Having increasing resources, power, and influence over the functioning of markets, economies, and people’s lives, companies are decisive social actors in the actual socio-economic context and the movement towards sustainable development is only possible if companies are effectively involved in this process (Santos et al., 2006).Īccordingly, there is today a growing global awareness regarding the need that companies actively participate, in collaboration with other social actors (e.g. This implies equally favoring social, environmental and economic development, also known as the triple bottom line - people, planet and profit (Elkington, 1998).Ĭompanies, particularly the large ones, stand accused of many social and ecological problems, including the pollution and devastation of the environment, the abuse of labor and human rights, and the lack of transparency in corporate decisions and practices, just to say a few “these critiques imply that companies acting with solely economic interests in mind often overlook the impacts of their strategies and practices on stakeholders, societies, and nature” (Waddock, 2008a, p. A sustainable development is one that “meets the needs of the present without compromising the ability of future generations to meet their own needs” (World Commission on Environment and Development, 1987, p. Given the limited ability of the natural environment to meet the needs of the present and future generations, achieving a sustainable development has became one of the biggest challenges of humanity.
We want them to do their normal business differently” “We do not want business to do anything different from their normal business Corporate Social Responsibility: Understanding the Role of Business in Society Key-words: Corporate social responsibility, job satisfaction, organizational commitment, corporate image.Ĭlassification: Industrial and Organizational Psychology, Organizational Behavior.Ĭhapter 1.
It identifies construed external image as a relevant mediator variable and provides a new instrument to assess employees’ perceptions of CSR.Ĭoncerning the practical contributions, this work suggests that organizations can make an intentional use of their CSR portfolio to promote employees’ positive job attitudes above and beyond the positive effect that might result from just having a good human resource strategy.
Regarding the theoretical contributions, the present work reinforces the importance of employees’ perceptions of companies’ social performance for both their job satisfaction and organizational commitment. This work represents an important effort to understand how employees’ perception of their companies’ engagement in socially responsible practices relates with their job attitudes, having relevant contributions to both CSR and organizational behavior literatures. Part II presents five empirical studies regarding this issue and a final chapter that emphasizes the main conclusions of the previous studies, indicating their theoretical and managerial implications and some suggestions for future research. Part I comprehends a review of the literature about CSR and its relationship with employees’ job attitudes. The present dissertation is organized in two parts. This dissertation intends to contribute for a conceptual and methodological refinement in the study of the corporate social responsibility (CSR) concept, as well as for a deeper understanding on how the perception employees hold of their company’s social performance influences their job attitudes, namely job satisfaction and organizational commitment.
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