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Der Beitrag zu Corporate Citizenship (CC) von Unternehmen identifiziert die Felder von Unternehmensethik und CC als Aktions- und Orientierungsformen: Felder, auf denen sich der gesellschaftliche Diskurs vollziehen kann und in denen neue Kooperationen entstehen können. Dabei gilt es, die Dimensionen unternehmerischer Verantwortung (Macht, Geld, Sinn) als Leitmedien des sozialen Lebens nicht zu isolieren, sondern in ihren Wechselwirkungen zu reflektieren. Die Ausführungen gliedern sich in die folgenden Aspekte: (1) das klassische Bild des Unternehmers zwischen Abenteurer und strategischem Genie, (2) die industrielle und bürokratische Rationalisierung, (3) die Aktivierung von Engagement und Interesse im Kontext technisch geprägter Apparate und sozialer Netze, (4) Cultural Citizenship (Mäzenatentum, Sponsoring), (5) CC zwischen Bürgergesellschaft und Zivilgesellschaft, (6) die Individualisierungsprozesse in der Arbeitsorganisation sowie (7) die Herausforderungen der modernen Unternehmensführung durch die sozialen Probleme und Potenziale ihrer inneren und äußeren Umwelten. Vernetzung und Lernen erzeugen auf diese Weise in sozial engagierten Unternehmen Sinn über die Marktrationalität hinaus. (ICG2)

PurposeIn this article the authors examine how corporate social responsibility (CSR) affects the wage policy of firms. At the first glance, one may think that socially responsible firms want to attract employees via ethical concerns and corporate culture, thereby inducing a negative link between CSR and wages. On the other side, socially responsible firms can be expected to increase wages as social entrenchment strategies.Design/methodology/approachIn order to correct for potential endogeneity bias, the authors employ a simultaneous equation model (SEM) on a French data set that includes 13,186 employees.FindingsThe authors show that CSR has an ambiguous impact on corporate wage policy depending on the type of monetary incentives and employee's occupation considered.Originality/valueThe authors extend prior research on the CSR–wage relationship by distinguishing between different forms of monetary incentives: the base wage, total wage and premium wage. Their results draw attention to the fact that the employees' occupation do matter. The evidence confirms that the effect of CSR on the wage is not to be taken for granted: it is wage form and occupation specific.

Published Article ; The political and social transformation process in South Africa is forcing organisations to avoid the sensitive, unpleasant and potentially volatile behaviour at workplace that can arise when groups or individuals who differ work together or come into close contact with each other. Therefore, management developed a corporate culture which creates an environment that is conducive to performance improvement, shapes the way people act and interact, as a result, this culture influences how things get done. The corporate culture encompasses the organisation's goals, business ethics and dominant ideologies. Based on the results of this study, these cultural changes ought to be driven by the fact that employees respond to the way in which the organisation treats them. The research aims to investigate the impact of organisational culture on the gold mining activities. The impact of organisational culture is demonstrated through a sense of identity and unity of purpose by the members of the organisation, commitment of employees to their work and existence of strategies and programmes which provide guidance on what is expected. The premise is that organisational culture determines socialisation, power relationship, policies and procedures, reward systems, communication systems and ideology, all of which have a significant impact on the day to day experiences of all employees.

"At its heart, the book is a 21st century survey of innovative business leadership that builds on the stories of courageous leaders at corporations willing to dig deeply into their inventory of experiences to support authentic communications, establish credible brand positioning, and improve employee retention and recruitment. Iconic examples of inside-out business positioning using heritage range from the sartorial remake of Brooks Brothers to stories of innovation told by company employees at Subaru; from New Balance's immersive global headquarters exhibit that aptly conveys its dynamic culture to the creation and maintenance of the Wrigley archive.The book makes a powerful case for the brand value of applying corporate heritage for companies seeking to grow and remain relevant in a competitive, global economy." --

Studies have shown that corporate social performance (CSP) is an antecedent of corporate reputation, acting as a signal that affects stakeholders' perceptions and expectations about a firm's future behavior. However, the perceptions, expectations, and interests of stakeholders may be affected by external factors, such as national culture, which shapes their beliefs about what role companies play in society. Drawing on institutional theory and Hofstede's cultural dimensions, we analyze how stakeholders' national culture moderates the relationship between CSP and corporate reputation. The results of the analysis of an international sample for the period 2010 to 2016 show that low individualism (i.e., collectivism), low masculinity (i.e., femininity), low power distance, and low uncertainty avoidance intensify the positive relationship between CSP and corporate reputation. JEL CLASSIFICATION: M14, L14

In order to establish the factors of occurrence of the management culture as a part of formal organizational culture, which have an influence on the implementation of corporate social responsibility, the survey of managerial staff of the companies was carried out. Corporate policy of formulation of strategic goals, visions, organizational structures, etc. as well as how corporate social responsibility is realised in practice was evaluated. Attention is drawn to the inconsistencies because of which corporate social responsibility, as a concept, is not fully realised in the corporate strategy, but only focused on individual goals. Therefore, there remains a wide untapped field of the managerial potential and the development of structure of the organization.

The aim of this research is to determine the effects of corporate governance perceptions of teachers working in primary education institutions on their organizational commitment. The questionnaire form prepared in accordance with the purpose was applied to 152 teachers working in Beykoz district of Istanbul province who accepted the questionnaire application. The survey results were analyzed in a computer environment using the SPSS 17.0 statistical package program. Frequency and percentage statistics were used to determine the descriptive characteristics of the teachers participating in the study, and mean and standard deviation statistics were used to determine corporate governance perceptions and organizational commitment levels. The relationships between teachers' perceptions of corporate governance and organizational commitment levels were examined by correlation analysis, and the dec of teachers' organizational commitment levels being affected by corporate governance perceptions was examined by regression analysis. As a result of the research, it was determined that teachers have a high level of corporate governance perception and organizational commitment, attendance and emotional commitment levels are not affected by corporate governance perceptions, and normative commitment levels are positively affected. As teachers' perceptions of corporate governance increase, their level of normative commitment also increases.

ABSTRACTResearch Question/IssueThis study aimed to understand the impact of bank culture on liquidity creation by applying textual analysis to data from US bank holding companies.Research Findings/InsightsThe results indicated a substantial connection between bank culture and liquidity creation. Control and collaborative cultures negatively impacted liquidity creation, whereas a competing culture had a positive effect. The negative impacts were stronger in more diversified, experienced, and profitable banks and weaker in larger banks. In complete culture banks, liquidity creation decreased with increased experience and profitability but increased with size. The influence of culture on the different aspects of liquidity creation was similar across the board for overall liquidity generation.Theoretical/Academic ImplicationsBy introducing a new bank culture index, this study offers a unique contribution to the academic understanding of the interplay between organizational culture and financial performance, particularly liquidity creation.Practitioner/Policy ImplicationsThe insights from this study are valuable for bank managers and regulators as they highlight the aspects of bank culture that can be leveraged or adjusted to optimize liquidity creation, thereby informing strategies and policy decisions.

The article presents the problem of establishing productive partnerships between participants in the educational process of universities in Ukraine, Spain and China. The author reveals the understanding of political culture as a component of corporate partnership. It is noted that in the scientific space the political culture of universities is considered as a social and cultural phenomenon. Modern students of higher education must at the level of conscious understanding to understand socio-political processes, understand the causes and consequences of political systems, take into account the consequences of political processes on the development of other spheres of society. The author of the article based on competency and systemic approaches presents the main directions of understanding the essence, functions of political culture, value orientations of citizens in the traditions of university education in different countries. It is emphasized that national traditions and socio-cultural practices have a certain impact on the political culture that is formed in universities. In the context of globalization, as a clear trend of modern educational space, the author analyzes interesting practices of seeing the potential of political culture as a component of corporate culture of business universities. Relevant areas of corporate cooperation are identified on the example of educational activities Deusto Business School (Spain), Kyiv National University named after Borys Hrinchenko, International Business School BFSU-SolBridge, Peking University (PRC). The author notes that the elements of the structure of political culture thoroughly form important general and professional competencies for the analysis of strategies for managing organizational change, the formation of a constructive model of behavior of a modern enterprise, business organization. It is noted that in the business sphere, corporate culture is an integrated quality, a condition for stable success in a liminal society. Among the promising areas for ...

Der Einführungsartikel beschreibt zunächst die Ausgestaltung des zivilgesellschaftlichen Engagements von Unternehmen. So befindet sich CC an der Schnittstelle von materieller und immaterieller Performanz und ist in Konzepten vieler Unternehmen der Wertsteigerung des Unternehmens verpflichtet. Zu den Aktivitäten zählen (1) Corporate Giving, (2) Stiftungen, (3) Employee Voluntarism/Secondments sowie (4) philanthropisches Sponsoring. Ferner werden die Aspekte der gesellschaftlichen Akzeptanz und der Legitimation privatwirtschaftlicher Unternehmen durch Unternehmenskulturen, die insbesondere den Anspruch des CC verfolgen, betrachtet. Mit Blick auf eine recht schmale Basis empirisch abgesicherter Erkenntnisse zum Phänomen des CC werden sodann offene Fragen für die weiteren empirischen und theoretischen Untersuchungen der Auswirkungen von CC nach innen und außen skizziert. Vor diesem Hintergrund werden abschließend die vier nachfolgenden Beiträge zu den Aspekten (1) Unternehmensethik, (2) CC als Handlungsfeld von Politik, (3) Systemtheorie sowie (4) Selbstverständnis eines CC aktiv betreibenden Unternehmens kurz vorgestellt. (ICG2)

Organizational culture ranks among the highly relevant factors for fostering corporate entrepreneurship and has attracted increasing research interest in recent years. Despite a growing body of scholarly work, to date there is limited understanding of which specific cultural mechanisms create an organizational environment where entrepreneurial activities flourish. The current state of knowledge is characterized by diverse, and partly conflicting, theoretical predictions and empirical findings. Furthermore, the complex and contested nature of organizational culture makes it difficult to derive useful propositions for managerial actions that will serve practitioners and theorists alike. To address these issues and encourage future work, this study uses a systematic review and develops an analytical framework, thereby considering eight general dimensions of organizational culture across different levels. As the theorization on these dimensions is unsuited to addressing practical realities, this article is built upon a realist account so as to shed light on the specific mechanisms through which the general cultural dimensions operate. This approach allows for more a fine-grained understanding of how organizational culture fosters corporate entrepreneurship and enables future research avenues to be identified.