Suchergebnisse

AbstractContemporary economic and business settings have brought people of different cultures at the common workplace. This directs business researchers to study cross‐cultural similarities, differences, and management of employees, customers, and other stakeholders. This theoretical review is aimed to explore the variation in religion, practices, and their effects on corporate social responsibility (CSR) disclosure and practices. With an unfathomable analysis of relevant literature, this paper has highlighted the knowledge gap in the relationship of cross‐cultural differences and CSR. Subsequently, it presents three propositions in connection of religious variation and CSR disclosure and practice. Underpinning the practical difference in lifestyle of people having the same religious beliefs in different geographical areas, this article reflects that an extension in stakeholder theory may be suggested with the support of postempirical evidence.

AbstractWith accelerated amelioration in service standards and expectations of stakeholders, enterprises need to undertake promising efforts for the real contribution to society. This paper is aimed to build a framework for examination of employee‐specific viability of five proposed philanthropic initiatives that can be launched by large corporations. Matchmaking, marriage arrangement, and poverty alleviation through skill development are discussed for new external corporate social responsibility (CSR) programs, and anti‐sexual harassment awareness campaign at the workplace and assistance to low‐paid workers are projected as doable internal CSR initiatives. This article describes the importance of potential CSR activities with chief emphasis on exploring the impact of intrinsic motivation for volunteering of each proposed CSR program on employee's vital work attitudes. Drawing implications to advance the literature, we have developed the hypotheses that have formulated a testable model. On practical front, our work highlights the crucial need to consider implementation of new CSR programs with effective conceptualization of employee motivation and organizational outcomes.

AbstractBusinesses have recognized the importance of corporate social responsibility (CSR) for overall fulfillment of strategic prerequisites. Long‐term success for any business enterprise is not possible without giving due attention to CSR. This paper aims to ascertain the unfamiliar communication links that can influence realization of CSR. It also discusses the possible mediating effects of two basic communication modes on CSR when used through social media. It is of further interest for future researchers due to the study of the moderator cross‐cultural management, which can strengthen the relationship between usage of social media and CSR realization. By exploring the utilization of social media for communication of CSR, this report is an important step towards empirical research to produce a concrete theory based on the methodology, tests and measures prescribed herein.

AbstractThe accounting framework of businesses massively expanded in the 1990s to triple bottom line (TBL) with consideration of social and environmental performance in addition to financial performance. To meet the challenges of expressing care to the environment as well as to internal and external stakeholders associated with society, research on investment of resources through corporate volunteering (CV) programs is accelerated in the current decade. Researchers have started using the philosophy of epistemology with the positioning of interpretivism explaining how the people participate in cultural and social life. Reintegrating the important fundamental and scattered concepts of corporate social responsibility (CSR) and TBL, this article highlights the motivational facet of employees of socially responsible companies, being termed as "Internal People‐Line" theory as the significant and nonidentical subset of TBL. With the ingredients of self‐determination theory, the internal people line (IPL) by relational, moral, and instrumental motivations would be useful for recognition, repeated participation in community programs, and managerial support. This research has two major contributions to the literature of society: (a) Identification of seventh P for the bottom line and (b) Development of IPL theory. It is found that effective utilization of the resources in CV programs largely depends upon the intrinsic motivation of IPL (employees). This article is the first to accumulate and interpret the strewn basic concepts of CSR (macro to microlevel) using holistic approach to advance the research model of TBL with the introduction of IPL theory.

AbstractIn order to meet the versatile expectations of stakeholders, enterprises need philanthropic representation in communities. This research aims to empirically investigate the employee‐specific viability of potential philanthropic initiatives of wholly foreign‐owned enterprises to delineate volunteering sustainability. It covers five potential internal and external volunteering initiatives—matchmaking, marriage arrangement, and poverty alleviation through skill development, anti‐sexual harassment awareness campaign and assistance to low paid workers, and finds the impact of intrinsic motivation for volunteering in proposed volunteering programs on employee's vital attitudes. By taking self‐determination theory, the extensive literature review of intrinsic motivation of employees and analysis of triple bottom line theory, the corporate social responsibility (CSR) and human resource management model proposed by Hao, Farooq, and Zhang (2018) has been empirically tested after collecting the data from 507 employees of sample wholly foreign‐owned enterprises.With ontological and epistemological assumptions in pragmatist stance, this research employed Qual plus Quan approach. HMLR was performed followed by PROCESS using SPSS for determining information technology usage moderation effects and partial mediation of organizational pride. The findings guide that moderated mediation effects of intrinsic motivation for volunteering in the same program are significant in the same direction for two employee attitudes; however, motivation has multifarious effects. The main theoretical implication is the CSR program specification of intrinsic motivation. The findings practically imply that companies should determine the intrinsic motivation of employees before designing volunteering programs. This research contributes to self‐determination theory by integrating the "people" tier of triple bottom line establishing the link of satisfaction to the intentional CSR activities.