moderators. Meta-regression and subgroup analyses indicate the moderating effects of specific study-level attributes viz. CSR typology, type of organizational commitment, source & type of organizational citizenship behavior, study design, and other contextual factors. It is found that the CSR-to-employee outcome relationship significantly contrasts across industries, regions, and cultures. This paper enriches the extant micro-CSR literature by emphasizing that CSR can cultivate positive employee sentiments, work attitudes, and behaviors, provided CSR is embedded and integrated innately with sustainable human resource management and core business processes while rising above legal requirements and egocentric motives. Important implications for theorists and managers and potential avenues for future research are conferred in this paper.
... Thus, employees' perceptions and feelings about CSR shape their attitudinal and behavioral reactions to the employer's CSR activities (Ng et al., 2019). (Brockner et al., 2014;Lin et al., 2012) mediate the CSRto-work behavior relationship. Organizational trust signifies employees' confidence and belief that the organizational decisions shall be fair and beneficial and not detrimental to the workforce (Farooq, Payaud, et al., 2014;Robinson, 1996). ...
It's a systematic review and meta-analysis paper on the relationship between CSR and Employees' Work Attitudes & Behavior.
... Thus, employees' perceptions and feelings about CSR shape their attitudinal and behavioral reactions to the employer's CSR activities (Ng et al., 2019). (Brockner et al., 2014;Lin et al., 2012) mediate the CSRto-work behavior relationship. Organizational trust signifies employees' confidence and belief that the organizational decisions shall be fair and beneficial and not detrimental to the workforce (Farooq, Payaud, et al., 2014;Robinson, 1996). ...
This paper contains a meta‐analytic review of 140 research articles and 320 effect sizes to explore how employees' perceptions of internal and external corporate social responsibility (CSR) activities influence an array of work outcomes at three levels (emotional, attitudinal, and behavioral). We aim to discover the underlying psychological and methodological factors affecting this linkage. This study reveals that CSR is more strongly connected with employees' psychological‐emotional reactions (i.e., organizational trust and pride) and work attitude (i.e., organizational commitment) rather than work behavior (i.e., organizational citizenship behavior). Although each type of CSR's association with four work outcomes is positive and significant, wide variance exists in effect sizes reported across studies, warranting a search for substantive moderators. Meta‐regression and subgroup analyses indicate the moderating effects of specific study‐level attributes viz. CSR typology, type of organizational commitment, source & type of organizational citizenship behavior, study design, and other contextual factors. It is found that the CSR‐to‐employee outcome relationship significantly contrasts across industries, regions, and cultures. This paper enriches the extant micro‐CSR literature by emphasizing that CSR can cultivate positive employee sentiments, work attitudes, and behaviors, provided CSR is embedded and integrated innately with sustainable human resource management and core business processes while rising above legal requirements and egocentric motives. Important implications for theorists and managers and potential avenues for future research are conferred in this paper.
... Employee commitment is considered to be an important determinant of organizational effectiveness and performance. It represents the other half (with job satisfaction) of what some experts call overall job attitude (Brockner, Senior, & Welch, 2014). It has been shown by the studies that employee commitment has the potential to predict a variety of organizational outcomes, such as increased job performance, reduced turnover and withdrawal cognitions, lower absenteeism rate, and increased organizational citizenship behavior (Brown, Hillman, & Okun, 2012). ...
This study examined the relationship between emotional intelligence and organizational commitment. Using data from 65 entrepreneurs, randomly drawn from three industrial sectors-tailoring, furniture and water bottling, in Rivers State, the Spearman's rank order correlation was used to measure the relationship between the components or proxies of the independent variable and the measures of the dependent variable. The results of our findings showed that there is positive and significant relationship between the two main variables of the study, namely; emotional intelligence and organizational commitment and some of the components of these variables. This signifies the necessity of attracting and employing highly emotional intelligent individuals, training them in different levels and leading them towards the application of the skills required. Paving the ground for the development and continuation of emotional intelligence within managers and the employees are also inevitable factors to be followed. It was also revealed that organizational culture moderates the relationship between emotional intelligence and organizational commitment. Hence, management must facilitate their employees by providing an organizational atmosphere where employee feel valued; receive essential support to recognize their potential to make them committed to the organization.
... First, the procedure used in the present research and by Kinias and Sim (2016) is not the only vehicle for self-affirmation. For example, taking part in some meaningful volunteer activity has been shown to elicit self-affirmation and subsequent engagement with the institution (Brockner et al., 2014). Hence, it may be possible to make such volunteer activities available to incoming students or employees. ...
There is a gender performance gap in the MBA classroom, in which men perform better than women, particularly in quantitative courses. We examined whether greater congruence between participants' self-construal levels and the self-affirmation in which they engaged would mitigate the gender performance gap. In Study 1, participants varying in their self-construal levels were randomly assigned to one of three conditions: 1) an individual self-affirmation condition in which they wrote about a value that is important to them, 2) a collective self-affirmation condition in which they wrote about a value that is important to them and their ingroup, and 3) a control condition in which they wrote about a value important to someone else. We found that: 1) the gender performance gap was mitigated among those who individually self-affirmed and 2) the gender performance gap was particularly likely to be diminished under conditions of congruent self-affirmation (when those who were relatively high in independent self-construal engaged in individual self-affirmation and when those who were relatively high in interdependent self-construal engaged in collective self-affirmation). Conceptually analogous results emerged in Study 2 conducted on a considerably larger on-line sample. The discussion centers on: (1) the implications of our findings for the emerging literature on wise interventions, and (2) the practical value of encouraging individuals to engage in self-affirmation to counteract the harmful effects of stereotype-threat.
... Another prominent theme featured by the CV literature is the justification of CV, or the business case of CV, with the value proposition of CV as "triple win" for employees (Brockner et al., 2014;Caligiuri et al., 2013), businesses (Rodell, 2013) and the community (Caligiuri et al., 2013). For example, Lee and Higgins (2001) argue that CVs have the potential to lead more sustained community-business partnerships through raising awareness and generating a dialog between stakeholders. ...
Despite the growth and popularity of corporate volunteering, a small, albeit growing stream of studies representing the nonprofit's perspectives focus on either “why” or “triple win” outcome of the corporate volunteer programs, not much is known about the process of internal management and strategy development of corporate volunteering programs. This study aims to examine the understudied strategy and management process of nonprofits in corporate volunteer-related partnerships. Based on interview and observation data collected from 2018 to 2019 from an Australian nonprofit organization specializing in food rescue, the authors investigate its exemplary corporate volunteering management practices and the challenges it faces. Findings reveal three dimensions of management imperatives and two sets of management challenges that have not been addressed in the literature. This study advances corporate volunteer management literature from the nonprofit's perspective by providing a promising model for designing and implementing an effective corporate volunteer management program. It also highlights the ensuing challenges this model might face.
... Conversely, ECSR actions directed toward third parties (like larger community and natural environment) indirectly engender a satisfied, committed and engaged workforce by arousing cognitive and emotional reactions based on the underlying social identity principle, like enhanced corporate image (Wei et al., 2014), pride (Ng et al., 2019), external prestige (Rodrigo et al., 2019) and meaningfulness (Zhu, 2018). Owing to the social exchange tenet, CSRP/employee volunteering stimulates positive work attitudes (de Gilder et al., 2005;Jones, 2010) like increased commitment (Breitsohl and Ehrig, 2017;Curran and Taheri, 2019;Brockner et al., 2014) and job satisfaction (Gore, 2018), to reciprocate the benefits ascended from volunteering. The prominent benefits of CSRP/volunteering includeimproved job characteristics (e.g. ...
Purpose
This paper aims to examine whether and how internal and external typologies of corporate social responsibility (CSR) and employees’ CSR participation (CSRP) differentially impact organizational citizenship behavior (OCB) and turnover intentions (TI), mediated by meaningful work (MW) and affective commitment (AC) and moderated by CSR motive attributions.
Design/methodology/approach
Bootstrapped structural equation modeling using AMOS and mediation and moderation analysis using Hayes’ Process macro in SPSS are performed on a sample of 193 employees from diverse industries in India.
Findings
The CSR-work outcomes relationship is rather multifaceted. Internal CSR (ICSR) and CSRP directly promote the meaningfulness of work and AC. Further, all three kinds of CSR (ICSR, external CSR (ECSR) and CSRP) influence work behaviors (OCB and TI) sequentially via MW and AC. Intrinsic (extrinsic) CSR attributions strengthen (weaken) the positive effect of ECSR on MW. Nevertheless, the conditional indirect effects could not be established, warranting further investigation.
Practical implications
The management must elevate employees’ CSR awareness allowing them to partake in the planning and execution of CSR programs that are authentic, righteous and seamlessly unified with core business activities to nurture work meaningfulness and positive employee attitudes and behaviors.
Originality/value
This is the foremost study that involves a bibliometric analysis of employee-based CSR research and a systematic meta-analytic review of the relationship between CSR and meaningfulness from employees’ perspectives. The present study is novel as it divulges an integrative framework about how employees’ CSR perceptions, participation/volunteering and attributions collectively influence the work outcomes at three levels (namely, cognitive, attitudinal and behavioral), drawing on sensemaking, needs and justice-based views, social identity, social exchange and attribution theories. Thus, new nuances are added to extant micro-CSR literature.
... Corporate volunteers often feel fulfilled when giving back to their community; community organizations benefit from enhanced programming. To get started in this type of partnership, 4-H professionals should consider what companies in their community may align with their program goals (Brockner, 2014). ...
This article discusses best practices learned from a corporate partnership between Bayer, 4-H county programs in Missouri, New Jersey, and Pennsylvania; and National 4-H Council. This corporate partnership has blossomed into a multi-level engagement that is offering unique opportunities for both Bayer and 4-H programs at the local and state level. Authors share lessons learned that can be utilized for colleagues to leverage mutually beneficial corporate partnership to expand their work in the community.
... According to Brockner, Senior and Welch [40], the career function refers to experiences that could be used for future careers based on volunteering activities. While taking part in volunteering activities, volunteers may gain specific experience which may be related to their current or future career. ...
Volunteer tourism, which is commonly referred to as voluntourism, is currently a dynamic alternative travel option with a focus on sustainable tourism. However, existing literature reveals that voluntourism activities do not meet tourists’ expectation, fail to provide experiences related to environmental issues, and thus, leads to their dissatisfaction. Realising the importance of the satisfaction of the voluntourists’ future behaviour, applying the volunteer function inventory, coupled with environmental concern, the authors aim to identify factors influencing voluntourists’ satisfaction and present the outcomes of voluntourists’ satisfaction among island visitors in Malaysia. Using a purposive sampling method, the data were collected through a survey among voluntarists in east coast island tourist destinations. A total of 278 valid questionnaires were gathered from two sessions of data collection process. Due to the model’s complexity, SEM-PLS version 3.3.2. was employed to analyse the hypotheses of the study. The results of the study revealed that career and social functions, in contrast with other variables, do not positively influence the voluntourists’ satisfaction. The continuous intention and the intention to recommend factors positively support the research model. Studies on voluntourists in Malaysian island destinations are relatively novel. Besides enriching the literature on voluntourism, which is particularly scarce especially in the Asian setting, the findings are also beneficial to local governments and voluntourism organisations to develop suitable approaches and policies to promote voluntourism in island destinations. The study is limited to the island destination setting. Future studies should focus on other destinations such as cultural and heritage sites, because these destinations have sentimental values that should be preserved.
... O crescimento do voluntariado no meio corporativo é crescente e visto como parte de uma agenda mais ampla para incentivar as empresas a agir como cidadãos corporativos comprometidos (Pajo & Lee, 2011). Por essa razão, há muito tempo as empresas e seus funcionários reconheceram sua responsabilidade pelo bem-estar das comunidades em que operam e uma das formas mais comuns para gerar impactos é contribuir por meio do voluntariado corporativo (Brockner et al, 2014). Segundo Sarjardo e Serra (2008) e Herzig (2006), esses programas se originaram nos EUA na década de 1970 e desde a década de 1990 se tornaram comuns nas empresas britânicas e posteriormente foram desenvolvidos com mais força nas empresas da Europa, especialmente na Holanda, Suíça e Alemanha. ...
Resumo Esse artigo tem por objetivo analisar se a prática do voluntariado pode atenuar o stress profissional apurado durante o isolamento social provocado pela pandemia do COVID-19. Foi aplicada uma survey por meio digital com questões demográficas e conceituais em escala Likert, alcançando 996 respondentes. A metodologia utilizada foi regressão linear. Os dados foram padronizados, codificados e rodados no Stata IC v.15. Os resultados demonstraram que os indivíduos que praticavam voluntariado antes da pandemia, e conseguiram continuar praticando durante o isolamento social, demonstraram maior capacidade de delimitar seus papéis e função em casa e obtiveram menores índices de stress profissional, calculado a partir da soma de variáveis relacionadas a demanda de trabalho e autonomia nas atividades. O estudo contribuiu pelo menos para três esferas: Organizações sem fins lucrativos, oferecendo argumentos para o recrutamento, retenção, motivação e engajamento de voluntários; Empresas, demonstrando que os investimentos em responsabilidade social corporativa e voluntariado corporativo podem trazer benefícios para seus colaboradores e por consequência trazer bem-estar organizacional; e, finalmente, para os indivíduos, comprovando que seu esforço em favor da construção de um mundo melhor pode também trazer saúde mental e melhor equilíbrio emocional diante das demandas profissionais.
... O crescimento do voluntariado no meio corporativo é crescente e visto como parte de uma agenda mais ampla para incentivar as empresas a agir como cidadãos corporativos comprometidos (Pajo & Lee, 2011). Por essa razão, há muito tempo as empresas e seus funcionários reconheceram sua responsabilidade pelo bemestar das comunidades em que operam e uma das formas mais comuns para gerar impactos é contribuir por meio do voluntariado corporativo (Brockner et al, 2014). ...
Resumo: Este trabalho buscou analisar as principais relações entre a percepção da espiritualidade, a participação em projetos de voluntariado e o desenvolvimento de soft skills. Seus objetivos específicos foram: a) verificar se a busca pelo desenvolvimento pessoal é um fator relevante na motivação para a participação em projetos de voluntariado; b) constatar se a percepção da espiritualidade contribui para o desenvolvimento de soft skills e c) analisar se a participação em projetos de voluntariado contribui para o desenvolvimento de soft skills. Para alcançar os objetivos propostos, foram aplicados 309 formulários e utilizado o método de análise multivariada de regressão linear. Após o tratamento dos dados no software Stata, constatou-se que existem importantes relações entre os construtos. Verificou-se que variável relacionada ao aprendizado se mostrou importante para a decisão de participar de projetos de voluntariado, que a percepção do nível de espiritualidade pessoal favorece o desenvolvimento de soft skills e que a participação em voluntariado favorece o desenvolvimento de soft skills, desde que sistemática e praticada semanalmente. Em um momento em que as corporações percebem um gap na formação de soft skills em seus colaboradores e passam a desconfiar dos treinamentos formatados por empresas do ramo e das escolas de negócios, o estudo contribui com duas alternativas para satisfazer sua busca pelo desenvolvimento de soft skills. Por um lado, a empresa pode incentivar a espiritualidade de maneira passiva e ativa. Por outro lado, a empresa pode permitir, incentivar e até mesmo promover de maneira proativa e organizada, a participação semanal em projetos de voluntariado. Essa pesquisa pode contribuir também para a sociedade como um todo ao demonstrar dedicar-se para o auxílio das necessidades de outros pode trazer benefícios individuais para aqueles que se dedicam a essa tarefa
... First, the procedure used in the present research and by Kinias and Sim (2016) is not the only vehicle for self-affirmation. For example, taking part in some meaningful volunteer activity has been shown to elicit self-affirmation and subsequent engagement with the institution (Brockner et al., 2014). Hence, it may be possible to make such volunteer activities available to incoming students or employees. ...
... Studies highlight that identification of factors that facilitate employee participation in volunteering programmes can help the organization to realize the potential of volunteering activities. Past studies have examined the relevant factors that account for employee participation in volunteering programmes (Brockner et al., 2014;Hu et al., 2016;Pajo and Lee, 2011;Peloza and Hassay, 2006;Peloza et al., 2009;Sekar and Dyaram, 2017;Zappalà and Mclaren, 2004). Most often these studies primarily focused on the influence of individual motives (Haski-Leventhal et al., 2019;Schie et al., 2018;Breitsohl and Ehrig, 2016) and demographic profiles of the participants (Wilson, 2012;Peterson, 2004b, Lanero, 2017 in determining their likely participation in CV. ...
Purpose
The purpose of this paper is to identify some of the critical organizational support factors and efforts that facilitate better employee participation in corporate volunteering (CV) programs. There is a growing interest to understand the role of organization in enhancing better employee participation in volunteering programs.
Design/methodology/approach
The authors conducted an empirical investigation with (n = 461) employee volunteers, who participated in company sponsored volunteering programs. The authors tested the hypothesized relationship using structural equation modelling (SEM).
Findings
The SEM results indicate that cultural fit, organizational CV communication and implementation of CV programmes facilitate better employee participation.
Research limitations/implications
This study provides insights for organizations in terms of increased internal communication and alignment of organizational values with CV programmes to attract better employee participation in volunteering programmes.
Originality/value
This study contributes to the literature on the phenomenon of employee volunteering by examining various organizational efforts that facilitate better employee participation in volunteering programmes.
... With the altruistic orientation, such as a prosocial personality, the common driver of volunteering seems to be the desire to increase others' well-being. (Brockner et al., 2014;Rodell et al., 2016). Less attention was given to the citizenship behavior, the content of the volunteering activities, and the impact of corporate volunteers on society. ...
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.
... Consequently, De Gilder, Schuyt, and Breedijk (2005) linked employee volunteerism with employee workplace attitudes and behaviors and found that employee volunteerism increased organizational commitment, organizational citizenship behavior, career satisfaction, and attitude towards work and decreases turnover intention. Employee engagement in corporate volunteering activities is positively related to morale and trust (Gatignon-Turnau & Mignonac, 2015), organizational identification (Jones, 2010), organizational pride and commitment (Brockner, Senior, & Welch, 2014), job satisfaction, and job performance (Hu, Jiang, Mo, Chen, & Shi, 2016). ...
Despite the clear importance of perceived corporate social responsibility for employee's innovative work behavior, how and when perceived corporate social responsibility fosters said behavior is not very well understood. Research at the individual level of corporate social responsibility has been growing rapidly. This study proposes that perceived corporate social responsibility has a substantial influence on employee's innovative work behavior and this relationship is mediated by authenticity and volunteerism. A questionnaire survey consisting of 317 valid responses from employees and 175 valid responses from their respective supervisors in the hotel industry in Pakistan validated the proposed model. The current study found that perceived corporate social responsibility is positively related with an employee's innovative work behavior. Moreover, authenticity and employee volunteerism mediated the link between perceived corporate social responsibility and innovative work behavior. The practical implications to enhance individual innovative work behavior are discussed.
... Also, this conceptualization views volunteering as a choice: Individuals decide whether to volunteer as opposed to performing other activities (e.g., watching a movie) and also make decisions about the intensity of any volunteering efforts (Rodell, 2013). Previous research (e.g., Brockner, Senior, & Welch, 2014;Rodell & Lynch, 2016) has operationalized "employee volunteering" as the frequency of employee volunteering behavior. ...
This study examines how the laudable behavior of employee volunteering can lead to deviant workplace behavior. We draw on the moral licensing and organizational justice literatures to propose that the relationship between employee volunteering and workplace deviance is serially mediated by moral license (moral credits and moral credentials) and psychological entitlement. Results from 2 multiwave survey studies of full-time employees from a variety of organizations and industries confirm that moral credits and psychological entitlement serially mediate this relationship, although the proposed mediating role of moral credentials was not supported. Organizational justice moderates the impact of psychological entitlement on workplace deviance; the indirect relationship between employee volunteering and workplace deviance weakens when perceptions of organizational justice are high. This study demonstrates a potential dark side to employee volunteering and also contributes to the moral licensing and behavioral ethics literatures. (PsycINFO Database Record (c) 2020 APA, all rights reserved).
... The fact that people have intentions to volunteer does not automatically translate into actual volunteer behavior. We are not alone in confronting this limitation, with many scholars (such as [66]) investigating behavioral intentions. They tend to negotiate this problem by proving that intention to behave is the best predictor of behavior. ...
Volunteerism is pro-social behavior that positively affects both society and the volunteers themselves. Gossip is also a pro-social behavior, but usually perceived as negative. This research focuses on the effect of pro-social attitudes, age, and gossip on pro-social behavior, and specifically on the intention to volunteer.
В представленной статье проведен анализ вклада российских компаний с эффективной системой управления финансами и рисками в корпоративную социальную ответственность. В качестве ключевых выводов статьи можно выделить тот факт, что в последнее время внимание отечественных и зарубежных исследователей приковано к теме корпоративной социальной ответственности. Формулирование единых теоретических представлений о том, что же находится в системе корпоративной социальной ответственности (КСО), позволило вывести такие исследования на совершенно другой уровень. В настоящее время КСО регулируется целой серией нормативно-правовых актов, начиная от международных стандартов, используемых производителями товаров, и заканчивая разработкой на базе самих компаний стратегии для несения КСО, ее интеграцией в систему общего управления предприятием. Совершенствование системы управления КСО — это одна из приоритетных и главных задач в процессе формирования качественной социальной политики каждого отдельного предприятия в различных отраслях. Именно поэтому в представленном исследовании наглядно продемонстрированы направления формирования и реализации корпоративной социальной ответственности, которая занимает одну из важных ролей в организациях, особенное внимание уделяется возможностям возникновения рисков и способов работы с данными ситуациями с учетом минимальных потерь и издержек. В ходе проведенного исследования сформированы выводы, позволяющие реализовать решение проблем в рамках современной практики и минимизировать негативные тенденции в направлении функционирования принципов корпоративной социальной ответственности, так как данный вопрос является крайне актуальным в современных экономических условиях.
The article analyzes the contribution of Russian companies with an effective financial and risk management system to corporate social responsibility (CSR). As the key conclusions of the article, we can highlight the fact that recently the attention of domestic and foreign researchers has been focused on the topic of corporate social responsibility The formulation of unified theoretical ideas about the content of corporate social responsibility has brought such research to an entirely different level. Currently, corporate social responsibility is regulated by a whole series of regulatory legal acts, from international standards used by manufacturers of goods, to the development of a strategy for corporate social responsibility on the basis of the companies themselves, its integration into the general enterprise management system. Improving the CSR management system is one of the priority and main tasks in the process of forming a high-quality social policy of each individual enterprise in various industries That is why the presented study clearly demonstrates the directions of formation and implementation of corporate social responsibility, which plays one of the important roles in organizations, special attention is paid to the potential risks and ways of dealing with these situations with minimal losses and costs. In the course of the study conclusions were made, allowing to implement solutions to problems within the framework of modern practice and to minimize negative trends in the direction of the principles of the CSR, as this issue is highly relevant in today’s economic conditions.
Research points to the importance of establishing inclusive workplaces. Yet, the same research also suggests that getting employees to buy in and engage in these sorts of inclusive behaviors can be a challenging endeavor. While the current literature offers some practical suggestions for garnering inclusion among employees, most recommendations center on programs and contexts with direct ties to inclusion (e.g., diversity, equity, and inclusion trainings), which at times have limited success. Our article diverges from this approach by considering the impact of employee volunteering—a practice without explicit inclusion-related objectives—on employees’ inclusive behaviors. Drawing on a set of theories about cognitive processing, we propose that employee volunteering presents an opportunity to foster inclusive behavior by enhancing perspective taking. We further suggest that these benefits are contingent upon an individual’s motivation for volunteering—in particular, that the perspective-taking potential of volunteering is best realized when employees volunteer for prosocial motives and not for self-protective motives. We find support for these predictions in a combination of a laboratory experiment, a quasi-field experiment, and a multisource field study. The results advance our understanding of the types of unconventional activities—such as employee volunteering and volunteer motives—that can be leveraged into more inclusive behavior among employees.
Organizational justice scholars have examined the consequences and causes of employees’ fairness perceptions. Given the reliability of what is known about how, when, and why fairness perceptions matter, we can and should contribute to addressing the pressing problems of our times, regardless of whether they primarily reside within organizations (e.g., diversity, equity, and inclusion (DEI)) or outside of organizations (e.g., climate change, political extremism). Our focus aligns with more general calls for responsible management research (Tsui, 2022). Accordingly, we illustrate the implications of organizational justice scholarship for addressing three issues: DEI, climate change, and political extremism. We also consider some of the barriers associated with translating organizational justice theory and research to practice, offer some recommendations on how to overcome those barriers, and delineate some of the unintended consequences of our best efforts. Finally, we describe ways in which organizational justice scholars can make our knowledge more accessible in public domains.
Purpose: The aim of this study is to test for a moderating role of employee participation in volunteering in links between employees' relationships with peers and supervisors, work meaningfulness (WM) and affective commitment (AC).
Design/methodology/approach: The study is based on a survey conducted on a sample of 711 employees, both those involved and those non-involved in corporate volunteering (CV).
Findings: The results suggest that employee participation in CV strengthens the effects that employees' perceptions of positive relationships with peers and perceived supervisor support (PSS) have on employees' AC. Contrary to expectations, although participation in CV strengthens employees' sense of WM, it does not affect its links with other phenomena analyzed in this study.
Originality/value: CV is a fast-growing practice in corporate social responsibility. The reasons companies implement CV include the benefits they gain from it, such as positive effects on employee attitudes and behaviors. The paper contributes to the understanding of CV effects on employee attitudes and behaviors and builds a better business case for this CSR practice.
Short-term corporate social impact activities, wherein employees participate in firm-sponsored prosocial initiatives, are becoming increasingly common. However, it remains unclear whether short-term social impact activities affect employee behavior in a manner of relevance to the firm. Theoretically, arguments could be made in favor of or against the likelihood that such short-term activities would increase firm-benefitting employee behavior. We utilized data from a randomized field experiment implemented at a large Latin American bank to examine whether a short-term social impact activity can be beneficial for firms, focusing on one important outcome: turnover. Newly hired employees were randomly assigned to a short-term social impact activity as part of the new employee onboarding process or not. Notably, we find causal evidence that a day-long, short-term engagement reduced employee turnover almost a year later. We explore potential mechanisms behind this effect and find that employees’ perceptions of organizational justice help to explain the effects of the intervention on turnover. We also explore heterogeneous treatment effects and find more substantial effects for male, rather than female, employees. This paper advances the literature on the implications of corporate social responsibility (CSR) practices by shedding light on the causal mechanisms through which a theoretically underexplored and practically relevant type of CSR activity can benefit organizations and their employees.
This paper was accepted by Lamar Pierce, organizations.
Funding: The authors acknowledge funding from NSF through the Learning the Earth with Artificial intelligence and Physics (LEAP) Science and Technology Center (STC) (Award #2019625).
Supplemental Material: The data files are available at https://doi.org/10.1287/mnsc.2022.01517 .
The values driving entrepreneurs are evolving from shareholder wealth maximization towards a more holistic approach wherein business impacts on all stakeholders are considered. This change has been driven in part by a societal cultural shift focused on promoting a sustainable future. To meet this cultural change demanding a balance of profit and ethics, novel entities (e.g., B Corps) have emerged in the private sector. In this chapter, we engage with behavioral perspectives to explore B Corps’ achievements, opportunities, and challenges. We first outline the transition from shareholder to stakeholder considerations, as we believe it constitutes the philosophical ethos of social enterprises. We then focus in turn on four of the five areas used by B Lab’s Impact Assessment—governance, workers, customers and consumers, and community—as they are most appropriate for an exploratory analysis of their interaction with human behavior. Specifically, in governance , we approach the topic of corporate ethics and transparency, as well as how the values of social entrepreneurs shape a firm’s culture. We then outline the relationship between purposeful work and employee performance and examine how B Corps have applied effective practices on social inclusion and employee well-being, in the workers’ section. Concerning customers and consumers , we explore a range of perspectives, including consumer motivations to purchase from B Corps, caveats of ethical consumerism, and how B Corps can capitalize on decision-making research to inspire consumer change. Additionally, we present our research on public awareness and perceptions of B Corp trustworthiness and greenwashing. Finally, the last section— community —highlights B Corps’ civic engagement and communication with their communities through social media, corporate volunteering, and charity work, among others.
Purpose
Drawing on both social identity theory and signalling theory, this paper aims to theorize and empirically examine a moderated mediation model that investigates the underlying mechanism through which perception of Corporate social responsibility (CSR) influence employee affective commitment (AC) (micro-CSR) in case of companies that are among the highest spenders on CSR initiatives targeted at external stakeholders (macro-CSR).
Design/methodology/approach
The hypotheses were tested on 444 employees of top five banking and four information technology Indian companies. Partial least squares structural equation modelling was used to test the measurement model, whereas moderated mediation analysis was done through Hayes PROCESS Macro (v.4).
Findings
Findings suggest that employees develop a positive attitudinal disposition towards organisations CSR activities even when targeted only at external stakeholders. The research findings support advancement of CSR literature by suggesting that expenditure on CSR initiatives of business sends strong signals to employees of the care and empathy it has for stakeholders and due to prestige, that comes along with it, their self-concept gets accentuated. Lack of influence of employee volunteering (EV) on CSR outcomes highlights the need of integration of CSR initiatives with CSR strategy and human resource policies.
Originality/value
Results indicate that perception about CSR is directly related to AC, but its influence improves if it is routed through perceived organisational support and organisational trust in that order. Furthermore, the serial mediation of the model is not moderated by EV.
Future work self salience (FWSS) refers to individuals having a clear and accessible image of possible self-concerning future work that encapsulates their hopes and aspirations. FWSS guides employees' work and careers and leads to many favorable work consequences, such as work engagement, organizational socialization, and job performance. However, little is known about its antecedents. This research explores how leaders can be leveraged to shape follower FWSS and suggests that follower FWSS is cultivated by future-oriented leaders who communicate visions. Moreover, leader self-integrity is identified as an important boundary condition. The results of a multi-wave, multi-source survey involving leader-follower dyads indicate that leader future orientation facilitates leader vision communication, which in turn, enhances follower FWSS. In addition, this indirect effect is contingent upon a first-stage moderator, leader self-integrity, such that the indirect effect is more salient when leaders have higher self-integrity. Implications for theory, practice, and future research are addressed.
In recent years, a rapidly growing literature has shed light on important costs and benefits of prosocial motivation in the workplace. However, researchers have studied prosocial motivation using various labels, conceptualizations, and operationalizations, leaving this body of knowledge fragmented. In this study, we contribute to the literature by providing an integrated framework that organizes extant constructs and measures of prosocial motives along two dimensions: level of autonomy (discretionary/obligatory) and level of generality (global/contextual/positional). Drawing upon this framework, we conducted a meta-analysis with 252 samples and 666 effect sizes to examine the effects of prosocial motivation on workplace outcomes. Moderator analyses were performed to resolve inconsistencies in the empirical literature and understand the context under which prosocial motivation had the strongest or weakest effect. We found that prosocial motivation, in general, was beneficial for employee well-being (𝜌̅ = .23), prosocial behavior (𝜌̅ = .35), job performance (𝜌̅ = .20), and career success (𝜌̅ = .06). The direction and magnitude of these effects depended on the autonomy, generality, and measurement of prosocial motivation, the nature of the outcome (i.e., type of prosocial behavior, subjectivity of performance measures, and forms of career success), as well as the cultural context. Importantly, prosocial motivation had incremental validity above and beyond general cognitive ability and Big Five personality traits for predicting all four outcomes. We discuss the theoretical, methodological, and practical implications from these findings and offer a guiding framework for future research efforts.
Skills-based volunteering programs are designed by organizations to enable their employees to donate their job-related skills and develop new ones, while making a positive difference in the community. Although skills-based volunteering is one of the fastest growing trends in corporate citizenship, we know little about how employees respond to it. Using interview data from a financial institution (volunteering managers, n = 2; employee volunteers, n = 27), we explored this research question: How do employees react when volunteering is framed as an avenue for learning? Our findings show that one-third of volunteers expressed anger or defensiveness and ultimately rejected the notion of learning from volunteering; two-thirds reacted with curiosity, using the interview process to make sense of what they learned. These two groups of volunteers reported different attributions about why their firm supports volunteering. Whereas the former group was cynical about their firm’s motivations, the latter believed that the firm’s intentions were altruistic. However, not all of the participants fit neatly into this pattern; for a minority, manager support for volunteering altered the relationship between attributions and acknowledgement of learning. The key contribution of this paper is a theoretical model that explains how employees respond when volunteering is framed as a forum for learning.
Soziale Engagements sind eine zentrale Säule der Zivilgesellschaft. Sie dienen gleichermaßen der Kompetenzentwicklung des Einzelnen sowie einer Förderung des „Reifegrads“ der Zivilgesellschaft. Das vorliegende Kapitel nähert sich sozialen Engagements aus der Perspektive der Psychologie. In seinem Zentrum steht die Beantwortung der Fragen, wie soziale Engagements definiert und motiviert sind, um auf dieser Grundlage die gelingende Gestaltung und Förderung sozialer Engagements in den Blick zu nehmen. Wir fassen unter dem Begriff des sozialen Engagements Handlungen, die Aktivitäten erfordern, welche mit einer inneren Bindung einhergehen und gemeinnützig sind, ohne dass dies eigenen Nutzen ausschließen muss. Solche Engagements sind vielfältig und individuell unterschiedlich motiviert, was sich in einem integrativen Erklärungsmodell widerspiegelt. Für ihre gelingende Gestaltung sollten die individuellen Motivlagen berücksichtigt und Erkenntnisse der Arbeits- und Organisationspsychologie genutzt werden. Engagierte erwerben dabei vielfältige Kompetenzen, die auch Facetten der globalen Kompetenz einschließen.
Diante dos benefícios e riscos das mudanças enfrentadas no mundo do trabalho em meio à pandemia, buscamos investigar nesse estudo o impacto da crise de covid-19 sobre o trabalho de pessoas em diferentes categorias profissionais, medindo estresse ocupacional, percepções e atitudes dos profissionais, espiritualidade, voluntariado, condições de trabalho, medidas organizacionais adotadas e os desafios decorrentes das mudanças na forma e intensidade do trabalho.
Para abarcamos o escopo dos desafios profissionais e fatores que aumentam ou atenuam o seu impacto nas ocupações nesse período de pandemia, realizamos alguns recortes nesse relatório, dividindo nossos resultados em cinco painéis analíticos, a saber:
• Painel 1 - Home office, produtividade e identidade profissional durante a pandemia de covid-19;
• Painel 2 - Desafios enfrentados por profissionais da saúde;
• Painel 3 - Desafios enfrentados por profissionais da educação;
• Painel 4 - O voluntariado como atenuante do stress profissional;
• Painel 5 - Espiritualidade nas organizações como atenuante de stress.
Os cincos painéis buscaram analisar como a pandemia de covid-19 ainda durante a sua primeira onda, impôs desafios para a atuação de diferentes categoriais profissionais, algumas mais outras menos afetadas pelo contexto pandêmico. Como um estudo exploratório escolhemos distintas medidas que poderiam se constituir em fatores significativos, impactando positiva ou negativamente os profissionais em suas vidas pessoal e laboral. Acreditamos que as mudanças sofridas, podem ser pontos de virada que conduzirão a mudanças não apenas agudas, mas permanentes para o mundo do trabalho, acelerando tendências como a adoção da modalidade de home-office, a telemedicina, atendimentos on-line e o ensino hibrido tanto para o atual contexto pandêmico quanto para o pós pandêmico.
The subjective meanings employees assign to their understandings of themselves, others, and their environments influence an array of important work attitudes and behaviors. We review theory and research on wise interventions that illustrate three fundamental motives that underlie this subjective meaning-making process: the need to understand, the need for self-integrity, and the need to belong. Understanding how employees respond to organizational contexts that call into question or threaten these fundamental motives can potentially enable both organizations and their employees to achieve their goals better. Prior research has shown that wise interventions can bring about long-term beneficial outcomes in the domains of academic performance, stress and health, relationship satisfaction, and conflict reduction. We seek to integrate wise interventions and organizational behavior to explore where, when, and how addressing the fundamental needs of understanding, self-integrity, and belonging can lead to behaviors and attitudes that are beneficial for employees and employers alike. We examine when employees’ subjective meanings are likely to be amenable to influence by wise interventions, such as during key transition points that may be person-centered (e.g., when employees take a new job) or organization-centered (e.g., the introduction of organizational change). We review interventions that have occurred within organizational settings and consider how interventions tested in other contexts (e.g., education) may be applied to organizations. A potentially fruitful liaison awaits organizational behavior researchers interested in the application of wise interventions.
Despite a recent surge in corporate activism, with firm leaders communicating about social-political issues unrelated to their core businesses, we know little about its strategic implications. This paper examines the effect of an employer communicating a stance about a social-political issue on employee motivation, using a two-phase, preregistered field experiment in an online labor market platform. Results demonstrate an asymmetric treatment effect of taking a stance depending on whether the employee agrees or disagrees with that stance. Namely, I observe a demotivating effect of taking a stance on a social-political issue with which employees disagree and no statistically significant motivating effect of taking a stance on a social-political issue with which employees agree. This study has important implications for the nascent scholarship on corporate activism, as well as the scholarship on strategic human capital management.
This paper was accepted by Greta Hsu, organizations.
Many non-profit organizations rely on volunteers to further their mission, but volunteer rates linger at only 25% of the population. Increasing the volunteer rate can positively impact society in a myriad of ways, including benefits to for-profit organizations. One potential way to increase volunteerism rates is by aligning volunteering with work-related outcomes of interest to employers, since many volunteers are employed. Following recovery theory, we use responses to a survey of working adults to investigate whether volunteers are more engaged and engage in more organizational citizenship behaviors (OCBs) than those who do not volunteer. We found that the meaningfulness and type of volunteer activity relate to both employee engagement and OCBs at work. Implications of these findings as well as opportunities for both practice and future research are discussed.
Volunteering is defined as an individual's spontaneous act of willingly giving and caring. It is conducted out of concern and volunteers do not expect monetary benefits in return. Volunteerism is a social responsibility attitude where financial profit goes beyond one's fundamental commitments. Although no pecuniary benefits are gained, the number of volunteers during coastal clean-ups, marine debris clean-ups, and sea-turtle rescue operations has increased over the years. In 2017, 80,000 tourists took part in volunteerism activities around the world. In Malaysia, 1073 tourists registered as volunteers in 2017. This number is most probably higher as many volunteers spontaneously join activities without proper registration. Hence, it is crucial to understand the reasons behind the volunteers' willingness to work for free in another country. Although several studies on volunteering have been published, little research has been conducted on the volunteers' intentions to continue volunteering on an island. By adopting the volunteer function inventory, this study aims to identify factors leading to continue volunteering among tourists who visit islands in Malaysia. Using a purposive sampling method, questionnaires data were collected from 121 volunteers on the islands of Kapas, Perhentian, and Tioman. Using Smart Partial Least Squares, the researchers found that the value, social and enhancement factors have a positive relationship with the intention to continue being a volunteer. On the other hand, understanding, protective, and career factors were found insignificant. Beside enriching the literature on volunteerism, this study provides insightful information on tourists' behaviours on volunteerism. It is meaningful to several parties such as volunteerism centres in Malaysia and around the globe.
Purpose
The involvement of employees in a company’s corporate social responsibility (CSR program) is one of the key factors for its success. Hence, it is important to understand employees’ reactions to participatory CSR activities. The purpose of this paper is to examine what kinds of benefits employees perceive from participating in CSR, to identify varying levels of participation and to discuss the reciprocal relationship between the perception of benefits and participation.
Design/methodology/approach
Based on semi-structured interviews with employees, the structuring content analysis resulted in a differentiated examination of perceived benefit clusters (classified as functional, emotional and meaning and morality) and in a clustered exploration of varying levels of participation (cognitive and behavioral).
Findings
The findings reveal that employees perceived all three clusters of benefits in relation to no/low, passive, active and enthusiastic levels of participation. The data provide insights into the relationship between perceived benefits and varying levels of participation, with a balanced and differentiated perception of benefits seeming to relate to higher levels of participation. However, employees may also benefit without a behavioral form of participation, for instance, from an improved team spirit.
Originality/value
Due to its methodological approach, this empirical study provides a rich picture of employees’ benefits according to varying levels of participation. The paper contributes to current CSR literature by examining self-oriented benefits, through identifying differing levels of participation, and by discussing their reciprocal relation. These findings contribute to research and practice through the implications for promoting sustainability approaches within companies.
Abstract
This research seeks to identify the mediator role of behavioral integrity for the leader in the relationship between workplace spirituality and organizational commitment, and in order to achieve this has been the adoption of the dimensions of workplace spirituality (engaging work, sense of community, spiritual connection and mystical experience) based on the (Kinjerski & Skrypnek, 2006) was the based of the Scale (Simons et al., 2007) for measure of behavioral integrity for Leader , as has been the adoption of dimensions of organizational commitment (affective commitment, continuous commitment, and normative commitment) based on (Allen & Meyer, 1990) . Has been chosen some faculties of the University of Karbala a field to search through a questionnaire form included 161 members of the faculty. Have been using confirmatory factor analysis (Structural equation modeling) and some of descriptive statistics, correlation analysis and simple regression analysis and multiple regression analysis, according to a in the test of mediator variable set out in the study (Baron & Kenny, 1986) . Has been reached to a set of conclusions that of the most important that variable of the behavioral integrity for Leader of partially mediates the relationship between workplace spirituality and the organizational commitment at the level the educational environment in the colleges of the University of Kerbala, research has concluded a number of appropriate recommendations .
This exploratory survey study investigated the alleged benefits associated with corporate volunteer programs. The results demonstrated that employees viewed volunteerism as an effective means of developing or enhancing several types of job-related skills. This was particularly true for female employees and employees participating in a formal volunteer program. The results also demonstrated that organizational commitment was higher for volunteers from companies with a corporate volunteer program than for non-volunteers with organizations without a corporate volunteer program. Finally, the results indicated that job satisfaction was related to volunteerism among female employees, but not for male employees.
Researchers have assumed that employee support programs cultivate affective organizational commitment by enabling employees to receive support. Using multimethod data from a Fortune 500 retail company, we propose that these programs also strengthen commitment by enabling employees to give support. We find that giving strengthens affective organizational commitment through a "prosocial sensemaking" process in which employees interpret personal and company actions and identities as caring. We discuss theoretical implications for organizational programs, commitment, sensemaking and identity, and citizenship behaviors. [ABSTRACT FROM AUTHOR] Copyright of Academy of Management Journal is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Two field studies tested the hypothesis that high perceived control may serve as an antidote to the negative effects of layoffs on the employees who are not laid off (survivors). In Study 1, some participants witnessed the layoffs of fellow employees, but others did not. In Study 2, all participants survived a layoff, but they varied in the extent to which they experienced the post-layoff environment as threatening to their well-being. Conceptually analogous results emerged across the two studies. Study 1 showed that the negative impact of layoffs on survivors' organizational commitment was reduced when perceived control was relatively high. Study 2 showed that the tendency for survivors' job performance to be adversely affected by high threat to their well-being was reduced when perceived control was relatively high. In other words, perceived control was more strongly related to employees' organizational commitment in the presence than in the absence of layoffs and to survivors' job performance when they experienced the post-layoff environment as more threatening. These findings account for additional variance in the reactions of layoff survivors and identify when perceived control will be more versus less strongly related to employees' work attitudes and behaviors. Practical implications for the management of organizational downsizings are discussed. [ABSTRACT FROM AUTHOR] Copyright of Administrative Science Quarterly is the property of Administrative Science Quarterly and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
The purpose of this study is to examine the effects of motives for volunteering on respondents' mortality risk 4 years later.
Logistic regression analysis was used to examine whether motives for volunteering predicted later mortality risk, above and beyond volunteering itself, in older adults from the Wisconsin Longitudinal Study. Covariates included age, gender, socioeconomic variables, physical, mental, and cognitive health, health risk behaviors, personality traits, received social support, and actual volunteering behavior.
Replicating prior work, respondents who volunteered were at lower risk for mortality 4 years later, especially those who volunteered more regularly and frequently. However, volunteering behavior was not always beneficially related to mortality risk: Those who volunteered for self-oriented reasons had a mortality risk similar to nonvolunteers. Those who volunteered for other-oriented reasons had a decreased mortality risk, even in adjusted models.
This study adds to the existing literature on the powerful effects of social interactions on health and is the first study to our knowledge to examine the effect of motives on volunteers' subsequent mortality. Volunteers live longer than nonvolunteers, but this is only true if they volunteer for other-oriented reasons.
Three studies investigated whether self-affirmation can proceed without awareness, whether people are aware of the influence of experimental self-affirmations, and whether such awareness facilitates or undermines the self-affirmation process. The authors found that self-affirmation effects could proceed without awareness, as implicit self-affirming primes (utilizing sentence-unscrambling procedures) produced standard self-affirmation effects (Studies 1 and 3). People were generally unaware of self-affirmation's influence, and self-reported awareness was associated with decreased impact of the affirmation (Studies 1 and 2). Finally, affirmation effects were attenuated when people learned that self-affirmation was designed to boost self-esteem (Study 2) or told of a potential link between self-affirmation and evaluations of threatening information (Study 3). Together, these studies suggest not only that affirmation processes can proceed without awareness but also that increased awareness of the affirmation may diminish its impact.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.
Proposes that diverse data challenge and undermine the central assumptions of the traditional trait approach to personality. The implications for conceptions of individual differences and situations in the study of personality are examined. The issues discussed include the nature of behavioral "specificity," the acquired meaning of stimuli, the uses and misuses of traits, and the construction of personality. The following cognitive social learning variables are proposed as basic units for the study of individuals: cognitive and behavioral construction competencies, encoding strategies and personal constructs, behavior-outcome and stimulus-outcome expectancies, subjective stimulus values, and self-regulatory systems and plans. The specific interactions between these person variables and psychological situations are analyzed within the framework of a cognitive social learning approach. (4 p. ref.)
The authors applied functionalist theory to the question of the motivations underlying volunteerism, hypothesized 6 functions potentially served by volunteerism, and designed an instrument to assess these functions (Volunteer Functions Inventory; VFI). Exploratory and confirmatory factor analyses on diverse samples yielded factor solutions consistent with functionalist theorizing; each VFI motivation, loaded on a single factor, possessed substantial internal consistency and temporal stability and correlated only modestly with other VFI motivations (Studies 1, 2, and 3). Evidence for predictive validity is provided by a laboratory study in which VFI motivations predicted the persuasive appeal of messages better when message and motivation were matched than mismatched (Study 4), and by field studies in which the extent to which volunteers' experiences matched their motivations predicted satisfaction (Study 5) and future intentions (Study 6). Theoretical and practical implications are discussed.
Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitment is presented as one of several energizing forces for motivated behavior. E. A. Locke's (1997) model of the work motivation process and J. P. Meyer and L. Herscovitch's (2001) model of workplace commitments serve as the foundation for the development of this new framework. To facilitate the merger, a new concept, goal regulation, is derived from self-determination theory (E. L. Deci & R. M. Ryan, 1985) and regulatory focus theory (E. I. Higgins, 1997). By including goal regulation, it is acknowledged that motivated behavior can be accompanied by different mindsets that have particularly important implications for the explanation and prediction of discretionary work behavior.
This research investigated how experiences in a particular boundary-spanning context (community outreach) affected members' organizational identity and identification. Multimethod panel data from 219 participants showed that intergroup comparisons with clients (emphasizing differences) and intragroup comparisons with other organization members (emphasizing similarities) changed how members construed their organization's defining qualities. Intergroup comparisons also enhanced the esteem members derived from organizational membership, which, in turn, strengthened organizational identification. Supervisors reported higher interpersonal cooperation and work effort for members whose organizational identification became stronger. The results reveal potential outcomes of boundary-spanning work as well as how organizational identification processes operate in everyday work contexts.
Self-affirmation processes are being activated by information that threatens the perceived adequacy or integrity of the self and as running their course until this perception is restored through explanation, rationalization, and/or action. The purpose of these constant explanations (and rationalizations) is to maintain a phenomenal experience of the self-self-conceptions and images as adaptively and morally adequate—that is, as competent, good, coherent, unitary, stable, capable of free choice, capable of controlling important outcomes, and so on. The research reported in this chapter focuses on the way people cope with the implications of threat to their self-regard rather than on the way they cope with the threat itself. This chapter analyzes the way coping processes restore self-regard rather than the way they address the provoking threat itself.
Three studies investigated whether affirming the self intrinsically (vs. extrinsically) would reduce defensive concerns and improve cognitive and social functioning in evaluative contexts. Study 1 found that an intrinsic self-affirmation reduced self-handicapping and increased performance on a threatening serial subtraction task relative to an extrinsic self-affirmation. Study 2 replicated the effects of Study 1, showing that an intrinsic (vs. extrinsic) self-affirmation increased women's performance on a math test under conditions that arouse stereotype threat. A third study extended these findings to threatening social contexts. Focusing participants on intrinsic (vs. extrinsic) aspects of self reduced thoughts about social rejection prior to an evaluative social interaction. Discussion focused on the need for further investigation into the multifaceted nature of the self and self-esteem.
This paper provides a multi-level theoretical model to understand why business organizations are increasingly engaging in corporate social responsibility (CSR) initiatives, and thereby exhibiting the potential to exert positive social change. Our model integrates theories of micro-level organizational justice, meso-level corporate governance and macro-level varieties of capitalisms. Using a theoretical framework presented in the justice literature, we argue that organizations are pressured to engage in CSR by many different actors, each driven by instrumental, relational and moral motives. These actors are nested within four "levels" of analysis: individual, organizational, national and transnational. After discussing the motives affecting actors at each level and the mechanisms used at each level to exercise influence, as well as the interactions of motives within levels, we examine forces across levels to propose the complex web of factors, which both facilitate and impede social change by organizations. Ultrimately, this proposed framework can be usd to systematize our understanding of the complex social phenomenon of increasing CSR engagement, and to develop testable hypotheses. We conclude by highlighting some empirical questions for future research, and develop a number of managerial implications.
The purpose of the book is to gain new insights into the relations of opinions to personality. The data are obtained from extensive psychological studies of ten normal, stable men made at the Harvard Clinic, including particularly their opinions of Russia and Communism. The case material of three of them is given and discussed at considerable length because they represent the range of total findings. Implications of outcomes of research for the study of personality and opinion are discussed. One conclusion drawn is that rich insight into the functioning of personality is gained by considering not only the deep dynamics but also the level that is closely in contact with events in the world. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
provides a brief overview of our program of research on AIDS [acquired immune deficiency syndrome] volunteerism, with special emphasis on people's perceptions of and motivations for AIDS volunteer work / presents data that speak to questions of who helps PWAs [people with AIDS] and why / place our research in the broader tradition of "action research" . . . and consider potential connections between basic theory and research in social psychology and practical concerns related to the AIDS epidemic (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Little is known about how employees might respond to their company's socially responsible business practices. Hypotheses derived from organizational identification and social exchange theories were tested to explain why employees (N=162) may respond positively to their company's volunteerism programme, a programme through which employees could spend time volunteering during their paid work hours. Support was found for mediated effects suggesting that employees' attitude towards the volunteerism programme ultimately predicted outcomes (e.g., intentions to stay) through its effect on organizational identification. Results also showed that exchange ideology moderated the effects of volunteer-programme attitudes on supervisor-reported organizational citizenship behaviour measured 6 months later, suggesting that some employees reciprocate the benefits they receive from a volunteerism programme. The implications of these findings are discussed for theory and research, and for leveraging volunteerism programmes and other socially responsible business practices to benefit companies and their employees.
Substantial efforts have been expended to promote civic engagement during the 1990s and early 2000s. Yet as significant as volunteerism is economically, socially, and philosophically to the United States, surprisingly little in the way of longitudinal research has been carried out to assess the impact of these promotional activities. Few areas of civic engagement offer reliable trend data. We examine the available data in three areas: individual volunteering, volunteering to stipended government programs, and employee volunteering. We find modest but steady increases in volunteer numbers in all three areas, but point out numerous methodological problems that limit the reliability of present longitudinal data. We conclude by calling for a renewed financial investment in national volunteering surveys with a broader focus than current efforts.
This article illustrates how work contexts motivate employees to care about making a positive difference in other people's lives. I introduce a model of relational job design to describe how jobs spark the motivation to make a prosocial difference, and how this motivation affects employees' actions and identities. Whereas existing research fo-cuses on individual differences and the task structures of jobs, I illuminate how the relational architecture of jobs shapes the motivation to make a prosocial difference. Why do I risk my life by running into a burning building, knowing that at any moment . . . the floor may give way, the roof may tumble on me, the fire may engulf me? . . . I'm here for my community, a community I grew up in, a community where I know lots of people, a community that knows me (fire-fighter; International Firefighters' Day, 2004).
This chapter provides an overview of self-affirmation theory. Self-affirmation theory asserts that the overall goal of the self-system is to protect an image of its self-integrity, of its moral and adaptive adequacy. When this image of self-integrity is threatened, people respond in such a way as to restore self-worth. The chapter illustrates how self-affirmation affects not only people's cognitive responses to threatening information and events, but also their physiological adaptations and actual behavior. It examines the ways in which self-affirmations reduce threats to the self at the collective level, such as when people confront threatening information about their groups. It reviews factors that qualify or limit the effectiveness of self-affirmations, including situations where affirmations backfire, and lead to greater defensiveness and discrimination. The chapter discusses the connection of self-affirmations theory to other motivational theories of self-defense and reviews relevant theoretical and empirical advances. It concludes with a discussion of the implications of self-affirmations theory for interpersonal relationships and coping.
In 2000, the UK Prime Minister pledged that employers should be encouraged to release staff for 1 day a year to undertake volunteering activity. Many and varied programmes are being set up to assist employees to volunteer, whether during work hours or in their own time. This is called employer supported volunteering (ESV). This paper discusses the increasing use of ESV and aims to provide an understanding of the key concepts of this phenomenon. An E-mail survey was completed of all 122 universities in England, Scotland, Wales and Northern Ireland. University websites linked to volunteering for staff and students were also examined. Responses were received from 65 institutions (a response rate of 53%). This initial research reveals that university commitment to ESV varies across the sector. Many universities support staff volunteering and informally encourage links with the local community through voluntary activity but only seven institutions had developed a formal policy allowing staff time off work to volunteer. From this initial research, three best practice universities have emerged and their activities are discussed. The next stage in this project is to research the areas identified and to explore the extent of volunteering by university staff and staff attitudes to volunteering with a view to provide a full picture of ESV in the UK university sector.
Copyright
Although evidence suggests that negative task and self-evaluations are associated with emotional exhaustion, little research has examined factors that buffer against these effects. We propose that perceived prosocial impact, the experience of helping others, compensates for negative task and self-evaluations by focusing attention on positive outcomes for others. In Study 1, perceived prosocial impact attenuated the associations of low intrinsic motivation and core self-evaluations with emotional exhaustion among professional fundraisers. Study 2 replicated these results among public sanitation employees and extended them to supervisor performance ratings. Mediated moderation analyses indicated that by protecting against emotional exhaustion, perceived prosocial impact compensated for low intrinsic motivation and core self-evaluations to predict higher performance ratings. Our studies extend theory and research on burnout, helping, and citizenship.
We tested the hypothesis that employees are willing to maintain their motivation when their work is relationally designed to provide opportunities for respectful contact with the beneficiaries of their efforts. In Experiment 1, a longitudinal field experiment in a fundraising organization, callers in an intervention group briefly interacted with a beneficiary; callers in two control groups read a letter from the beneficiary and discussed it amongst themselves or had no exposure to him. One month later, the intervention group displayed significantly greater persistence and job performance than the control groups. The intervention group increased significantly in persistence (142% more phone time) and job performance (171% more money raised); the control groups did not. Experiments 2 and 3 used a laboratory editing task to examine mediating mechanisms and boundary conditions. In Experiment 2, respectful contact with beneficiaries increased persistence, mediated by perceived impact. In Experiment 3, mere contact with beneficiaries and task significance interacted to increase persistence, mediated by affective commitment to beneficiaries. Implications for job design and work motivation are discussed.
Thesis (Ph. D.)--Pennsylvania State University, 2000. Microfilm (positive).
This paper provides a multi-level theoretical model to understand why business Title VI National Resource Center Grant (P015A030066) unpublished not peer reviewed
At the psychological level the reasons for holding or for changing attitudes are found in the functions they perform for the individual, specifically the functions of adjustment, ego defense, value expression, and knowledge. The conditions necessary to arouse or modify an attitude vary according to the motivational basis of the attitude. Ego-defensive attitudes, for example, can be aroused by threats, appeals to hatred and repressed impulses, and authoritarian suggestion, and can be changed by removal of threat, catharsis, and self-insight. Expressive attitudes are aroused by cues associated with the individual's values and by the need to reassert his self-image and can be changed by showing the appropriateness of the new or modified beliefs to the self-concept Brain washing is primarily directed at the value-expressive function and operates by controlling all environmental supports of old values. Changing attitudes may involve generalization of change to related areas of belief and feeling. Minimal generalization seems to be the rule among adults; for example, in politics voting for an opposition candidate does not have much effect upon party identification.
Hypotheses involving mediation are common in the behavioral sciences. Mediation exists when a predictor affects a dependent variable indirectly through at least one intervening variable, or mediator. Methods to assess mediation involving multiple simultaneous mediators have received little attention in the methodological literature despite a clear need. We provide an overview of simple and multiple mediation and explore three approaches that can be used to investigate indirect processes, as well as methods for contrasting two or more mediators within a single model. We present an illustrative example, assessing and contrasting potential mediators of the relationship between the helpfulness of socialization agents and job satisfaction. We also provide SAS and SPSS macros, as well as Mplus and LISREL syntax, to facilitate the use of these methods in applications.
Within the past few years, several studies have used the Affective, Continuance, and Normative Commitment Scales (Allen & Meyer, 1990; Meyer & Allen, 1984, 1991) to assess organizational commitment. The purpose of this paper is to review and evaluate the body of evidence relevant to the construct validity of these measures. Although some empirical questions remain at issue, the overall results strongly support the continued use of the scales in substantive research. (C) 1996 Academic Press, Inc.
Corporate global citizenship: Doing business in the public eye
- N M Tichy
- A R Mcgill
- St
- L Clair
- NM Tichy