Corporate social responsibility of small- To medium-size enterprises as a solution to out-migration: an example from the hospitality sector

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F60076658%3A12510%2F21%3A43902715" target="_blank" >RIV/60076658:12510/21:43902715 - isvavai.cz</a>

Nalezeny alternativní kódy

RIV/60460709:41110/21:88566

Výsledek na webu

<a href="https://doi.org/10.2478/geosc-2021-0004" target="_blank" >https://doi.org/10.2478/geosc-2021-0004</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.2478/geosc-2021-0004" target="_blank" >10.2478/geosc-2021-0004</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Corporate social responsibility of small- To medium-size enterprises as a solution to out-migration: an example from the hospitality sector

Popis výsledku v původním jazyce

Local and regional authorities are often held responsible for implementing social and economic &quot;population drain reduction&quot; policies but at the same time are constrained with little fiscal power and inability to access resources. Being considered the &quot;backbone&quot; of local economies, it is on small- to medium-size enterprises (SMEs) to develop a retention solution that would be effective, yet at the same time sustainable, and adding social value to the local or regional development. Therefore, using a sample of 24 SMEs from the hospitality industry environment, this paper empirically examines corporate social responsibility (CSR) as a prerequisite for employees&apos; affirmative work attitudes, such as job satisfaction (JS), effective organisational commitment (OC), and employees&apos; voluntary retention (R). Inspired by Carroll&apos;s (2015, 2016) four-dimensional CSR concept (economic, legal, ethical, and philanthropic dimension), the findings suggest a significant causal relationship between CSR and the examined employees&apos; desirable behaviour outcomes. However, it is mainly the ethical and legal dimension of CSR that influence all three employees&apos; affirmative work attitudes – JS, effective OC, and voluntary R. This paper&apos;s contribution also lies in amounting to the body of scholarly literature on CSR in respect to employees. Most works focus on other stakeholders but employees, or are set in different cultural settings or geographical regions, mainly in Asia. Thus their findings might be challenging to implement in the Central European context.

Název v anglickém jazyce

Corporate social responsibility of small- To medium-size enterprises as a solution to out-migration: an example from the hospitality sector

Popis výsledku anglicky

Local and regional authorities are often held responsible for implementing social and economic &quot;population drain reduction&quot; policies but at the same time are constrained with little fiscal power and inability to access resources. Being considered the &quot;backbone&quot; of local economies, it is on small- to medium-size enterprises (SMEs) to develop a retention solution that would be effective, yet at the same time sustainable, and adding social value to the local or regional development. Therefore, using a sample of 24 SMEs from the hospitality industry environment, this paper empirically examines corporate social responsibility (CSR) as a prerequisite for employees&apos; affirmative work attitudes, such as job satisfaction (JS), effective organisational commitment (OC), and employees&apos; voluntary retention (R). Inspired by Carroll&apos;s (2015, 2016) four-dimensional CSR concept (economic, legal, ethical, and philanthropic dimension), the findings suggest a significant causal relationship between CSR and the examined employees&apos; desirable behaviour outcomes. However, it is mainly the ethical and legal dimension of CSR that influence all three employees&apos; affirmative work attitudes – JS, effective OC, and voluntary R. This paper&apos;s contribution also lies in amounting to the body of scholarly literature on CSR in respect to employees. Most works focus on other stakeholders but employees, or are set in different cultural settings or geographical regions, mainly in Asia. Thus their findings might be challenging to implement in the Central European context.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2021

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

GeoScape

ISSN

1802-1115

e-ISSN

—

Svazek periodika

15

Číslo periodika v rámci svazku

1

Stát vydavatele periodika

PL - Polská republika

Počet stran výsledku

10

Strana od-do

43-52

Kód UT WoS článku

000669661100004

EID výsledku v databázi Scopus

2-s2.0-85109591428