A focus on stakeholder well-being has long been integral to CSR scholarship. Only recently, however, have researchers devoted sustained attention to understanding how employees — both current and prospective — perceive, engage in, and react to CSR initiatives directed at themselves and other stakeholders external to the firm. The recent and dramatic increase in “micro” CSR research published in leading management journals has positioned this area as a mainstream topic of study, and exciting theoretical and empirical advances are beginning to emerge. We are therefore thrilled to welcome scholars from fields such as OB, HR, I/O Psychology and related management disciplines to join us in submitting research in this topic area. Interested scholars will have additional opportunities to attend and meet at the developmental workshops at the Corporate Responsibility Conference from September 16 – 18, 2015 in Marseille, France http://www.crrconference.org/.
We encourage contributions in, but not limited to, the following areas:
• Theoretical development and/or empirical testing of CSR psychological theories and microfoundations, such as research grounded in theories of identity, ideal self, organizational justice, social exchange, social influence, and decision-making.
• In considering phenomena at the employee, work group, organizational, and/or other levels of analysis, how can multilevel models expand our understanding of CSR?
• How can we integrate CSR with extant management/psychology theories?
• How do job seekers, employees, and other individual actors make sense of and manage tensions between social, environmental, and business issues?
• What are the relationships between leadership practices, organizational culture, and workgroup climate with employee attitudes toward CSR?
• By drawing upon and developing individual-level theories that apply to job seekers, incumbent employees and other stakeholders, can we move away from “one size fits all” strategies (e.g., communication) towards strategies to engage specific stakeholders in CSR initiatives?
• What is the relationship between work meaningfulness and CSR?
• Are there relationships between individual differences and CSR that can inform the literatures on recruitment and selection, diversity, career and personal development, and employee reactions to CSR practices?
• Can we conceptualize extant management theories (e.g., agency theory) in new ways that lead to novel insights when explored through a CSR lens?
A focus on stakeholder well-being has long been integral to CSR scholarship. Only recently, however, have researchers devoted sustained attention to understanding how employees — both current and prospective — perceive, engage in, and react to CSR initiatives directed at themselves and other stakeholders external to the firm. The recent and dramatic increase in “micro” CSR research published in leading management journals has positioned this area as a mainstream topic of study, and exciting theoretical and empirical advances are beginning to emerge. We are therefore thrilled to welcome scholars from fields such as OB, HR, I/O Psychology and related management disciplines to join us in submitting research in this topic area. Interested scholars will have additional opportunities to attend and meet at the developmental workshops at the Corporate Responsibility Conference from September 16 – 18, 2015 in Marseille, France http://www.crrconference.org/.
We encourage contributions in, but not limited to, the following areas:
• Theoretical development and/or empirical testing of CSR psychological theories and microfoundations, such as research grounded in theories of identity, ideal self, organizational justice, social exchange, social influence, and decision-making.
• In considering phenomena at the employee, work group, organizational, and/or other levels of analysis, how can multilevel models expand our understanding of CSR?
• How can we integrate CSR with extant management/psychology theories?
• How do job seekers, employees, and other individual actors make sense of and manage tensions between social, environmental, and business issues?
• What are the relationships between leadership practices, organizational culture, and workgroup climate with employee attitudes toward CSR?
• By drawing upon and developing individual-level theories that apply to job seekers, incumbent employees and other stakeholders, can we move away from “one size fits all” strategies (e.g., communication) towards strategies to engage specific stakeholders in CSR initiatives?
• What is the relationship between work meaningfulness and CSR?
• Are there relationships between individual differences and CSR that can inform the literatures on recruitment and selection, diversity, career and personal development, and employee reactions to CSR practices?
• Can we conceptualize extant management theories (e.g., agency theory) in new ways that lead to novel insights when explored through a CSR lens?
