Corporate social responsibility and employee engagement: The moderating role of CSR‐specific relative autonomy and individualism

By D. Rupp, Ruodan Shao, D. Skarlicki, E. Paddock, Tae-Yeol Kim, Thierry Nadisic. 2018

214 citations recorded by the source corpus.

Department of Psychological Sciences, Purdue University, West Lafayette, Indiana, U. S.A. Department of Business Administration, Asper School of Business, University of Manitoba, Winnipeg, MB, Canada Sauder School of Business, University of British Columbia, Vancouver, BC, Canada Work and Organizational Psychology, MTEC, Department of Management, Technology and Economics, ETH Zürich, Zürich, Switzerland China Europe International Business School (CEIBS), Shanghai, P. R. China Emlyon Business School, Paris Campus, France Correspondence Deborah E. Rupp, Department of Psychological Sciences, Purdue University, 703 Third Street, West Lafayette, Indiana 47907‐2081, U.S.A. Email: ruppd@purdue.edu

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/1240be2d103da6760be12a701a955a6be15005ed

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In Organizational Behavior and Human Resource Management

1. Sarah Desirée Schaefer
2. Ralf Terlutter
3. J. Story
4. Filipa Castanheira
5. S. Diehl

In Social Psychology

1. Ralf Terlutter
2. J. Story
3. Filipa Castanheira

In Strategy and Management

1. Filipa Castanheira
2. Sarah Desirée Schaefer
3. Ralf Terlutter
4. J. Story
5. S. Diehl

Citations in the corpus

• Talking about CSR matters: employees’ perception of and reaction to their company’s CSR communication in four different CSR domains (2019, background): “Recent research has shown that sociodemographic characteristics are likely to impact the value employees place on CSR (Ashforth, Harrison, and Corley 2008; Rupp et al. 2013; 2018) and for this reason may affect employees’ perception and evaluation of the organizational CSR engagement.”
• Corporate social responsibility and employee performance: Mediation role of job satisfaction and affective commitment (2019, background): “More recently, studies have looked at the impact of CSR on employees by looking at many organizational behavior variables, for example, employee‐ company identification (McShane & Cunningham, 2012), organizational commitment (Bouraoui, Bensemmane, Ohana, & Russo, 2018), organizational citizenship be”