scholarly journals Corporate Social Responsibility, Organizational Justice and Positive Employee Attitudes: In the Context of Korean Employment Relations

2017 ◽  
Vol 9 (11) ◽  
pp. 1992 ◽  
Author(s):  
Heung-Jun Jung ◽  
Mohammad Ali
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Organizational Justice ◽  
Employee Attitudes ◽  
Employment Relations ◽  
Corporate Social

scholarly journals Organizational Justice, Behavioral Ethics, and Corporate Social Responsibility: Finally the Three Shall Merge

2015 ◽  
Vol 11 (1) ◽  
pp. 15-24 ◽  
Author(s):  
Deborah E. Rupp ◽  
Patrick M. Wright ◽  
Samuel Aryee ◽  
Yadong Luo
Keyword(s):  
Corporate Social Responsibility ◽  
Social Change ◽  
Social Responsibility ◽  
Organizational Behavior ◽  
Organizational Justice ◽  
Moral Behavior ◽  
Social Structures ◽  
Behavioral Ethics ◽  
Power Differentials ◽  
Corporate Social

Issues of ethics, justice, and social responsibility are as fundamental to organizational behavior as they are to society at large. As contracts are forged, individuals employed, and power differentials created, opportunities for exploitation, oppression, and victimization emerge. In contrast, as social structures evolve, coordinated opportunities arise for imparting positive social change at the community, environmental, and societal levels. Inherent to all of these phenomena is the application of norms surrounding moral behavior. Norms about what is considered fair and ethical underlie how individuals perceive and evaluate the behaviors and decisions of others; how groups and societies define acceptable behavior; and how individuals, groups, and societies evaluate the decisions and actions of organizations. In addition to defining standards, these norms also drive the reactions (or sanctions) against those who violate them.

The Influence of Corporate Social Responsibility on Incumbent Employees: A Meta-Analytic Investigation of the Mediating and Moderating Mechanisms

2020 ◽  
pp. 014920632094610 ◽  
Author(s):  
Xiaoping Zhao ◽  
Chuang Wu ◽  
Chao C. Chen ◽  
Zucheng Zhou
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Organizational Justice ◽  
Organizational Identification ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Significant Heterogeneity ◽  
Mediating Mechanisms ◽  
Corporate Social ◽  
Mediation Models

This article reviews 86 studies and uses meta-analytical methods to investigate how perceived corporate social responsibility (CSR) impacts employee attitudes and behaviors and to identify the mediating mechanisms and boundary conditions. An initial review of this body of research finds a multitude of mediators but a limited focus on CSR typology as a potential moderator. Drawing upon social exchange theory, we develop and test two multivariate mediation models to integrate and synthesize three most-studied mediating mechanisms: organizational justice, organizational trust, and organizational identification. Meta-analyses find that while all three mechanisms within the parallel mediation model are equally significant in mediating the effect of perceived CSR on organizational commitment and job satisfaction, organizational identification is superior to organizational justice and organizational trust in mediating the effect of CSR perceptions on organizational citizenship behavior (OCB) and turnover intention. It is also found that although both mediation models adequately represent the accumulated empirical data, the sequential model is statistically superior to the parallel model. Although meta–structural equation modeling analyses reveal minimal differences between the broadly defined internal and external CSR perceptions, significant heterogeneity exists between perceived CSR and the outcome variables. The additional analyses suggest that significant differences exist between more specific stakeholder CSR types. In summary, this article extends our understanding of how employees perceive and respond to CSR through multiple sociopsychological mechanisms in additive and sequential fashions and how such responses could differ depending on the specific stakeholder subgroups targeted by CSR. Theoretical contributions and future research directions are also discussed.

scholarly journals Employees’ Perception of Corporate Social Responsibility Impact on Employee Outcomes: Mediating Role of Organizational Justice for Small and Medium Enterprises (SMEs)

2018 ◽  
Vol 10 (7) ◽  
pp. 2429 ◽  
Author(s):  
Muddassar Sarfraz ◽  
Wang Qun ◽  
Muhammad Abdullah ◽  
Adnan Alvi
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Organizational Justice ◽  
Employee Perception ◽  
Employee Outcomes ◽  
Business World ◽  
Mediating Role ◽  
Corporate Social ◽  
The Relationship

Corporate social responsibility is emerging topic in the modern business world. Employees are vital assets for any organization. Corporate Social Responsibility practices have a significant influence on employee’s performance. The study aimed to investigate the relationship between employee perception of corporate social responsibility (CSR) and employee’s outcome in Pakistan for SMEs. Additionally, it examined the relationship of Employee’ Perception of CSR as an independent variable. Further, this study considers mediating role of organizational justice between employee’s perception of CSR and employee’ outcomes. The quantitative method was used to collect data from 300 SME’s. Hypotheses were tested by using statistical software (SPSS). Correlation analysis shows the significant relationship between variables, i.e., employee’s perception of CSR and employee outcomes. Moreover, regression analysis was performed for mediation analysis. The results show that organizational justice partially mediated between employee’s perception of corporate social responsibility and employee’s outcomes. Practical implications were discussed, and future research directions were recommended.

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