Employee corporate social responsibility and well-being: the role of work, family and culture spillover

IF 2.7 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Employee Relations Pub Date : 2024-01-12 DOI:10.1108/er-02-2023-0097
Ester Ellen Trees Bolt, Stephen T. Homer
{"title":"Employee corporate social responsibility and well-being: the role of work, family and culture spillover","authors":"Ester Ellen Trees Bolt, Stephen T. Homer","doi":"10.1108/er-02-2023-0097","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>Considering the conservation of resources (COR) theory, this research investigates the mediating roles of work, family and culture on the relationship between employee corporate social responsibility (CSR) and employee well-being.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>Self-administered questionnaire data from 403 employees working across multiple organisations in the United Kingdom were analysed using path analysis with SmartPLS.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>Organisations can only maximally benefit from their CSR investment when specific HR strategies are in place, as no direct relationship between CSR and well-being outcomes was observed. Family-to-work spillover and work–family culture were significant mediators in the relationship between employee CSR and well-being.</p><!--/ Abstract__block -->\n<h3>Research limitations/implications</h3>\n<p>CSR strategies targeted at improving employee well-being do not necessarily do so in a direct approach. They, therefore, may not serve the desired performance outcomes of organisations. Boundary conditions of applying the crossover model of COR theory were observed.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>This research contributes to the limited knowledge of the effectiveness of employee-related CSR strategies on HRM and well-being outcomes from an employees' perspective. Employee-related CSR strategies are unlikely to improve employee well-being if the inter-individual level of analysis, i.e. interchange between work, family and culture, is not considered.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"45 1","pages":""},"PeriodicalIF":2.7000,"publicationDate":"2024-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Employee Relations","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1108/er-02-2023-0097","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 0

Abstract

Purpose

Considering the conservation of resources (COR) theory, this research investigates the mediating roles of work, family and culture on the relationship between employee corporate social responsibility (CSR) and employee well-being.

Design/methodology/approach

Self-administered questionnaire data from 403 employees working across multiple organisations in the United Kingdom were analysed using path analysis with SmartPLS.

Findings

Organisations can only maximally benefit from their CSR investment when specific HR strategies are in place, as no direct relationship between CSR and well-being outcomes was observed. Family-to-work spillover and work–family culture were significant mediators in the relationship between employee CSR and well-being.

Research limitations/implications

CSR strategies targeted at improving employee well-being do not necessarily do so in a direct approach. They, therefore, may not serve the desired performance outcomes of organisations. Boundary conditions of applying the crossover model of COR theory were observed.

Originality/value

This research contributes to the limited knowledge of the effectiveness of employee-related CSR strategies on HRM and well-being outcomes from an employees' perspective. Employee-related CSR strategies are unlikely to improve employee well-being if the inter-individual level of analysis, i.e. interchange between work, family and culture, is not considered.

查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
员工的企业社会责任和福祉:工作、家庭和文化溢出的作用
本研究考虑到资源保护(COR)理论,调查了工作、家庭和文化对员工企业社会责任(CSR)与员工幸福感之间关系的中介作用。研究结果只有当特定的人力资源战略到位时,组织才能从其企业社会责任投资中获得最大利益,因为在企业社会责任与幸福感结果之间没有观察到直接关系。家庭对工作的溢出效应和工作-家庭文化是员工企业社会责任与幸福感之间关系的重要中介。研究局限/启示以改善员工幸福感为目标的企业社会责任战略并不一定能直接改善员工的幸福感。因此,它们可能无法达到组织所期望的绩效结果。观察到了应用 COR 理论交叉模型的边界条件。原创性/价值本研究从员工的角度出发,对与员工相关的企业社会责任战略对人力资源管理和福利结果的有效性的有限知识做出了贡献。如果不考虑个体间的分析层面,即工作、家庭和文化之间的相互影响,与员工相关的企业社会责任战略就不可能改善员工的福利。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 去求助
来源期刊
Employee Relations
Employee Relations Multiple-
CiteScore
6.50
自引率
8.80%
发文量
69
期刊介绍: ■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life
期刊最新文献
Exploring ambidextrous human resource management and employee performance through the lens of managers’ ambidextrous orientation and individual ambidexterity Talent management practices and the influence of their use on employee outcomes via perceived career growth Beyond liberalization: employers’ organizations’ varied responses to employment law Pay information and employees’ perception of organizational support: the mediating role of pay satisfaction E-work self-efficacy and innovative behaviour: a moderated mediation analysis
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1