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  1. A Conceptual Framework for Exploring the Impacts of Corporate Social Responsibility on Employee Attitudes and Behaviour.Manimegalai Santhosh & Rupashree Baral - 2015 - Journal of Human Values 21 (2):127-136.
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  • Exploring Corporate Citizenship and Purchase Intention: Mediating Effects of Brand Trust and Corporate Identification.Yuan Hui Tsai, Sheng-Wuu Joe, Chieh-Peng Lin, Chou-Kang Chiu & Kuei-Tzu Shen - 2015 - Business Ethics: A European Review 24 (4):361-377.
    Corporate citizenship represents various organizational activities and status related to the organization's societal and stakeholder obligations. This study develops five different dimensions of corporate citizenship and examines the relationship between the five dimensions and purchase intention by including two key mediators. In the proposed model of this study, purchase intention is indirectly affected by economic, legal, ethical, general philanthropic, and strategic philanthropic citizenship via the mediation of corporate identification and brand trust. Empirical testing using a survey of 353 consumers from (...)
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  • Corporate Social Responsibility and Employee Outcomes: A Moderated Mediation Model of Organizational Identification and Moral Identity.Wei Wang, Ying Fu, Huiqing Qiu, James H. Moore & Zhongming Wang - 2017 - Frontiers in Psychology 8.
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  • Modeling Job Pursuit Intention: Moderating Mechanisms of Socio-Environmental Consciousness. [REVIEW]Yuan-Hui Tsai, Sheng-Wuu Joe, Chieh-Peng Lin & Rong-Tsu Wang - 2014 - Journal of Business Ethics 125 (2):1-12.
    Many scholars have suggested the relationship between corporate social performance and its ability to attract a large number of high-quality job applicants, because previous literature indicates that employees with strong social awareness help create a high-performance organization. For that reason, an important issue for successful business recruitment is how to boost the pursuit intention of job seekers. This study discusses such issue by proposing a model based on signaling theory and cognitive dissonance theory. In the proposed model of this study, (...)
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  • Person–Organization Fit on Prosocial Identity: Implications on Employee Outcomes.Jongseok Cha, Young Kyun Chang & Tae-Yeol Kim - 2014 - Journal of Business Ethics 123 (1):1-13.
    This study examined the relationship between person–organization (PO) fit on prosocial identity (prosocial PO fit) and various employee outcomes. The results of polynomial regression analysis based on a sample of 589 hospital employees, which included medical doctors, nurses, and staff, indicate joint effects of personal and organizational prosocial identity on the development of a sense of organizational identification and on the engagement in prosocial behaviors toward colleagues, organizations, and patients. Specifically, prosocial PO fit had a curvilinear relationship with organizational identification, (...)
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  • Rethinking the Employees' Perceptions of Corporate Citizenship Dimensionalization.Arménio Rego, Susana Leal & Miguel Pina E. Cunha - 2011 - Journal of Business Ethics 104 (2):207 - 218.
    The article suggests that the four-factor model of corporate citizenship (CC: economic, legal, ethical, and discretionary responsibilities) does not fairly represent all pertinent dimensions of employees' CC perceptions. Based on an empirical study with a sample of 316 employees, we show that, at least in some contexts, individuals distinguish seven CC dimensions: (1) economic responsibilities toward customers; (2) economic responsibilities toward owners; (3) legal responsibilities; (4) ethical responsibilities; (5) discretionary responsibilities toward employees; (6) discretionary responsibilities toward the community; and (7) (...)
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  • Corporate Citizenship and Employee Outcomes: Does a High-Commitment Work System Matter?Yi-Ting Lin & Nien-Chi Liu - 2019 - Journal of Business Ethics 156 (4):1079-1097.
    Interest in corporate citizenship has been burgeoning in the academic and managerial realms for decades. While a psychological CC climate has been conceptualized and has received empirical support for its relationship with employee outcomes, the organizational climate perspective of CC has not yet been explored. In the present study, we develop and examine a mediated moderation model that elaborates the underlying psychological process and the contingency of organizational CC climate and its individual outcomes. We follow 539 employees in 26 firms (...)
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  • How Co-Creation Increases Employee Corporate Social Responsibility and Organizational Engagement: The Moderating Role of Self-Construal.Bonnie Simpson, Jennifer L. Robertson & Katherine White - forthcoming - Journal of Business Ethics:1-20.
    This research merges literature from organizational behavior and marketing to garner insight into how organizations can maximize the benefits of Corporate Social Responsibility for enhanced CSR and organizational engagement of employees. Across two field experiments, the authors demonstrate that the effectiveness of employee co-creation activities in increasing employees’ positive CSR perceptions is moderated by self-construal. In particular, the positive effect of co-creation on CSR perceptions emerges only for employees with a salient interdependent self-construal. Moreover, the results demonstrate that increased positive (...)
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  • Modeling Corporate Social Performance and Job Pursuit Intention: Mediating Mechanisms of Corporate Reputation and Job Advancement Prospects. [REVIEW]Rong-Tsu Wang - 2013 - Journal of Business Ethics 117 (3):569-582.
    An important issue for successful recruitment is to increase the pursuit intention of job seekers. This study discusses such issue by proposing a research model based on the signaling theory and the expectancy theory. In the model, this study hypothesizes that the perceived corporate social performance of job seekers positively affects their job pursuit intention and recommendation intention indirectly via the mediation of corporate reputation and job advancement prospects. The proposed hypotheses of this research are empirically tested using the data (...)
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  • Corporate Social Responsibility and Team Performance: The Mediating Role of Team Efficacy and Team Self-Esteem. [REVIEW]Chieh-Peng Lin, Yehuda Baruch & Wei-Chi Shih - 2012 - Journal of Business Ethics 108 (2):167-180.
    This study examines the influence of three components of corporate social responsibility on team performance. In the proposed model of this study, team performance is indirectly affected by three dimensions of perceived corporate citizenship (i.e., economic, legal, and ethical citizenship) via the mediation of team efficacy and team self-esteem. Surveying members of 172 teams confirms most of our hypothesized effects. Our results show that economic citizenship influences team performance via the mediation of both team efficacy and team self-esteem. However, legal (...)
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  • Modeling the Relationship Between Perceived Corporate Citizenship and Organizational Commitment Considering Organizational Trust as a Moderator.Yi-Ju Wang, Yuan-Hui Tsai & Chieh-Peng Lin - 2013 - Business Ethics 22 (2):218-233.
    This study proposes a research model based on social identity theory, which examines the moderating role of organizational trust on the relationship between corporate citizenship and organizational commitment. In the model, organizational commitment is positively influenced by organizational trust and four dimensions of perceived corporate citizenship, including economic, legal, ethical and discretionary citizenship. The model paths are hypothesized to be moderated by organizational trust. Empirical testing using a survey of personnel from 12 large firms confirms most of our hypothesized effects. (...)
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  • Corporate Social Responsibility and Employee Outcomes: The Role of Country Context.Tay K. McNamara, Rene Carapinha, Marcie Pitt-Catsouphes, Monique Valcour & Sharon Lobel - 2017 - Business Ethics: A European Review 26 (4):413-427.
    This study examined the association between employee perceptions of two foci of corporate social responsibility and work attitudes in different countries. Using data collected as part of a multinational research project with a core team in the United States, we found that perceptions of externally focused CSR enactment were positively associated with employee engagement and affective commitment. Perceptions of internally focused CSR enactment were positively associated with affective commitment but not with employee engagement. Analyses across countries revealed more cultural than (...)
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  • Voice More and Stay Longer: How Ethical Leaders Influence Employee Voice and Exit Intentions.Long W. Lam, Raymond Loi, Ka Wai Chan & Yan Liu - 2016 - Business Ethics Quarterly 26 (3):277-300.
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  • Modeling the Relationship Among Perceived Corporate Citizenship, Firms' Attractiveness, and Career Success Expectation.Chieh-Peng Lin, Yuan-Hui Tsai, Sheng-Wuu Joe & Chou-Kang Chiu - 2012 - Journal of Business Ethics 105 (1):83-93.
    Drawing on propositions from the signaling theory and expectancy theory, this study hypothesizes that the perceived corporate citizenship of job seekers positively affects a firm’s attractiveness and career success expectation. This study’s proposed research hypotheses are empirically tested using a survey of graduating MBA students seeking a job. The empirical findings show that a firm’s corporate citizenship provides a competitive advantage in attracting job seekers and fostering optimistic career success expectation. Such findings substantially complement the growing literature arguing that corporate (...)
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  • Modeling the Relationship Between Perceived Corporate Citizenship and Organizational Commitment Considering Organizational Trust as a Moderator.Yi-Ju Wang, Yuan-Hui Tsai & Chieh-Peng Lin - 2013 - Business Ethics: A European Review 22 (2):218-233.
  • Rethinking the Employees' Perceptions of Corporate Citizenship Dimensionalization.Arménio Rego, Susana Leal & Miguel Cunha - 2011 - Journal of Business Ethics 104 (2):207-218.
    The article suggests that the four-factor model of corporate citizenship (CC: economic, legal, ethical, and discretionary responsibilities) does not fairly represent all pertinent dimensions of employees’ CC perceptions. Based on an empirical study with a sample of 316 employees, we show that, at least in some contexts, individuals distinguish seven CC dimensions: (1) economic responsibilities toward customers; (2) economic responsibilities toward owners; (3) legal responsibilities; (4) ethical responsibilities; (5) discretionary responsibilities toward employees; (6) discretionary responsibilities toward the community; and (7) (...)
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