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

Psychological screening, providing social security or strengthening training? How can government and labor unions protect the mental health of young employees

As the mental health problems of young employees become more and more prominent, the government and labor unions need to take measures to protect the mental health of young employees. Considering that the main mental health safeguard measures are divided into psychological screening, providing social security and strengthening training, this article constructs a differential game model under these three modes. The balanced efforts and social benefits of the government and labor unions under the three modes are obtained, and the applicable conditions of various mental health protection modes are compared. The results show that if the government pays a lower cost, the government gets the highest economic benefit under the training mode, followed by the security mode, and the government gets the lowest economic benefit under the psychological screening mode. If the reputation of the labor unions improved by its efforts is low, the equilibrium benefits of the labor unions under psychological screening and providing security are the same, and greater than the equilibrium benefits under the intensive training mode. If the labor unions have a higher reputation enhanced by its efforts, the balance return of the labor unions under the guarantee mode is the highest, followed by the balance return under the intensive training mode, and the balance return of the labor unions under the psychological screening mode is the lowest.

Improving the Environmental Footprint through Employees: A Case of Female Leaders from the Perspective of CSR

Environmental quality strongly depends on human behavior patterns. Many environmental challenges are rooted in human actions, and thus, it is believed that these problems can be reduced through the promotion of pro-environmental behaviors (PB). Owing to this reality, the current study aims to reduce the environmental footprint of a hospital by promoting its employees' environment-specific behavior via corporate social responsibility (CSR) and ethical leadership (EL). More importantly, the study also considered the role of female leaders in the proposed relationship. The current study collected the data from the respondents employed in different hospitals of a developing economy through a questionnaire (paper-pencil method). A total of 489 valid responses were collected, which were analyzed by employing the structural equation modeling (SEM) technique. As per the current study's findings, there is a positive relationship between CSR, while EL mediates between CSR and PB. Likewise, the moderating role of female leaders in the proposed relationship was more significant than that of male leaders. More specifically, the study's findings have considerable theoretical and practical implications, as it opens paths for researchers to further investigate the applicability of different dimensions of CSR and the role of gender in environmental sustainability. It provides insight to policymakers on how to restructure their CSR preferences, priorities on the environment, and gender differences.

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.