Employees’ prosocial behavioral intentions through empowerment in CSR decision-making

This study theorizes and empirically tests a conceptual framework to understand how a company can better motivate its employees to carry out persistent prosocial behavior and develop positive organization-employee relationships through corporate social responsibility (CSR) involvement. A managerial approach, employee participative decision making in CSR, is examined for its impact on the prosocial behavioral outcome among employees and the relational outcome for the organization. Furthermore, a psychological mechanism that emphasizes employees’ perceived need satisfaction is examined as the underlying explanation that drives the effectiveness of the managerial approach. The study results support that empowering employees to co-construct CSR decisions with top management is effective in satisfying employees’ basic psychological needs for autonomy, competence, and relatedness. This in turn increases the employees’ intention to maintain long-lasting involvement in CSR and improves their relationships with the company. This study provides important implications for public relations professionals and organizational leaders on how to improve their internal CSR communication and involvement practice and cultivate desirable organization-employee relationships.     

The relationship between reputation,employer branding and corporate social responsibility

Reputation management requires coordination between internal understanding and external expectations (Cornelissen, 2011). The focus of this study were external expectations of potential employees. The main goal of the study was to contribute to the understanding of corporate reputation and its connections with perceived corporate social responsibility and employer brands. All three concepts were investigated amongst 550 senior college business students. The units of analysis were top twenty national organizations, rated according to a syndicated study on employer attractiveness. The results show that students assign good reputation to those organizations that are perceived as socially responsible and with a good employer brand. Reputation, at least according to our results, seems to be the umbrella concept that encompasses both perceived corporate social responsibility and perceived employer brands. Organizations that develop different strategies, policies and practices with regards to socially responsible behavior and nurturing employer brands have higher levels of perceived reputation among students. Additionally, students' perceptions and position on the list of the most attractive employers is consistent.     

The role of corporate social responsibility (CSR) and internal CSR communication in predicting employee engagement: Perspectives from the United Arab Emirates (UAE)

This study examined relationships among employees’ perception of CSR, three models of internal CSR communication and employee engagement. The findings, based on 516 valid survey responses from employees across different sectors in the United Arab Emirates, revealed that internal communication of CSR, both one-way and two-way symmetrical, predicted employee perceptions of CSR, with two-way asymmetrical communication being a negative predictor; perceptions of CSR predicted employee engagement; social and sustainable dimensions of CSR most strongly predicted social and affective dimensions of employee engagement; and both two-way symmetrical communication of CSR and employee perceptions of CSR strongly predicted employee engagement. Implications for theory and practice are discussed.     

On Legal Foundation of the Quantity of Criminal Responsibility

刑事责任量可以分为基本量、增量、减量和变量,相应地,刑事责任量的法律根据分为基本量的法律根据、增量的法律根据、减量的法律根据和变量的法律根据。其中,基本量的法律根据是犯罪的基本构成,增量的法律根据是加重的犯罪构成,减量的法律根据是减轻的犯罪构成,变量的法律根据是变量法定情节。     

论票据变造的构成及其法律责任

票据变造行为的发生会给众多票据当事人应承担的票据责任和享有的票据权利带来相应的影响,给相关当事人造成损失,危害票据流通安全,扰乱国家金融管理秩序。针对票据变造的违法活动,必须运用相关法律武器进行有力的防范和打击。文章对票据变造法律责任进行了探讨,并就现行法律中关于票据变造法律责任规定的不足提出了建议,即应该从立法层面明确票据变造的举证责任。     

Commentary on 'Managing the process of change in residential child care: A consultancy approach'

This paper draws on a ten month British study completed in April 2001 investigating service responses to women of South Asian background who had attempted suicide or who self-harmed. The scope of the study is briefly outlined and an analysis of perspectives documented in the study is presented, drawing on research interviews with 18 staff from a variety of health and social care disciplines and with seven survivors of attempted suicide/self-harm. The implications of this analysis for improving practice are considered. Attitudes surrounding attempted suicide and self-harm are discussed. The issue of ‘race anxiety’ is also discussed. The factors seen by workers as contributing to South Asian women's attempted suicide are considered, with a particular focus on the difficulties caused in the delivery of services by common-sense accounts of cultural issues. Current approaches to the delivery of services to South Asian women are identified and analysed, showing how their current organisation can lead to circularity in referral systems and consequent non-intentional neglect of the needs of this client group. It is urged that proper consideration be given to the support and professional supervision of staff in this complex area of work.     

论完善教师职业的社会责任

教师职业的社会责任是要把广大青少年培养成为有理想、有道德、有文化、有纪律的社会主义建设人才。人才的培养不仅决定于教师的劳动,而且决定于周围环境的关系。为了使环境符合教育学,教师必须遵循社会主义教师职业的道德要求,正确处理教师和社会的关系,教师职业要适应新时期的要求和建设的需要。     

《哈姆雷特》中"约之链"的审美特质

《哈姆雷特》蕴含的契约意识具有独特的审美特质。哈姆雷特通过一系列约定,和周围的人一起让混沌的世界恢复了秩序。这一切,不是靠武力和冲动,而是以自由意志为基础的缔约能力。契约的破与立的是故事情节发展的内动力,契约的守与背是哈姆雷特复仇的原动力,契约的自由意志与道德责任是莎士比亚对人性和社会的哲学思考。从这个角度来说,哈姆雷特试图遵循“奥卡姆剃刀”原则,依据约定的破与立,将国家恢复到有序状态。     

我国企业社会责任制度的反思与完善--以中日社会责任制度比较为视角

我国企业社会责任制度虽然已通过立法形式正式确立,但立法的模糊性与制度的粗放性仍十分明显。文章通过对日本企业社会责任制度的介绍,指出我国企业社会责任制度的完善路径,即廓清企业社会责任的外延,建立相关法律法规之间的联系,实现统一立法;加强债权人利益保护,建立公司债管理人制度与债权人会议制度;建立基于企业社会责任的企业文化。