Is the Perception of ‘Goodness’ Good Enough? Exploring the Relationship Between Perceived Corporate Social Responsibility and Employee Organizational Identification
By Ante Glavas, Lindsey Godwin. 2013
380 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/e8652005993c4846a87f3d2f5cbe5fc14db446e9
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Citations in the corpus
- The Effects of Perceived Corporate Social Responsibility on Employee Attitudes (2014, background): “Firms might be (un)intentionally projecting an image of corporate responsibility which employees might find disingenuous in the long-term—and lead to negative consequences (Glavas & Godwin, 2013).”
- Consistency Matters! How and When Does Corporate Social Responsibility Affect Employees’ Organizational Identification? (2016, background): “Reviews and conceptual endeavours analysing the micro- (employee-) level consequences of CSR (Bauman and Skitka, 2012; Glavas and Godwin, 2013; Gond et al., 2010; Rupp and Mallory, 2015) as well as empirical studies (e.”
- Ethical Leadership and Corporate Social Responsibility in China: A Multilevel Study of Their Effects on Trust and Organizational Citizenship Behavior (2017, background): “First, the literature suggests that it is through the creation of organizational identification that ethical leadership (Qi and Liu 2014) and CSR (Evans and Davis 2014; Glavas and Godwin 2013) positively influence OCB among employees.”
- The Effects of Explicit and Implicit Ethics Institutionalization on Employee Life Satisfaction and Happiness: The Mediating Effects of Employee Experiences in Work Life and Moderating Effects of Work–Family Life Conflict (2018, background): “It has been proposed that CSR activities of a firm increase employees’ organizational commitment (e.g., Maignan and Ferrell 2001; Maignan et al. 1999) and organizational identification to the firm (e.g., Glavas and Godwin 2013).”
- Corporate Social Responsibility, Ethical Leadership, and Trust Propensity: A Multi-Experience Model of Perceived Ethical Climate (2015, background): “…prior research suggests that CSR perceptions impact a variety of employee attitudes and behaviors, including identification with the organization (Glavas and Godwin, 2013), trust in/social exchange with organizational leadership (Hansen et al. 2011, 2013), commitment to the organization (Collier…”
- The psychological microfoundations of corporate social responsibility: A person-centric systematic review (2017, background): “…has empirically assessed the gap between subjective (individuals’ perceptions) and objective (CSR evaluated by external agencies) measures of CSR, even though people may have some knowledge of the actual actions of their organization that shapes their reactions to its CSR (Glavas & Godwin, 2013).”
- Employees’ Perceptions of Corporate Social Responsibility and Job Performance: A Sequential Mediation Model (2016, background): “CSR has drawn increasing attention from scholars, however, the effects that organizations’ CSR efforts have on their members have remained somewhat understudied [1,15].”
- Organizational public value and employee life satisfaction: the mediating roles of work engagement and organizational citizenship behavior (2020, neutral): “…commitment to an organization, employee organizational identification, and employee attraction and retention (Brammer, He, & Mellahi, 2015; Brammer et al., 2007; Farooq, Payaud, Merunka, & Valette-Florence, 2014; Glavas & Godwin, 2013; Kim, Lee, Lee, & Kim, 2010; Mory, Wirtz, & Göttel, 2015).”