The contribution of corporate social responsibility to organizational commitment

By Stephen Brammer, A. Millington, Bruce A. Rayton. 2007

384 citations recorded by the source corpus.

Subfields: Information Systems and Management, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/e77e5e38a0c429d04a3e6d65a5098244972faf1b

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In Information Systems and Management

In Organizational Behavior and Human Resource Management

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Citations in the corpus

A Greater Price for a Greater Good? Evidence that Consumers Pay More for Charity-Linked Products (2010, neutral): “See Brammer et al. (2007) for evidence of the former effect.”
Strategic CSR: A Concept Building Meta‐Analysis (2019, positive): “, 2016), exude higher levels of organizational commitment (Ali et al., 2010; Brammer et al., 2007), and engage more in organizational citizenship behaviors (Bode et al.”
Corporate Social Responsibility, Employee–Company Identification, and Organizational Commitment: Mediation by Employee Engagement (2015, positive): “The findings of a large number of studies including Ali et al. (2010); Boddy et al. (2010); Brammer et al. (2007), and Collier and Esteban (2007), were analogous to Turker’s results.”
The Impact of Moral Stress Compared to Other Stressors on Employee Fatigue, Job Satisfaction, and Turnover: An Empirical Investigation (2012, background): “…(Schneider 1987) and social identity theory (Peterson 2004) postulate that employees will be more likely to seek and maintain employment with organizations that match the employees’ personal ethical values, since employees will want to be identified with such an organization (Brammer et al. 2007).”
Corporate charitable giving, multinational companies and countries of concern (2009, positive): “For example, recent studies by Brammer et al. (2006) and Williams (2007) suggest that there are very significant differences across countries in the attitudes of the general public towards corporate social responsibility, with generally much greater emphasis on the significance of CSR being found in”
Employees’ Perceptions of Corporate Social Responsibility and Job Performance: A Sequential Mediation Model (2016, background): “Over the last decades, companies have come under growing pressure to actively pursue CSR efforts from a variety of stakeholders [13].”
How Does the Market Value Corporate Sustainability Performance? (2011, positive): “CS can be demonstrated to have positive effects on employees’ motivation and morale, as well as on their commitment and loyalty to the company (Brammer et al. 2007).”
The Impact of Transformational Leadership on Job Performance and CSR as Mediator in SMEs (2019, background): “As an organization performs various types of functions for the benefit of workers, in return, employees also reveal model citizenship behavior in the organization and demonstrate positive thoughts regarding their workplace [47].”
The relevance of corporate social responsibility for a sustainable human resource management: An analysis of organizational attractiveness as a determinant in employees' selection of a (potential) employer (2012, neutral): “Because of its relevance for employees’ management (Brammer & Millington, 2003; Lockett et al., 2006; Brammer et al., 2007), Organizational Behavior and HRM researchers have investigated different aspects of CSR (Aguilera et al., 2007; Rupp et al., 2006).”
Corporate social responsibility and bank risk (2019, positive): “For example, a fair payment, qualifications, and secure working conditions enhance the motivation of employees as well as their company commitment, and finally the productivity (Jones (1995), Brammer et al. (2007), Verwijmeren and Derwall (2010), De Roeck et al. (2016)). These examples illustrate di”