#Smartpls moderating effect drivers#
The authors note that the current micro-CSR research focuses “on reactions to CSR, to the detriment of CSR drivers and CSR evaluations” (Gond et al. ( 2017): 1) individual drivers of CSR engagement, 2) individual processes of CSR evaluation and 3) individual reactions to CSR initiatives. Micro-CSR reflects causes and effects of CSR on an individual level, and three types of micro-level CSR approaches are identified by Gond et al. And it is also not considered that some employees do want to participate voluntarily in corporate sustainability activities due to a personal sustainability-orientation as an intrinsic motivation (Blazejewski et al. 2013) that the role of individual employees is an important factor for successful CSR management. 2015 Ramus and Steger 2000 Bliesner et al. This neglect contradicts the findings of various authors (e.g. Aguinis and Glavas ( 2012) showed in their meta-analysis of the status quo of CSR research that only about four percent of the scientific publications deal explicitly with the role of employees. As the integration of sustainability in the corporate DNA is a complex endeavour, a micro-level perspective is needed to understand the role of employees in this transformation process (De Roeck and Maon 2018 Lamm et al. ( 2017, p. 1380) state that current CSR research mostly takes macro-level approaches into account and “focuses on the importance of formal management systems, processes, structures, and certifications”. Both for science and management, it is necessary to understand the underlying mechanisms of why and how employees are willing to engage in CSR and which effects this creates for organisations. It has become increasingly obvious that motivated employees are needed to anchor sustainable management strategically in organisations (Kramer and Porter 2011 Boudreau 2003 Greening and Turban 2000). There is a growing number of scientific publications with a micro level perspective on CSR or corporate sustainability (both terms are used as synonyms in this article), which try to understand the employees’ contribution to CSR activities in the workplace. The authors give an overview of these contributions and discuss the implications for researchers and practitioners in the field of CSR and HRM. In the overall view, the paper contributes to micro-CSR research by showing that SEW is a valid construct that helps to answer why and how employees engage in CSR activities and what positive effects arise therefrom for organisations. Further results indicate that the sustainability-orientation of employees plays an important role as a moderator in the relationship between SEW and its effects. It is also shown that SEW has positive effects on job satisfaction and organisational commitment. Results indicate that the sustainability-orientation of employees and the perceived organisational support towards sustainability act as two valid determinants of SEW. The authors propose a model of sustainability empowerment in the workplace (SEW) and empirically test the construct in a comprehensive framework. The research centres around the established motivational concept of psychological empowerment in the workplace and applies it to sustainability. Building on these micro-CSR findings, this article makes a contribution to a better understanding of employee engagement in CSR by considering its determinants and effects. There is a dynamic stream of research, which examines why and how employees contribute and respond to corporate social responsibility (CSR).