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Article: Employee perceptions of corporate social responsibility: Effects on pride, embeddedness, and turnover
Title | Employee perceptions of corporate social responsibility: Effects on pride, embeddedness, and turnover |
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Authors | |
Keywords | Corporate social responsibility CSR Social responsibility |
Issue Date | 2019 |
Publisher | Wiley-Blackwell Publishing, Inc. The Journal's web site is located at http://onlinelibrary.wiley.com/journal/10.1111/(ISSN)1744-6570 |
Citation | Personnel Psychology, 2019, v. 72 n. 1, p. 107-137 How to Cite? |
Abstract | We examined socioemotional microfoundations of perceived corporate social responsibility (CSR) and posited that employees’ perceived CSR triggers a perception‐emotion‐attitude‐behavior sequence. Drawing from appraisal theory of emotion, we hypothesized that perceived CSR relates to emotions (i.e., organizational pride), which relate to job attitudes (i.e., organizational embeddedness) that in turn relate to job behaviors (i.e., decreased turnover). To test this model, we conducted a multistudy investigation involving different samples, designs, and data‐analytic methods. In Study 1, we conducted an experiment and found that participants who envisioned working in a firm that was active regarding CSR activities reported greater pride and organizational embeddedness. We then conducted two field studies using a nonmanagerial sample (Study 2) and a managerial sample (Study 3) and found that participants’ perceived CSR was positively related to their pride, which in turn was related to stronger organizational embeddedness. Stronger organizational embeddedness was related to lower turnover 6 months later in Study 2 but not in Study 3. In Study 4, we conducted a longitudinal four‐wave 14‐month study to test the proposed relationships from a within‐person conceptualization, and the results were also supportive. Thus, the proposed perception‐emotion‐attitude‐behavior framework received broad support and illustrated that stronger microfoundations of CSR research could be constructed through understanding employees’ emotional, attitudinal, and behavioral reactions to their perceptions of their employers’ CSR. |
Description | Link to Free access |
Persistent Identifier | http://hdl.handle.net/10722/278038 |
ISSN | 2023 Impact Factor: 4.7 2023 SCImago Journal Rankings: 3.763 |
ISI Accession Number ID |
DC Field | Value | Language |
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dc.contributor.author | Ng, TWH | - |
dc.contributor.author | Yam, KC | - |
dc.contributor.author | Aguinis, H | - |
dc.date.accessioned | 2019-10-04T08:06:15Z | - |
dc.date.available | 2019-10-04T08:06:15Z | - |
dc.date.issued | 2019 | - |
dc.identifier.citation | Personnel Psychology, 2019, v. 72 n. 1, p. 107-137 | - |
dc.identifier.issn | 0031-5826 | - |
dc.identifier.uri | http://hdl.handle.net/10722/278038 | - |
dc.description | Link to Free access | - |
dc.description.abstract | We examined socioemotional microfoundations of perceived corporate social responsibility (CSR) and posited that employees’ perceived CSR triggers a perception‐emotion‐attitude‐behavior sequence. Drawing from appraisal theory of emotion, we hypothesized that perceived CSR relates to emotions (i.e., organizational pride), which relate to job attitudes (i.e., organizational embeddedness) that in turn relate to job behaviors (i.e., decreased turnover). To test this model, we conducted a multistudy investigation involving different samples, designs, and data‐analytic methods. In Study 1, we conducted an experiment and found that participants who envisioned working in a firm that was active regarding CSR activities reported greater pride and organizational embeddedness. We then conducted two field studies using a nonmanagerial sample (Study 2) and a managerial sample (Study 3) and found that participants’ perceived CSR was positively related to their pride, which in turn was related to stronger organizational embeddedness. Stronger organizational embeddedness was related to lower turnover 6 months later in Study 2 but not in Study 3. In Study 4, we conducted a longitudinal four‐wave 14‐month study to test the proposed relationships from a within‐person conceptualization, and the results were also supportive. Thus, the proposed perception‐emotion‐attitude‐behavior framework received broad support and illustrated that stronger microfoundations of CSR research could be constructed through understanding employees’ emotional, attitudinal, and behavioral reactions to their perceptions of their employers’ CSR. | - |
dc.language | eng | - |
dc.publisher | Wiley-Blackwell Publishing, Inc. The Journal's web site is located at http://onlinelibrary.wiley.com/journal/10.1111/(ISSN)1744-6570 | - |
dc.relation.ispartof | Personnel Psychology | - |
dc.rights | Preprint This is the pre-peer reviewed version of the following article: [FULL CITE], which has been published in final form at [Link to final article using the DOI]. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Use of Self-Archived Versions. Postprint This is the peer reviewed version of the following article: [FULL CITE], which has been published in final form at [Link to final article using the DOI]. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Use of Self-Archived Versions. | - |
dc.subject | Corporate social responsibility | - |
dc.subject | CSR | - |
dc.subject | Social responsibility | - |
dc.title | Employee perceptions of corporate social responsibility: Effects on pride, embeddedness, and turnover | - |
dc.type | Article | - |
dc.identifier.email | Ng, TWH: tng@business.hku.hk | - |
dc.identifier.authority | Ng, TWH=rp01088 | - |
dc.description.nature | link_to_subscribed_fulltext | - |
dc.identifier.doi | 10.1111/peps.12294 | - |
dc.identifier.scopus | eid_2-s2.0-85052902706 | - |
dc.identifier.hkuros | 306446 | - |
dc.identifier.volume | 72 | - |
dc.identifier.issue | 1 | - |
dc.identifier.spage | 107 | - |
dc.identifier.epage | 137 | - |
dc.identifier.isi | WOS:000457653900004 | - |
dc.publisher.place | United States | - |
dc.identifier.issnl | 0031-5826 | - |