Predicting employee engagement with micro-level corporate social responsibility (CSR) practices in the public accounting firms

Managing healthcare employees' burnout through micro aspects of corporate social responsibility: A public health perspective

Background

Globally, an increasing number of healthcare workers (HCW) suffer from the issue of burnout (BO) annually. The critical issue of BO undermines the capacity of HCW to deliver superior healthcare services on the one end, it negatively affects the mental health of HCW on the other hand. Although HCW in developed and developing countries face the risk of BO, however, this issue is more critical in developing countries due to poor infrastructure, resources and social inequalities. The BO syndrome has recently been recognized as a public health concern, and new approaches are required to manage this epic, especially in healthcare management, effectively. In this respect, past research recognizes the role of corporate social responsibility (CSR) in influencing employee outcomes. Especially the micro aspects of CSR (MCSR) have recently received growing attention from academicians and practitioners. However, most existing MCSR investigations relate to the positive aspects of individual psychology, leaving the terrain unattended on how MCSR can help employees in reducing negative work outcomes for example, BO. To close this critical gap, the basic aim of this study is to investigate the relationship between MCSR and BO. Further, to understand the underlying mechanism of how and why MCSR may reduce employees' BO, this study introduces two mediators, work engagement (WE) and intrinsic motivation (IM) and one moderator, compassion at work (CW).

Method

The data for the current study were gathered randomly from HCW serving in different hospitals of a developing country. Specifically, we collected the data in three separate waves. A self-administered questionnaire was used as a data collection instrument by following a paper-pencil methodology. The response rate in this study remained close to 64%. Both male and female HCW participated in this study. We validated the hypothesized relationships with the help of structural equation modeling in AMOS software.

Results

The results confirmed that MCSR negatively predicts BO, and WE and IM mediated this relationship. Moreover, the moderating effect of CW was also confirmed.

Conclusion

The findings of this study help healthcare administrators to mitigate the epic of BO among HCW by carefully planning and executing MCSR policies.

Internal Corporate Social Responsibility as a Microfoundation of Employee Well-Being and Job Performance

Very drastic environmental changes require the development of an adaptive performance management framework that supports the strengths of the company’s structure. The position of internal CSR as a resource that can solve performance problems needs to be proved. The purpose of the study was to analyze the effect of internal corporate social responsibility on job performance through employee well-being. To this end, this causal study surveyed 282 non-managerial employees at four strategic industrial state-owned enterprises in Indonesia. The respondents were recruited using the proportional random sampling technique. The collected data were analyzed using SEM with SPSS 26. The results showed that changes in job performance can be predicted by the adequacy of work resources and personal resources. Both resources can be realized by the existence of corporate social responsibility intended for employees. Internal corporate social responsibility was found to encourage increased work engagement and decrease burnout, which ultimately improves job performance. Internal CSR is an important personal and work resource for employees. Internal CSR is the company’s main orientation in an effort to strengthen the company’s performance structure while ensuring the implementation of the company’s ethical responsibility in its environment. From the theoretical perspective, this study implied the need for exploring the concept of internal corporate social responsibility to expand our understanding of the relationship between corporate social responsibility and personal and work resources and employee performance. Meanwhile, the practical implications of this study highlight the importance of microlevel corporate social responsibility programs to meet personal and work resource needs so that companies benefit from high employee engagement and low burnout in order to improve adaptive performance and the structure of the company’s performance.