Towards Making an Invisible Diversity Visible: A Study of Socially Structured Barriers for Purple Collar Employees in the Workplace

Green sustainability in the hotel sector: The role of CSR, intrinsic green motivation, and personal environmental norms

In the context of the United Nations Sustainable Development Goals (UN-SDGs), this study accentuates the role of the tourism and hospitality sector in promoting sustainability. The primary purpose is to unravel the relationship between corporate social responsibility (CSR) and energy-specific sustainable behavior of employees (ESBE), with particular emphasis on the mediating roles of green intrinsic motivation and personal environmental norms. Utilizing a three-wave data collection approach, we secured 325 valid responses from sector employees at various levels (manager-non managers) and applied Structural Equation Modeling through the SMART-PLS tool to assess the hypothesized relationships. The findings highlight a pronounced interconnection between CSR, ESBE, and the designated mediating variables. These results not only augment the academic literature by illustrating the psychological underpinnings bridging CSR to ESBE, but also equip the tourism and hospitality industry with actionable insights. Through informed CSR initiatives aligned with employee values, the sector can galvanize sustainable behaviors and create business models that resonate with the aspirations of the UN-SDGs, pointing the way to a more sustainable industry.

Internal Corporate Social Responsibility and Employee Burnout: An Employee Management Perspective from the Healthcare Sector

Purpose

The issue of burnout has been identified as one of the most pressing challenges in organizational management, impacting the ability of an organization to succeed as well as employee productivity. In the healthcare industry, burnout is particularly prevalent. Burnout has received increasing attention from scholars, and different models have also been proposed to address this issue. However, burnout is on the rise in healthcare, especially in developing countries, indicating the need for more research on how to mitigate burnout. Research indicates that internal corporate social responsibility (ICSR) has a significant impact on employee behavior. However, little attention has been paid to exploring how ICSR might effectively reduce healthcare burnout. This study aims to investigate how ICSR and employee burnout are related in the healthcare sector of a developing country. In addition, we tested how subjective well-being and resilience mediate and moderate the effect of ICSR on employee burnout.

Methods

Data were collected from 402 healthcare employees working in different hospitals in Pakistan. In our study, we used a self-administered questionnaire as a data collection instrument. We have adapted the items in this survey from reliable and already published sources. Data collection was carried out in three waves.

Results

Hypotheses were evaluated using structural equation modeling (SEM). Software such as IBM-SPSS and AMOS were used for this purpose. ICSR significantly reduces healthcare employees' burnout, according to the results of the structural analysis. The relationship between ICSR and burnout was also found to be mediated by subjective well-being, and resilience moderated the relationship between ICSR and subjective well-being.

Findings

In light of our findings, hospitals can take some important steps to resolve the problem of burnout. The study specifically stresses the importance of ICSR as a contextual organizational resource for preventing burnout among healthcare employees.

The Role of CSR Information on Social Media to Promote the Communicative Behavior of Customers: An Emotional Framework Enriching Behavioral Sciences Literature

Studies have shown that an organization's corporate social responsibility (CSR) activities affect customer behaviors such as loyalty and satisfaction. In spite of this, the role of social media in informing customers about a brand's CSR activities and in fostering customer advocacy behavior (CADB) has been underexplored. To fill this knowledge gap, this study investigates the relationship between the CSR-related communication of a banking organization and CADB. This study also examines how emotions such as customer-company identification (CCI) and gratitude as a mediator and a moderator. Using a self-administered questionnaire (n = 302), we collected data from banking customers. Hypotheses were evaluated by using structural equation modeling, which revealed that CSR positively predicts CADB, whereas there are mediating and moderating functions of CCI and GA. Theoretically, this study highlights the role of human emotions in behavior formation from the standpoint of social media. Practically, this study provides important insights for the banking sector's administrators to realize the important role of CSR communication, using different social networking websites, for converting customers into brand advocates.

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.

From Corporate Social Responsibility to Employee Well-Being: Navigating the Pathway to Sustainable Healthcare

Purpose

Despite extensive research on the impact of corporate social responsibility (CSR) on employee outcomes, only limited research has been conducted to investigate the impact of CSR on healthcare employees' burnout (BUO). Additionally, the underlying mechanism by which CSR may reduce BUO has not been fully understood. In order to fill these gaps, we explored the relationship between CSR and BUO, as well as the possible mediating effects of subjective wellbeing (SW) and compassion (CM). Also, employee admiration (AM) was examined as a moderating factor.

Methods

The study utilized a questionnaire to collect data, which was distributed using the paper-pencil method. A total of 335 healthcare employees, including nurses, doctors, paramedics, and general administration, participated in the study. Specifically, we focused on the healthcare segment of Pakistan. A survey was conducted to assess participants' perceptions of CSR practices, BUO, AM, SW, and CM within their organizations. The questionnaire consisted of several standardized scales validated in previous research.

Results

We investigated the relationship between CSR and BUO using the AMOS software. BUO was negatively associated with CSR, suggesting that organizations with strong CSR practices may be able to reduce employee burnout. Moreover, the relationship between CSR and BUO was mediated by both subjective wellbeing (SW) and compassion (CM), revealing how CSR may impact employee burnout. Furthermore, we found that employee admiration (AM) buffered the relationship between CSR and BUO.

Findings

BUO is a growing concern among healthcare professionals and has the potential to negatively impact the quality of patient care, staff morale, and, ultimately, the success of healthcare organizations. BUO in healthcare settings can be effectively addressed by implementing CSR strategies. Effective CSR strategies should be implemented in a meaningful way to employees and provide them with opportunities to engage in activities that align with their values and interests.

The Relationship between Corporate Social Responsibility on Social Media and Brand Advocacy Behavior of Customers in the Banking Context

This research study aims to investigate the relationship between corporate social responsibility (CSR)-related communication on social media and brand advocacy behavior of retail banking customers in a developing country. This study also proposes a dual mediating mechanism of customer engagement and customer-company identification in the above-proposed relationship. The data were collected from retail banking customers with the help of a self-administered questionnaire (n = 356). To test the hypothesized relationships, a theoretical model was developed in this study. For hypothesis testing, we used the structural equation modeling (SEM) technique in AMOS software. The empirical analysis results confirmed our theoretical assumption that the manifestation of CSR-related communication on social media by a bank significantly influenced the advocacy behavior of retail banking customers. Our study also confirmed the mediating function of customer engagement and customer-company identification. The findings of this study offer different implications for the banking sector. For example, our study highlights the critical role of CSR-related communication on social media for meaningful customer-brand relationships by promoting the advocacy behavior of customers.

Corporate Social Responsibility and Energy-Related Pro-Environmental Behaviour of Employees in Hospitality Industry

Tourism and hospitality are at a crossroads. The growth and developmental potential of these industries indicate the economic benefits for an associated nation at one end. However, the environmental issues related to tourism and hospitality create challenges for the administration at another end. In most cases, a sheer amount of carbon emission in hospitality lies with energy consumption, especially electrical energy. However, past studies on environmental management have mainly focused on the supply side of energy (production) and left the terrain of the demand side (consumption by individuals) unattended. Recently, behavioral scientists have indicated that corporate social responsibility (CSR) actions of a firm can promote sustainable behavior among individuals, including employees. We tend to spark this discussion from an energy consumption perspective by investigating the relationship between CSR and energy-related pro-environmental behavior of employees (EPB) in the hospitality sector of a developing country (Pakistan). To understand the underlying mechanism of this relationship, this study proposes the mediating role of green intrinsic motivation (GIM) and the moderating role of human emotions, e.g., employee admiration (ADM). We developed a theoretical model for which the data were gathered from different hotel employees with the help of a questionnaire. We used structural equation modeling for hypotheses testing. The empirical evidence indicated that CSR significantly predicts EPB, and there is a mediating role of GIM. The study also confirmed that ADM moderates this relationship. The findings of this study will be helpful for hotel administration to understand the profound importance of CSR-based actions to promote energy-related sustainable behavior among employees, e.g., EPB. Other implications for theory and practice have been highlighted in the main text of this draft.

The Role of CSR in Promoting Energy-Specific Pro-Environmental Behavior among Hotel Employees

Mitigating environmental crises requires efforts to reduce carbon emission at every level and segment of an economy. In this respect, the energy sector is blamed for increasing greenhouse gas emissions (GHG) throughout the globe. Specifically, it was specified that electrical energy contributes to 35% of the world’s GHG emissions. Without a doubt, the topics related to clean and green energies remained a part of academic discussion; however, a critical knowledge gap exists in most studies. That is, most of the prior literature focused only on the production side (supply side) of electrical energy, neglecting the consumption side (consumption at the level of individuals). Given that a significant amount of electricity has been consumed by the individuals in buildings (homes, offices, or others) for heating and cooling purposes, it is important to promote a target-specific (energy-specific) pro-environmental behavior (TSPEB) of individuals. However, such a debate did not receive any significant attention previously. Further, psychological factors such as employees’ environmental commitment (EEC) and green self-efficacy (GSE) were identified as critical mediators to drive different employees’ outcomes, but the mediating effect of EEC and GSE was not tested earlier to foster TSPEB in a CSR framework. The data for the current work were collected from employees of different hotels in a developing country by employing a survey strategy (n = 383). The structural equation modeling was used to analyze the data, which confirmed that hospitality employees’ CSR perceptions could improve TSPEB. The statistical results also confirmed the significant mediating effects of EEC and GSE. The finding of this study will help the hospitality sector to improve its efforts for de-carbonization by improving the energy consumption behavior of employees as an outcome of CSR.

A CSR Perspective to Drive Employee Creativity in the Hospitality Sector: A Moderated Mediation Mechanism of Inclusive Leadership and Polychronicity

The hospitality sector, especially the hotel business, is at a crossroads. Dynamic business environments, rivalries, and isomorphisms in service operations are significant challenges for hotel enterprises. Fostering employee creativity is undoubtedly something that can well position a hotel in the face of competition. Research shows that corporate social responsibility (CSR) perceptions of employees for an enterprise can motivate them to be engaged in creativity. At the same time, it has also been mentioned that corporate leaders could significantly influence the behavior of employees. Nevertheless, employee creativity in a CSR framework has not been well-explored in a hospitality context. Moreover, the role of leadership, especially inclusive leadership styles, has been less discussed to spur employee creativity from a CSR perspective. To bridge the above knowledge gaps, this study investigates the relationship between CSR and employee creativity with the mediating effect of inclusive leadership in the hotel industry of a developing economy. Moreover, the conditional indirect effect of employee polychronicity was also tested in the proposed mediated relationship. For data collection, an adapted questionnaire was taken into consideration by employing a paper–pencil method (n = 427). A hypothetical model was refined and validated through structural equation modeling (SEM). The results confirmed that CSR can drive employee creativity significantly, and inclusive leadership partially mediates this relationship. It was also realized that polychronicity has a significant conditional indirect effect on the above-mediated relationship. These outcomes contribute to improvements in the hotel management, as well-designed CSR activities both improve the hotel’s image as an ethical enterprise and increase creativity among employees.

The Role of Healthcare Employees’ Pro-Environmental Behavior for De-Carbonization: An Energy Conservation Approach from CSR Perspective

Buildings worldwide use a large amount of energy and, hence, contribute to increasing the level of greenhouse gases emission (GHG). It was realized that most electrical energy is used in buildings for heating, cooling, and ventilation purposes. To deal with environmental issues, the concepts of renewable energies and clean or green energy sources have been a part of academic discussions. A review of the literature unveils that most of the prior research in the GHG domain focused on the production side of producing renewable energy by opting for different cleaner energy sources (for example, solar energy). Although such studies have contributed significantly to advancing the field, it is also important to change the energy consumption behavior at the level of individuals for decarbonization. However, such a debate to promote the pro-environmental behavior (PEB) of employees from the perspective of energy consumption remains an understudied area. Against this backdrop, this research was carried out to promote PEB at the level of employees through corporate social responsibility (CSR) and green organizational practices in the healthcare sector of an emerging economy. The current research also focused on personal employee values, especially altruistic values, to spur their PEB. The data for the current work was collected from employees of different hospitals by employing a survey strategy (n = 441). To analyze the data, structural equation modeling was considered. The results showed that CSR directly and indirectly (via green organizational practices) influences employees’ PEB, whereas the altruistic values of employees produce a significant conditional indirect effect on the above relationship. The current research offers different implications for theory and practice, which are discussed in detail.