nach oben

Journal of Business Ethics

Erschienen in:

06.07.2017 | Original Paper

Corporate Citizenship and Employee Outcomes: Does a High-Commitment Work System Matter?

verfasst von: Yi-Ting Lin, Nien-Chi Liu

Erschienen in: Journal of Business Ethics | Ausgabe 4/2019

Einloggen

Aktivieren Sie unsere intelligente Suche, um passende Fachinhalte oder Patente zu finden.

search-config

KI-gestützte Suche

Aus

Abstract

Interest in corporate citizenship (CC) 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 for approximately one year in Taiwan. We find that organizational CC climate is positively related to employees’ organizational identification (OI) and that the firm’s high-commitment work system (HCWS) can augment the effect of CC on employees’ OI. In addition, employees’ OI plays a psychological process role in mediating the interactive effect of the firm’s CC and HCWS on employees’ workplace outcomes, including their job satisfaction (JS) and turnover intention. The findings shed light on the alignment of CC and human resource functions and argue that the Confucian Asian context may act as a stepping stone for the impact of CC on employees’ attitudes. The study offers valuable implications for both researchers and practitioners.

Vorheriger Artikel An Identity Perspective on Ethical Leadership to Explain Organizational Citizenship Behavior: The Interplay of Follower Moral Identity and Leader Group Prototypicality

Nächster Artikel Just the Servant: An Intersectional Critique of Servant Leadership

Sie haben noch keine Lizenz? Dann Informieren Sie sich jetzt über unsere Produkte:

Springer Professional "Wirtschaft+Technik"

Online-Abonnement

Mit Springer Professional "Wirtschaft+Technik" erhalten Sie Zugriff auf:

über 102.000 Bücher
über 537 Zeitschriften

aus folgenden Fachgebieten:

Automobil + Motoren
Bauwesen + Immobilien
Business IT + Informatik
Elektrotechnik + Elektronik
Energie + Nachhaltigkeit
Finance + Banking
Management + Führung
Marketing + Vertrieb
Maschinenbau + Werkstoffe
Versicherung + Risiko

Jetzt Wissensvorsprung sichern!

Jetzt informieren

Springer Professional "Wirtschaft"

Online-Abonnement

Mit Springer Professional "Wirtschaft" erhalten Sie Zugriff auf:

über 67.000 Bücher
über 340 Zeitschriften

aus folgenden Fachgebieten:

Bauwesen + Immobilien
Business IT + Informatik
Finance + Banking
Management + Führung
Marketing + Vertrieb
Versicherung + Risiko

Jetzt Wissensvorsprung sichern!

Jetzt informieren

Aguilera, R., Rupp, D. E., Williams, C. A., & Ganapathi, J. (2007). Putting the s back in corporate social responsibility: A multilevel theory of social change in organizations. Academy of Management Review, 32, 836–863.

Aguinis, H., & Glavas, A. (2012). What we know and don’t know about corporate social responsibility: A review and research agenda. Journal of Management, 38, 932–968.

Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103, 411–423.

Ashforth, B. E., Harrison, S. H., & Corley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34, 325–374.

Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20–39.

Backman, J. (1975). Social responsibility and accountability. New York: New York University Press.

Bartel, C. A. (2001). Social comparisons in boundary-spanning work: Effects of community outreach on members’ organizational identity and identification. Administrative Science Quarterly, 46, 379–413.

Batt, R. (2002). Managing customer services: Human resource practices, quit rates, and sales growth. Academy of Management Journal, 45, 587–597.

Bauman, C. W., & Skitka, L. J. (2012). Corporate social responsibility as a source of employee satisfaction. Research in Organizational Behavior, 32, 63–86.

Becker, W. S. (2011). Are you leading a socially responsible and sustainable human resource function? People & Strategy, 34, 18–23.

Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations (pp. 349–381). San Francisco: Jossey-Bass.

Boddy, C. R., Ladyshewsky, R. K., & Galvin, P. (2010). The influence of corporate psychopaths on corporate social responsibility and organizational commitment to employees. Journal of Business Ethics, 97, 1–19.

Bowen, D. E., & Ostroff, C. (2004). Understanding HRM-firm performance linkages: The role of the strength of the HRM system. Academy of Management Review, 29, 203–221.

Bowen, H. R. (1953). Social responsibilities of the businessman. New York: Harper & Row.

Brammer, S., He, H., & Mellahi, K. (2015). Corporate social responsibility, employee organizational identification, and creative effort: The moderating impact of corporate ability. Group and Organization Management, 40, 323–353.

Branco, M., & Rodrigues, L. (2006). Corporate social responsibility and resource-based perspectives. Journal of Business Ethics, 69, 111–132.

Bryk, A. S., & Raudenbush, S. W. (1992). Hierarchical linear models. Newbury Park, CA: Sage.

Carroll, A. B. (1979). A three-dimensional conceptual model of corporate performance. Academy of Management Review, 4, 497–505.

Carroll, A. B. (1998). The four faces of corporate citizenship. Business and Society Review, 100(101), 1–7.

Chang, S., Jia, L., Takeuchi, R., & Cai, Y. (2014). Do high-commitment work systems affect creativity? A multilevel combination approach to employee creativity. Journal of Applied Psychology, 99, 665–680.

Chen, M., & Lin, C. (2014). Modelling perceived corporate citizenship and psychological contracts: A mediating mechanism of perceived job efficacy. European Journal of Work and Organizational Psychology, 23, 231–247.

Chiang, Y., Shih, H., & Hsu, C. (2014). High commitment work system, transactive memory system, and new product performance. Journal of Business Research, 67, 631–640.

Chun, J. S., Shin, Y., Choi, J., & Kim, M. (2013). How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior. Journal of Management, 39, 853–877.

Chung, K. Y., Eichenseher, J. W., & Taniguchi, T. (2008). Ethical perceptions of business students: Differences between East Asia and the USA and among “Confucian” cultures. Journal of Business Ethics, 79, 121–132.

Cialdini, R. B., Borden, R. J., Thorne, A., Walker, M. R., Freeman, S., & Sloan, L. R. (1976). Basking in reflected glory: Three (football) field studies. Journal of Personality and Social Psychology, 34, 366–375.

Colarelli, S. M. (1984). Methods of communication and mediating processes in realistic job previews. Journal of Applied Psychology, 69, 633–642.

Collier, J., & Esteban, R. (2007). Corporate social responsibility and employee commitment. Business Ethics: A European Review, 16, 19–33.

Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59, 501–528.

Davies, I. A., & Crane, A. (2010). Corporate social responsibility in small- and medium-size enterprises: Investigating employee engagement in fair trade companies. Business Ethics: A European Review, 19, 126–139.

Degli Antoni, G., & Portale, E. (2011). The effect of corporate social responsibility on social capital creation in social cooperatives. Nonprofit and Voluntary Sector Quarterly, 40, 566–582.

De Moura, G. R., Abrams, D., Retter, C., Gunnarsdottir, S., & Ando, K. (2009). Identification as an organizational anchor: How identification and job satisfaction combine to predict turnover intention. European Journal of Social Psychology, 39, 540–557.

De Roeck, K., & Delobbe, N. (2012). Do environmental CSR initiatives serve organizations’ legitimacy in the oil industry? Exploring employees’ reactions through organizational identification theory. Journal of Business Ethics, 110, 397–412.

Duane Hansen, S., Dunford, B. B., Alge, B. J., & Jackson, C. L. (2016). Corporate social responsibility, ethical leadership, and trust propensity: A multi-experience model of perceived ethical climate. Journal of Business Ethics, 137, 649–662.

Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39, 239–263.

Easterbrook, F. H., & Fischel, D. R. (1996). The economic structure of corporate law. Cambridge, MA: Harvard University Press.

Evans, W. R., & Davis, W. D. (2011). An examination of perceived corporate citizenship, job applicant attraction, and CSR work role definition. Business and Society, 50, 456–480.

Evans, W. R., & Davis, W. (2014). Corporate citizenship and the employee: An organizational identification perspective. Human Performance, 27, 129–146.

Evans, W. R., Davis, W. D., & Frink, D. D. (2011a). An examination of employee reactions to perceived corporate citizenship. Journal of Applied Social Psychology, 41, 938–964.

Evans, W. R., Goodman, J. M., & Davis, W. D. (2011b). The impact of perceived corporate citizenship on organizational cynicism, OCB, and employee deviance. Human Performance, 24, 79–97.

Farooq, M., Farooq, O., & Jasimuddin, A. M. (2014). Employees response to corporate social responsibility: Exploring the role of employees’ collectivist orientation. European Management Journal, 32, 916–927.

Friedman, M. (1962). Capitalism and freedom. Chicago: University of Chicago Press.

Friedman, M. (1970, September 13). The social responsibility of business is to increase profits. New York Times Magazine, 32–33, 122–126

Graves, S. B., & Waddock, S. A. (1994). Institutional owners and corporate social performance. Academy of Management Journal, 37, 1034–1046.

Greenwood, M. (2013). Ethical analyses of HRM: A review and research agenda. Journal of Business Ethics, 114, 355–366.

Gully, S. M., Phillips, J. M., Castellano, W. G., Han, K., & Kim, A. (2013). A mediated moderation model of recruiting socially and environmentally responsible job applicants. Personnel Psychology, 66, 935–973.

Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis. New York: Macmillan Publishing Company.

Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational effectiveness: A meta-analytic investigation of the competing values framework’ theoretical suppositions. Journal of Applied Psychology, 96, 677–694.

Hofman, P., & Newman, A. (2014). The impact of perceived corporate social responsibility on organizational commitment and the moderating role of collectivism and masculinity: Evidence from China. International Journal of Human Resource Management, 25, 631–652.

Hofmann, D. A. (1997). An overview of the logic and rationale of hierarchical linear models. Journal of Management, 23, 723–744.

Hogg, M. A., & Terry, D. J. (2000). Social identity and self-categorization processes in organizational contexts. Academy of Management Review, 25, 121–140.

Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635–672.

Ip, K. (2008). Corporate social responsibility and crony capitalism in Taiwan. Journal of Business Ethics, 79, 167–177.

Jamali, D. R., EI Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: The CSR-HRM co-creation model. Business Ethics: A European Review, 24, 125–143.

Jamali, D., Safieddine, A., & Rabbath, M. (2008). Corporate governance and corporate social responsibility synergies and interrelationships. Corporate Governance, 16, 443–459.

James, L. R., Demaree, R. G., & Wolf, G. (1993). R _wg: An assessment of within-group interrater agreement. Journal of Applied Psychology, 78, 306–309.

Jlang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55, 1264–1294.

Jones, D. A. (2010). Does serving the community also serve the company? Using organizational identification and social exchange theories to understand employee responses to a volunteerism programme. Journal of Occupational and Organizational Psychology, 83, 857–878.

Kang, H., & Liu, S. (2014). Corporate social responsibility and corporate performance: A quantile regression approach. Quality & Quantity, 48, 3311–3325.

Kim, S., & Wright, P. M. (2010). Putting strategic human resource management in context: A contextualized model of high commitment work systems and its implications in China. Management and Organization Review, 7, 153–174.

Kirkman, B. L., Chen, G., Farh, J. L., Chen, Z. X., & Lowe, K. B. (2009). Individual power distance orientation and follower reactions to transformational leaders: A cross-level, cross-cultural examination. Academy of Management Journal, 52, 744–764.

Lam, K. C. J. (2003). Confucian business ethics and the economy. Journal of Business Ethics, 43, 153–162.

LeBreton, J. M., & Senter, J. L. (2008). Answers to twenty questions about interrater reliability and interrater agreement. Organizational Research Methods, 11, 815–852.

Lee, S. Y., & Carroll, C. E. (2011). The emergence, variation, and evolution of corporate social responsibility in the public sphere, 1980–2004: The exposure of firms to public debate. Journal of Business Ethics, 104, 115–131.

Lepak, D. P., & Snell, S. A. (2002). Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations. Journal of Management, 28, 517–543.

Lin, C., Lyau, N., Tsai, Y., Chen, W., & Chiu, C. (2010). Modeling corporate citizenship, organizational trust, and work engagement based on attachment theory. Journal of Business Ethics, 94, 517–531.

Liu, D., & Fu, P. (2011). Motivating protégés’ personal learning in teams: Multilevel investigation of autonomy support and autonomy orientation. Journal of Applied Psychology, 96, 1195–1208.

Loi, R., Chan, K. W., & Lam, L. W. (2014). Leader-member exchange, organizational identification, and job satisfaction: A social identity perspective. Journal of Occupational and Organizational Psychology, 87, 42–61.

Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13, 103–124.

Maignan, I., & Ferrell, O. C. (2000). Measuring corporate citizenship in two countries: The case of the United States and France. Journal of Business Ethics, 23, 283–297.

Manne, H., & Wallich, H. C. (1972). The modern corporation and social responsibility. Washington, DC: American Enterprise Institute for Public Policy Research.

Margolis, J. D., & Walsh, J. P. (2003). Misery loves companies: Rethinking social initiatives by business. Administrative Science Quarterly, 48, 268–305.

Mathieu, J., Gilson, L., & Ruddy, T. (2006). Empowerment and team effectiveness: An empirical test of an integrated model. Journal of Applied Psychology, 91, 97–108.

Mathieu, J. E., & Taylor, S. R. (2007). A framework for testing meso-mediational relationships in organizational behavior. Journal of Organizational Behavior, 28, 141–172.

Matten, D., & Crane, A. (2005). Corporate citizenship: Toward an extended theoretical conceptualization. Academy of Management Review, 30, 166–179.

McGuire, J. W. (1963). Business and society. New York: McGraw-Hill.

Moon, T., Hur, W., Ko, S., Kim, J., & Yoon, S. (2014). Bridging corporate social responsibility and compassion at work: Relations to organizational justice and affective organizational commitment. Career Development International, 19, 49–72.

Morgeson, F. P., Aguinis, H., Waldman, D. A., & Siegel, D. S. (2013). Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future. Personnel Psychology, 66, 805–824.

Mossholder, K. W., Richardson, H. A., & Serroon, R. P. (2011). Human resource systems and helping in organizations: A relational perspective. Academy of Management Review, 36, 33–52.

Muller, D., Judd, C. M., & Yzerbyt, V. Y. (2005). When moderation is mediated and mediation is moderated. Journal of Personality and Social Psychology, 89, 852–863.

Nedkovski, V., Guerci, M., De Battisti, F., & Siletti, E. (2017). Organizational ethical climates and employee’s trust in colleagues, the supervisor, and the organization. Journal of Business Research, 71, 19–26.

Newman, A., Nielsen, I., & Miao, Q. (2015). The impact of employee perceptions of organizational corporate social responsibility practices on job performance and organizational citizenship behavior: Evidence from the Chinese private sector. International Journal of Human Resource Management, 26, 1226–1242.

Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Toronto, ON: D.C. Heath.

Orlitzky, M., & Benjamin, J. D. (2001). Corporate social performance and firm risk: A meta-analytic review. Business and Society, 40, 369–396.

Orlitzky, M., Schmidt, F. L., & Rynes, S. R. (2003). Corporate social and financial performance: A meta-analysis. Organization Studies, 24, 403–441.

Patterson, M. G., West, M. A., Shackleton, V. J., Dawson, J. F., Lawthom, R., Maitlis, S., et al. (2005). Validating the organizational climate measure: Links to managerial practices, productivity and innovation. Journal of Organizational Behavior, 26, 379–408.

Peloza, J. (2009). The challenge of measuring financial impacts from investments in corporate social performance. Journal of Management, 35, 1518–1541.

Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42, 185–227.

Rupp, D., Shao, S., Thornton, M. A., & Skarlicki, D. P. (2013). Applicants’ and employees’ reactions to corporate social responsibility: The moderating effects of first-party justice perceptions and moral identity. Personnel Psychology, 66, 895–933.

Rupp, D. E., Wright, P. M., Aryee, S., & Luo, Y. (2015). Organizational justice, behavioral ethics, and corporate social responsibility: Finally the three shall merge. Management and Organization Review, 11, 15–24.

Schneider, B., Bowen, D. E., Ehrhart, M. G., & Holcombe, K. M. (2000). The climate for service: Evolution of a construct. In N. M. Ashkanasy, C. P. M. Wilderom, & M. F. Peterson (Eds.), Handbook of organizational culture and climate (pp. 21–36). Thousand Oaks, CA: Sage.

Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and culture. Annual Review of Psychology, 64, 361–388.

Seashore, S. E., Lawler, E. E., Mirvis, P., & Cammann, C. (1982). Observing and measuring organizational change: A guide to field practice. New York: Wiley.

Sen, S., & Bhattacharya, C. B. (2001). Does doing good always lead to doing better? Consumer reactions to corporate social responsibility. Journal of Marketing Research, 38, 225–243.

Sethi, S. P. (1975). Dimensions of corporate social responsibility. California Management Review, 17, 58–64.

Shen, J., & Benson, J. (2014). When CSR is a social norm: How socially responsible human resource management affects employee work behavior. Journal of Management, 42, 1723–1746.

Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. In S. Leinhardt (Ed.), Sociological methodology (pp. 290–312). Washington, DC: American Sociological Association.

Subramaniam, M., & Youndt, M. A. (2005). The influence of intellectual capital on the types of innovative capabilities. Academy of Management Journal, 48, 450–463.

Subramony, M. (2009). A meta-analytic investigation of the relationship between HRM bundles and firm performance. Human Resource Management, 48, 745–768.

Suchman, M. C. (1995). Managing legitimacy: Strategic and institutional approaches. Academy of Management Review, 20, 571–610.

Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of intergroup relations (pp. 33–47). Monterey, CA: Brooks-Cole.

Tajfel, H., & Turner, J. C. (1986). The social identity theory of intergroup behaviour. In S. Worchel & W. G. Austin (Eds.), Psychology of intergroup relations (2nd ed., pp. 7–24). Chicago: Nelson-Hall.

Takeuchi, R., Lepak, D. P., Wang, H., & Takeuchi, K. (2007). An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations. Journal of Applied Psychology, 92, 1069–1083.

Turker, D. (2009). How corporate social responsibility influences organizational commitment. Journal of Business Ethics, 89, 189–204.

Turner, J. C. (1987). A self-categorization theory. In J. C. Turner, M. A. Hogg, P. J. Oakes, S. D. Reicher, & M. S. Wetherell (Eds.), Rediscovering the social group: A self-categorization theory (pp. 43–67). Oxford: Blackwell.

Turner, J. C., Hogg, M. A., Oakes, P. J., Reicher, S. D., & Wetherell, M. S. (1987). Rediscovering the social group: A self-categorization theory. Oxford: Blackwell.

Turner, J. C., Oakes, P. J., Haslam, S. A., & McGarty, C. (1994). Self and collective: Cognition and social context. Personality and Social Psychology Bulletin, 20, 454–463.

Van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., Grubba, C., et al. (2004). Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, 15, 351–360.

Victor, B., & Cullen, J. B. (1987). A theory and measure of ethical climate in organizations. Research in Corporate Social Performance and Policy, 9, 51–71.

Vlachos P. A., Panagopoulos N. G., & Rapp A. A. (2013). Feeling good by doing good: Employee CSR-induced attributions, job satisfaction, and the role of charismatic leadership. Journal of Business Ethics, 118, 577–588.

Voegtlin, C., & Greenwood, M. (2016). Corporate social responsibility and human resource management: A systematic review and conceptual analysis. Human Resource Management Review, 26, 181–197.

Wang, Y., & Hsieh, H. (2012). Toward a better understanding of the link between ethical climate and job satisfaction: A multilevel analysis. Journal of Business Ethics, 105, 535–545.

Wang, Y., & Hsieh, H. (2013). Organizational ethical climate, perceived organizational support, and employee silence: A cross-level investigation. Human Relations, 66, 783–802.

Wang, Y., Tsai, Y., & Lin, C. (2013). Modeling the relationship between perceived corporate citizenship and organizational commitment considering organizational trust as a moderator. Business Ethics: A European Review, 22, 218–233.

Wei, Y., Egri, C. P., & Lin, C. Y. (2014). Do corporate social responsibility practices yield different business benefits in eastern and western contexts? Chinese Management Studies, 8, 556–576.

Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601–617.

Wong, I. A., & Gao, J. H. (2014). Exploring the direct and indirect effects of CSR on organizational commitment. International Journal of Contemporary Hospitality Management, 26, 500–525.

Xiao, Z., & Tsui, A. S. (2007). When brokers may not work: The cultural contingency of social capital in Chinese high-tech firms. Administrative Science Quarterly, 52, 1–31.

Yeh, S., Chen, Y., Kao, Y., & Wu, S. (2014). Obstacle factors of corporate social responsibility implementation: Empirical evidence from listed companies in Taiwan. North American Journal of Economics and Finance, 28, 313–326.

Youndt, M. A., Subramaniam, O., & Snell, S. A. (2004). Intellectual capital profiles: An examination of investments and returns. Journal of Management Studies, 41, 335–361.

Zhang, M., Fan, D. D., & Zhu, C. J. (2014). High-performance work systems, corporate social performance and employee outcomes: Exploring the missing links. Journal of Business Ethics, 120, 423–435.

Zhang, Q., Luo, Y., & Maksimov, V. (2015). Achieving legitimacy through corporate social responsibility: The case of emerging economy firms. Journal of World Business, 50, 389–403.

Titel: Corporate Citizenship and Employee Outcomes: Does a High-Commitment Work System Matter?
verfasst von: Yi-Ting Lin
Nien-Chi Liu
Publikationsdatum: 06.07.2017
Verlag: Springer Netherlands
Erschienen in: Journal of Business Ethics / Ausgabe 4/2019
Print ISSN: 0167-4544
Elektronische ISSN: 1573-0697
DOI: https://doi.org/10.1007/s10551-017-3632-1

Springer Professional

Abstract

Bitte loggen Sie sich ein, um Zugang zu Ihrer Lizenz zu erhalten.

Sie haben noch keine Lizenz? Dann Informieren Sie sich jetzt über unsere Produkte:

Springer Professional "Wirtschaft+Technik"

Springer Professional "Wirtschaft"

Weitere Artikel der Ausgabe 4/2019

Female Executives and Perceived Employer Attractiveness: On the Potentially Adverse Signal of Having a Female CHRO Rather Than a Female CFO

Unfairness by Design? The Perceived Fairness of Digital Labor on Crowdworking Platforms

Uncivil Supervisors and Perceived Work Ability: The Joint Moderating Roles of Job Involvement and Grit

An Identity Perspective on Ethical Leadership to Explain Organizational Citizenship Behavior: The Interplay of Follower Moral Identity and Leader Group Prototypicality

SLBS-6: Validation of a Short Form of the Servant Leadership Behavior Scale

Sustainability Marketing Commitment: Empirical Insights About Its Drivers at the Corporate and Functional Level of Marketing

Premium Partner