Effects of perceived organizational CSR value and employee moral identity on job satisfaction: a study of business organizations in Thailand

An Empirical Study on Corporate ESG Behavior and Employee Satisfaction: A Moderating Mediation Model

As the role of human capital in enhancing corporate value becomes increasingly prominent in the new economic era, employee satisfaction has garnered widespread attention in organizational behavior theory and business practices. However, constrained by the traditional governance model of "shareholder primacy", which tends to view employees instrumentally, adverse effects on employee satisfaction and organizational identification persist. Currently, corporate ESG behaviors are flourishing in China, bringing profound and extensive transformations to economic and social sustainability. Yet, the research on whether and how corporate ESG behaviors improve employee satisfaction remains unclear. This study, based on data from the "China's 100 Best Employers Award" and employing regression analysis on panel data from listed companies on the Shanghai and Shenzhen stock exchanges, reveals that corporate ESG behaviors have the potential to enhance employee satisfaction. Transparency in corporate environmental information and internal control mechanisms emerge as the primary means through which corporate ESG behaviors elevate employee satisfaction. Furthermore, heightened environmental awareness among executives and higher educational qualifications among employees strengthen the relationship between corporate ESG behaviors and employee satisfaction.

Subjective Well-Being in Organizations: Effects of Internal Ethical Context and Ethical Leadership

The literature rarely addresses the possible effects of organizations' internal ethical context on their employees' subjective well-being, that is, people's evaluation of their lives based on positive and negative emotional experiences and perceived life satisfaction. This study explored how internal ethical context's components-specifically ethics codes, ethics programs' scope and perceived relevance, and perceived corporate social responsibility practices-are related to workers' subjective well-being. Ethical leadership's possible leveraging of ethical context variables' effect on subjective well-being was also examined. The data were collected from 222 employees from various organizations in Portugal using an electronic survey. The results from multiple regression analyses indicate that organizations' internal ethical context positively affects employees' subjective well-being. This impact is mediated by ethical leadership, suggesting that leaders play a crucial role in highlighting and embodying their organization's ethical norms and orientation, thereby directly influencing their staff members' subjective well-being.

Research on the relationship between environmental corporate social responsibility and green innovative behavior: the moderating effect of moral identity

There are extensive studies of environmental corporate social responsibility at the macro level. However, the study of the impact of environmental corporate social responsibility on employees' work-related outcomes is inchoate. Drawing on social identity theory and signaling theory, this paper investigates the impact of environmental corporate social responsibility on employees' green innovative behaviors. The mediating role of perceived meaningfulness at work and the moderating role of moral identity are also investigated. Data were collected via a time-lagged and multisource survey. The study analyzed the responses of 271 employees of Chinese enterprises. Hypotheses were examined using hierarchical regression analysis and bootstrapping. The results indicated environmental corporate social responsibility to be positively related to employees' green innovative behaviors. Perceived meaningfulness at work mediates the link between environmental corporate social responsibility and employees' green innovative behaviors. Moreover, moral identity moderates the relationship between environmental corporate social responsibility and perceived meaningfulness at work. The indirect effect of environmental corporate social responsibility on employees' green innovative behaviors via perceived meaningfulness at work is also moderated by moral identity. Theoretical contributions and practical implications of the study are discussed.

HOW DOES GREEN INTELLECTUAL CAPITAL INFLUENCE EMPLOYEE PRO-ENVIRONMENTAL BEHAVIOR? THE MEDIATING ROLE OF CORPORATE SOCIAL RESPONSIBILITY

The issue of environmental protection in the twenty-first century has played a relatively critical role in business management. Companies developing green intellectual capital can increase their competitive advantage and may influence employees’ attitudes and behavior regarding environmental protection. This research explored the mediating effects of corporate social responsibility (CSR) on the relationship between green intellectual capital and employees’ proenvironmental behavior. Data was obtained from surveys collected from 461 employees in the high-tech industries in Taiwan. The results revealed that green human capital and green relational capital were positively related to the perception of CSR. Moreover, the perception of CSR mediated the associations between green human capital, green relational capital and employees’ pro-environmental behavior. Implications of the findings, including limitations and future research directions are discussed.

CSR Perceptions and Career Satisfaction: The Role of Psychological Capital and Moral Identity

Corporate social responsibility (CSR) at the macro-level has been explored quite extensively, but how it affects employee-level outcomes was only recently researched. This paper draws on insights from the micro-foundation of CSR in explaining the effect of employees’ CSR perceptions on their career satisfaction. Moreover, the mediating role of psychological capital and the moderating role of moral identity are also explored. Data were collected from a cross-industry sample of 383 employees in Saudi Arabia. Structural equation modeling was used to test the hypotheses. The results show that CSR perceptions positively affected career satisfaction, and psychological capital mediated the effect of CSR perceptions on career satisfaction. Both factors of moral identity (internalized and symbolic) positively moderated the link between CSR perceptions and psychological capital. Finally, the indirect effect of CSR perceptions on career satisfaction via psychological capital was moderated by internalized moral identity and symbolic moral identity. Organizations can enhance career satisfaction by communicating to employees about CSR programs, initiatives, and actions. Moreover, employees should be provided with a working environment that provides them with the most resources so that they can feel confident, hopeful, resilient, and optimistic.

The Impact of Employees’ Perceptions of CSR on Career Satisfaction: Evidence from Saudi Arabia

The purpose of this study is to examine the association between employees’ CSR perceptions and their career satisfaction. Moreover, the mediating roles of organizational pride, organizational embeddedness, and psychological capital in the relationship between CSR perceptions and career satisfaction are also examined. Finally, the moderating roles of internalized moral identity and symbolic moral identity in the relationship between CSR perceptions and career satisfaction are investigated. A cross-industry sample of employees from the Kingdom of Saudi Arabia was collected. The results show that CSR perceptions positively affect career satisfaction. Organizational pride, organizational embeddedness, and psychological capital mediate the link between CSR perceptions and career satisfaction. Both dimensions of moral identity (internalized moral identity and symbolic moral identity) positively moderate the effect of CSR perceptions on career satisfaction.