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Tytuł artykułu

Role of external CSR and social support programme for sustaining human capital in contrasting economies

Treść / Zawartość
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Warianty tytułu
PL
Rola zewnętrznego programu CSR i wsparcia społecznego dla utrzymywania kapitału ludzkiego w kontrastujących gospodarkach
Języki publikacji
EN
Abstrakty
EN
The paper contributes to enhance the body of knowledge for academicians and companies to enhance employees' commitment and efficiency through CSR framework. There is no previous paper containing variables of interest in comparative economies' context. This study investigated the role of social support programme in sustaining human capital under Corporate Social Responsibility (CSR) framework. Using comparative analysis, we examined the employees’ perception and organisational commitment at workplace influenced by CSR. It has been found that CSR significantly improved the employees’ perception and commitment. CSR strengthens social support, diversity, health and safety, and equal treatment at both layers of management. Interestingly, females’ organisational commitment is significantly influenced by external CSR than males do. The importance of social support and CSR is highly visible among Canadian workers in contrast to Pakistani workers indicating to be reasons for higher organisational commitment.
PL
Artykuł przyczynia się do poszerzenia wiedzy naukowców i firm w celu zwiększenia zaangażowania i wydajności pracowników poprzez ramy CSR. Nie ma wcześniejszej publikacji zawierającej zmienne będące przedmiotem zainteresowania w kontekście gospodarek porównawczych. W badaniu zbadano rolę programu wsparcia społecznego w utrzymaniu kapitału ludzkiego w ramach społecznej odpowiedzialności biznesu (CSR). Korzystając z analizy porównawczej, zbadaliśmy postrzeganie pracowników i zaangażowanie organizacyjne w miejscu pracy, na które wpływa CSR. Stwierdzono, że CSR znacznie poprawiło percepcję i zaangażowanie pracowników. CSR wzmacnia wsparcie społeczne, różnorodność, zdrowie i bezpieczeństwo oraz równe traktowanie na obu poziomach zarządzania. Co ciekawe, na zaangażowanie organizacyjne kobiet w znacznym stopniu wpływa zewnętrzna CSR niż mężczyźni. Znaczenie wsparcia społecznego i CSR jest bardzo widoczne wśród pracowników kanadyjskich, w przeciwieństwie do pracowników z Pakistanu, wskazując, że są powodem większego zaangażowania organizacyjnego.
Rocznik
Strony
147--168
Opis fizyczny
Bibliogr. 42 poz., rys., tab.
Twórcy
  • Yorkville University, 2000 Steeles Ave W, Concord, ON L4K 4N1
autor
  • University of Brunel Kingston Lane, London, Uxbridge UB8 3PH, London, United Kingdom
  • University of Wales Trinity Saint David - London Campus 11 Winchester House, Cranmer Road, SW9 6EJ, London, United Kingdom
autor
  • Department of Human Resource Management, Faculty of Corporate Strategy, Institute of Technology and Business, Okružní 517/10, 37001 Česke Budějovice, Czech Republic
Bibliografia
  • 1. Adhikari, D. R., Chaudhari, D. K. G. M. K., (2016). "Corporate social responsibility domains and related activities in Nepalese companies", International Journal of Law and Management, Vol. 58 (6). 673-684.
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  • 4. Belas, J., Cera, G., Dvorsky, J. and Cepel, M., (2020). "Corporate social responsibility and sustainability issues of small- and medium-sized enterprises". Corp Soc Responsib Environ Manag.; 1-10.
  • 5. Berman, S. L., Wicks, A. C., Kotha, S. and Jones, T. M., (1999). Does Stakeholder Orientation Matter? The Relationship Between Stakeholder Management Models and Firm Financial Performance. Academy of Management Journal. Vol. 42. 488-506.
  • 6. Brammer, S., Millington, A. and Rayton, B., (2005). The Contribution of Corporate Social Responsibility to Organisational Commitment. Working Paper Series 2005:20. University of Bath. 1-33.
  • 7. Carcary, M., (2009). "The research audit trail - Enhancing trustworthiness in qualitative inquiry". Electron Journal of Business Research Methods. Vol. 7. 11-24. Available at: http://www.ejbrm.com.
  • 8. Cera, G., Belas, J., Marousek, J. and Cera, E., (2020). "Do size and age of small and medium-sized enterprises matter in corporate social responsibility? " Economics and Sociology, 13(2), 86-99.
  • 9. Creswell, J. W., (2013). Research Design: Qualitative, Quantitative, and Mixed Methods Approaches. 4th Edition. SAGE Publications. UK.
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  • 11. Dupont, C., Ferauge, P. and Giuliano, R., (2013). The Impact of Corporate Social Responsibilty on Human Resource Management: GDF SEUZ’s Case. International Business Research, Vol. 6 (12). 145-155.
  • 12. Emeseh, E., Songi, O., (2014). "CSR, human rights abuse and sustainability report accountability", International Journal of Law and Management. Vol. 56 (2). 136-151.
  • 13. Faizan, R., Haque, A. U., (2016). The Relationship between Societal attributes, Feminine Leadership & Management Style: Responses from Pakistan’s Urban Region Female-Owned Businesses. European Journal of Business and Management, Vol. 8 (23). 171-191.
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  • 25. Louangrath, P. I., (2013). Alpha and Beta Tests for Type I and Type II Inferential Errors Determination in Hypothesis Testing. Retrieved from SSRN: https://ssrn.com/abstract=2332756
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  • 35. Sackey, M., Sanda, J., (2011). Sustenance of Human Capital: Social Support as a Managerial Stress Reliever for Women in Developing Economies. Research and Practice in Human Resource Management, Vol. 19 (2), 1-23.
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Uwagi
Opracowanie rekordu ze środków MNiSW, umowa Nr 461252 w ramach programu "Społeczna odpowiedzialność nauki" - moduł: Popularyzacja nauki i promocja sportu (2021).
Typ dokumentu
Bibliografia
Identyfikator YADDA
bwmeta1.element.baztech-911c0476-c885-47e2-a8b4-92402b9f57d9
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