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The Effects of Corporate Social Responsibility on Counterproductive Work Behaviour

Year 2019, , 167 - 185, 31.01.2019

Gönül Kaya Özbağ

https://doi.org/10.30626/tesamakademi.528008

Abstract

This study investigates the effects of Corporate Social Responsibility (CSR) on Counterproductive Work Behaviour (CWB). The hypotheses of the research were tested and interpreted by regression analysis of data obtained from 117 people working in marine companies operating in Kocaeli. The results of the research support that there is a significant and negative relationship between the perceived CSR and the two dimensions of CWB including inabuse toward others and withdrawal. On the other hand, the study found  no statistically significant relationship between the CSR perception of employees and the other dimensions of CWB including production deviance, sabotage and theft. 

References

  • Acquier, A., Gond, J.P. and Pasquero, J. (2011). Rediscovering Howard R. Bowen‘s legacy: the unachieved agenda of social responsibilities of the businessman and its continuous relevance. Business and Society, 50(4), 607–646.
  • Ali, I., Rehman, K.U., Ali, S.I., Yousaf, J. and Zia, M. (2010). Corporate social responsibility influences, employee commitment and organizational performance. African Journal of Business Management, 4(12), 2796-2801.
  • Anderson, L. M. ve Pearson, C. M. (1999). Tit For Tat? The Spiraling Effect of Incivility in the Workplace. Academy of Management Review, 24(3), 452-471.
  • Arıkök, M. ve Çekmecelioğlu, H. G. (2017). Etik liderliğin üretim karşıtı iş davranışları üzerindeki etkisi: Ankara üretim sektöründe bir uygulama. Uluslararası Sosyal Araştırmalar Dergisi, 10(52), 916-928.
  • Ariani, D. W. (2013). The Relationship Between Employee Engagement, Organizational Citizenship Behavior, and Counterproductive Work Behavior. International Journal of Business Administration, 4(2), 46-56.
  • Bolton, L., Becker, L.K., Barber, L.K. (2010). Big five trait predictors of differential counterproductive work behavior dimensions. Personality and Individual Differences, 49, 537-541.
  • Baron, R. A. ve Neuman, J. H. (1996). Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes. Aggressive Behavior, 22, 161-173.
  • Brine, M., Brown, R. ve Hackett, G. (2007). Corporate Social Responsibility and Financial Performance in the Australian Context. Economic Round-up, Autumn, 47–58.
  • Bruk-Lee, V. and Spector, P. (2006). The social stressors-counterproductive work behaviors link: Are conflicts with supervisors and co-workers the same? Journal of Occupational Health Psychology, 11, 145-156.
  • Bowen, H. R. (1953). Social Responsibilities of the Businessman. New York: Harper & Row.
  • Camara, W. J. and Schneider, D. C. (1994). Integrity tests: Facts and unresolved issues. American Psychologist, 49 (2), 112–119.
  • Carroll, A. B. (1979). A three-dimensional conceptual model of corporate social performance. Academy of Management Review, 4(4), 497-505.
  • Carroll, A. B. (1991). The pyramid of corporate social responsibility: toward the moral management of organizational stakeholders. Business Horizons, 34(4), 39–48.
  • Chen, P. Y., and Spector, P. E. (1992). Relationships of work stressors with aggression, withdrawal, theft and substance use: An exploratory study. Journal of Occupational and Organizational Psychology, 65, 177–184.
  • Collierand, J. and Esteban, R. (2007). Corporate social responsibility and employee commitment. Business Ethics: A European Review, 16(1), 19–33.
  • Collins, J.M. ve Griffin, R.W. (1998). In R.W. griffin, A. O’Leary-Kelly and J.M. Collins (eds) Dysfunctional Behavior in Organizations: Violent and Deviant Behavior. Stamford, CT: JAI Press.
  • Coghill, K., Black, L., Holmes, D. and Stubbs, W. (2005). Corporate Social Responsibility: Guidance for Investors. A Discussion Paper, Monash Governance Research Unit, Monash University, Melbourne.
  • Cropanzano, R. ve Mitchell, M. S. (2005). Social exchange theory: an interdisciplinary review. Journal of Management, 31(6), 874-900.
  • Dalal, R. S. (2005). A meta- analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90, 1241- 1255.
  • Dane, P. (2002). Deviant workplace behavior and the organization’s ethical climate. Journal of Business and Psychology, 17(1), 57-59.
  • Davis, K. (1960). Can business afford to ignore social responsibilities?. California Management Review, 2(3), 70-76.
  • Davis, K.  and Blomstrom, R. (1966). Business and its environment. New York: McGraw-Hill.
  • Demirel, Y. (2009). Örgütsel bağlılık ve üretkenlik karşıtı davranışlar arasındaki ilişkiye kavramsal Yaklaşım. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 8(15), 115-132.
  • Dieter, Z. (1999). Organisational, work group related and personal causes of mobbing/bullying at work. International Journal of Manpower, 20(1/2), 70-85.
  • Doğan, S. ve Kılıç, S. (2014). Algılanan örgütsel etik iklim ve üretkenlik karşıtı iş davranışları arasındaki ilişkilerin incelenmesi. C.Ü. İktisadi ve İdari Bilimler Dergisi, 15(1), 269-292.
  • Fatima, A., Iqbal, M. Z. and Imran, R. (2013). Organizational Commitment and Counterproductive Work Behavior: Role of Employee Empowerment. In Proceedings of the Sixth International Conference on Management Science and Engineering Management. London, 665-679.
  • Fombrun, C. and Shanley, M. (1990). What’s in a name? Reputation building and corporate strategy. Academy of Management Journal, 33, 233-258.
  • Fox, S., Spector, P. E. and Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59, 291–309.
  • Giacalone, R. A. and Greenberg, J. (1997). Antisocial behavior in organizations, thousand oaks. CA: Sage Publications.
  • Gruys, M. L. and Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International Journal of Selection and Assessment, 11, 30-41.
  • Gouldner, A. W. (1960). The norm of reciprocity: a preliminary statement. American Sociological Review, 25, 161-78.
  • Hansen, S.D., Dunford, B.B., Boss, A.D., Boss, W.R. and Angermeier, I. (2011). Corporate social responsibility and the benefits of employee trust: a cross-disciplinary perspective. J Bus Ethics, 102, 29-45.
  • Hogan, J. and Hogan, R. (1989). How to measure employee reliability. Journal of Applied Psychology, 74(2), 273-279.
  • Hollinger, R. C. and Clark, J. P. (1982). Employee deviance: a response to the perceived quality of the work experience. Work and Occupations, 9(1), 97-114.
  • İşcan, Ö. F. (2002). Küresel işletmecilikte dönüştürücü liderlik anlayışı büyük ölçekli işletmelerde bir uygulama (Atatürk Üniversitesi Sosyal Bilimler Enstitüsü, İşletme Ana Bilim Dalı, Yayımlanmış Doktora Tezi, Erzurum.)
  • Joyner, B. E. and Payne, D. (2002). Evolution and implementation: a study of values, business ethics and corporate brenda E. Joyner social responsibility. Journal of Business Ethics, 41, 297–311.
  • Klebe, T.L., Butterfield, K. D. and Mccabe, D. L. (1998). The ethical context in organizations: Influences on employee attitutes and behaviors. Business Ethics Quarterly, 8(3), 448-475.
  • Layth, M.S.A. and Zulkarnain, L. (2016). Personality traits and counterproductive work behavior: Moderator effect of perceived organizational support. Imperial Journal of Interdisciplinary Research, 2(5), 521-530.
  • Luo, X. and Bhattachary, C.B. (2006). Corporate social responsibility, customer market satisfaction and market value. Journal of Marketing, 70(4), 1-18.
  • Moon, T., Hur, W., Ko, S., Kim, and Yoon. (2014). Bridging corporate social responsibility and compassion at work: Relations to organizational justice and affective organizational commitment. International Journal of Career Management, 19(1), 49–72.
  • Mount, M.K., Ilies, R. and Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59, 591-622.
  • Preston, L. E., and Post, J. E. (1975). Private management and public policy: The principle of public responsibility. Englewood Cliffs, NJ: Prentice Hall.
  • Polatçı, S., Özçalık F. ve Cindiloğlu, M. (2014). Üretkenlik karşıtı iş davranışı ve örgütsel vatandaşlık davranışı üzerinde kişi-örgüt uyumunun etkileri. Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(3), 1-12.
  • Robinson S. L. and Bennett R. J. (1995). A typology of deviant workplace behaviors: A multi-dimensional scaling study. Academy of Management Journal, 38, 555-572.
  • Roy, L.J., Bastounis, M. and Minibas-Poussard, J. (2012). Interactional justice and counterproductive work behaviors: The mediating role of negative emotions. Social Behavior and Personality, 40(8), 1341-1356.
  • Sackett, P. R. and DeVore, C. J. (2002). Counterproductive behaviors at work. In N. Anderson, D. S. Ones, H. K. Sinangil, and V. Viswesvaran (Eds.), Handbook of Industrial, Work, and Organizational Psychology, London: Sage.
  • Salgado, J. (2002). The big five personality dimensions and counterproductive behaviour. International Journal of Selection and Assessment, 10, 117-125.
  • Semerci, Ç. (2004). Araştırma Görevlilerinin Öğretim Üyeliğine İlişkin Tutum Ölçeğinin Üçlü, Beşli ve Yedili Derecelemede Geçerlik ve Güvenilirliği, XIII Ulusal Eğitim Bilimleri Kurultayı, 6-9 Temmuz, 1-12.
  • Sezici, E. (2015). Üretkenlik Karşıtı İş Davranışları Üzerinde Kişilik Özelliklerinin Rolü. International Journal of Economic and Administrative Studies, 7(14), 1-22.
  • Shin, I., Hur W.M., Kim, M. and Kang, S. (2017). Hidden Roles of CSR Perceived Corporate Social Responsibility as a Preventive against Counterproductive Work Behaviors, Sustainability, 9, 955.
  • Stanaland, A.J. S., Lwin, M.O. and Murphy, P.E. (2011). Consumer perceptions of the antecedents and consequences of corporate social responsibility, Journal of Business Ethics, 102, 47-55.
  • Spector, P. E. and Fox, S. (2005). A Model of Counterproductive Work Behavior. In S. Fox, & P. E. Spector (Eds.). Counterproductive workplace behavior: Investigations of actors and targets, Washington, DC: APA.
  • Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., and Kessler, S. (2006). The Dimensionality of Counterproductivity: Are all Counterproductive Behaviors Created Equal? Journal of Vocational Behavior, 68 (3), 446−460.
  • Spector, P. (2011). The Relationship of Personality to Counterproductive Work Behavior (CWB): An Integration of Perspectives. Human Resource Management Review, 21, 342-352.
  • Turker, D. (2009). How corporate social responsibility influences organizational commitment. Journal of Business Ethics, 89(2), 189–204.
  • Upham, S.P. (2006). A Model for Giving: The Effect of Corporate Charity on Employees, The Journal of Corporate Citizenship, 22, 81-90.
  • Valentine, S., Lynn, G. and Margaret, L. (2002). Ethical Context, Organizational Commitment, and Person-Organization Fit, Journal of Business Ethics, 41(4), 349-360.
  • Viswesvaran, C., Satish, P. D. and Claudio, M. (1998). The effect of corporate social responsibility on employee counterproductive behavior. Cross Cultural Management: An International Journal, 5(4), 5-12.
  • Wood, D. J. (1991). Corporate Social Performance Revisited. Academy of Management Review, 16(4), 691-718.
  • Wartick, S.L. and Cochran, P.L. (1985). The Evolution of the Corporate Social Performance Model. In: Academy of Management Review, 10(4), 758-769.
  • Wu, M. and Schen, C.H. (2013). Corporate Social Responsibility in the Banking Industry: Motives and Financial Performance. Journal of Banking and Finance, 37, 3529-3547.
  • Ye, K. and Zhang, R. (2011). Do Lenders Value Corporate Social Responsibility? Evidence from China. Journal of Business Ethics, 104, 197–206.
  • You, C.S., Huang, C.C., Wang, H.B., Liu, K.N., Lın, C.H., and Tseng, J.S. (2013). The Relationship Between Corporate Social Responsibility, Job Satisfaction and Organizational Commitment. International Journal of Organizational Innovation, 5(4), 65-77.
  • Zapf, D. (1999). “Organisational, Work Group Related and Perosonal Causes of Mobbing/ Bullying at Work, ” International Journal of Manpower, 20 (1/2), 70-85.
  • Zhang, M., Fan, D. and Zhu, C.J. (2014). High-Performance Work Systems, Corporate Social Performance and Employee Outcomes: Exploring the Missing Links. Journal of Business Ethics, 120(3), 423-435.

KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ

Year 2019, , 167 - 185, 31.01.2019

Gönül Kaya Özbağ

https://doi.org/10.30626/tesamakademi.528008

Abstract

Bu çalışmada, çalışanların Kurumsal Sosyal Sorumluluk (KSS) algısının Üretim Karşıtı İş Davranışları (ÜKİD) üzerindeki etkileri araştırılmaktadır. Araştırma hipotezleri, Kocaeli’nde faaliyet gösteren denizcilik işletmelerinde çalışan, 117 kişiden elde edilen verilere regresyon analizleri yapılarak test edilmiş ve yorumlanmıştır. Araştırma sonuçları, çalışanların KSS algısı ile ÜKİD’nın başkalarına zarar verme ve geri çekilme boyutları arasında anlamlı ve negatif yönde bir ilişki olduğunu desteklemektedir. Diğer yandan, çalışanların KSS algısı ile ÜKİD’nın üretimden sapma, sabotaj ve hırsızlık boyutları arasında anlamlı bir ilişki tespit edilememiştir.

Keywords

Kurumsal Sosyal Sorumluluk Üretim Karşıtı İş Davranışları

References

  • Acquier, A., Gond, J.P. and Pasquero, J. (2011). Rediscovering Howard R. Bowen‘s legacy: the unachieved agenda of social responsibilities of the businessman and its continuous relevance. Business and Society, 50(4), 607–646.
  • Ali, I., Rehman, K.U., Ali, S.I., Yousaf, J. and Zia, M. (2010). Corporate social responsibility influences, employee commitment and organizational performance. African Journal of Business Management, 4(12), 2796-2801.
  • Anderson, L. M. ve Pearson, C. M. (1999). Tit For Tat? The Spiraling Effect of Incivility in the Workplace. Academy of Management Review, 24(3), 452-471.
  • Arıkök, M. ve Çekmecelioğlu, H. G. (2017). Etik liderliğin üretim karşıtı iş davranışları üzerindeki etkisi: Ankara üretim sektöründe bir uygulama. Uluslararası Sosyal Araştırmalar Dergisi, 10(52), 916-928.
  • Ariani, D. W. (2013). The Relationship Between Employee Engagement, Organizational Citizenship Behavior, and Counterproductive Work Behavior. International Journal of Business Administration, 4(2), 46-56.
  • Bolton, L., Becker, L.K., Barber, L.K. (2010). Big five trait predictors of differential counterproductive work behavior dimensions. Personality and Individual Differences, 49, 537-541.
  • Baron, R. A. ve Neuman, J. H. (1996). Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes. Aggressive Behavior, 22, 161-173.
  • Brine, M., Brown, R. ve Hackett, G. (2007). Corporate Social Responsibility and Financial Performance in the Australian Context. Economic Round-up, Autumn, 47–58.
  • Bruk-Lee, V. and Spector, P. (2006). The social stressors-counterproductive work behaviors link: Are conflicts with supervisors and co-workers the same? Journal of Occupational Health Psychology, 11, 145-156.
  • Bowen, H. R. (1953). Social Responsibilities of the Businessman. New York: Harper & Row.
  • Camara, W. J. and Schneider, D. C. (1994). Integrity tests: Facts and unresolved issues. American Psychologist, 49 (2), 112–119.
  • Carroll, A. B. (1979). A three-dimensional conceptual model of corporate social performance. Academy of Management Review, 4(4), 497-505.
  • Carroll, A. B. (1991). The pyramid of corporate social responsibility: toward the moral management of organizational stakeholders. Business Horizons, 34(4), 39–48.
  • Chen, P. Y., and Spector, P. E. (1992). Relationships of work stressors with aggression, withdrawal, theft and substance use: An exploratory study. Journal of Occupational and Organizational Psychology, 65, 177–184.
  • Collierand, J. and Esteban, R. (2007). Corporate social responsibility and employee commitment. Business Ethics: A European Review, 16(1), 19–33.
  • Collins, J.M. ve Griffin, R.W. (1998). In R.W. griffin, A. O’Leary-Kelly and J.M. Collins (eds) Dysfunctional Behavior in Organizations: Violent and Deviant Behavior. Stamford, CT: JAI Press.
  • Coghill, K., Black, L., Holmes, D. and Stubbs, W. (2005). Corporate Social Responsibility: Guidance for Investors. A Discussion Paper, Monash Governance Research Unit, Monash University, Melbourne.
  • Cropanzano, R. ve Mitchell, M. S. (2005). Social exchange theory: an interdisciplinary review. Journal of Management, 31(6), 874-900.
  • Dalal, R. S. (2005). A meta- analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90, 1241- 1255.
  • Dane, P. (2002). Deviant workplace behavior and the organization’s ethical climate. Journal of Business and Psychology, 17(1), 57-59.
  • Davis, K. (1960). Can business afford to ignore social responsibilities?. California Management Review, 2(3), 70-76.
  • Davis, K.  and Blomstrom, R. (1966). Business and its environment. New York: McGraw-Hill.
  • Demirel, Y. (2009). Örgütsel bağlılık ve üretkenlik karşıtı davranışlar arasındaki ilişkiye kavramsal Yaklaşım. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 8(15), 115-132.
  • Dieter, Z. (1999). Organisational, work group related and personal causes of mobbing/bullying at work. International Journal of Manpower, 20(1/2), 70-85.
  • Doğan, S. ve Kılıç, S. (2014). Algılanan örgütsel etik iklim ve üretkenlik karşıtı iş davranışları arasındaki ilişkilerin incelenmesi. C.Ü. İktisadi ve İdari Bilimler Dergisi, 15(1), 269-292.
  • Fatima, A., Iqbal, M. Z. and Imran, R. (2013). Organizational Commitment and Counterproductive Work Behavior: Role of Employee Empowerment. In Proceedings of the Sixth International Conference on Management Science and Engineering Management. London, 665-679.
  • Fombrun, C. and Shanley, M. (1990). What’s in a name? Reputation building and corporate strategy. Academy of Management Journal, 33, 233-258.
  • Fox, S., Spector, P. E. and Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59, 291–309.
  • Giacalone, R. A. and Greenberg, J. (1997). Antisocial behavior in organizations, thousand oaks. CA: Sage Publications.
  • Gruys, M. L. and Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International Journal of Selection and Assessment, 11, 30-41.
  • Gouldner, A. W. (1960). The norm of reciprocity: a preliminary statement. American Sociological Review, 25, 161-78.
  • Hansen, S.D., Dunford, B.B., Boss, A.D., Boss, W.R. and Angermeier, I. (2011). Corporate social responsibility and the benefits of employee trust: a cross-disciplinary perspective. J Bus Ethics, 102, 29-45.
  • Hogan, J. and Hogan, R. (1989). How to measure employee reliability. Journal of Applied Psychology, 74(2), 273-279.
  • Hollinger, R. C. and Clark, J. P. (1982). Employee deviance: a response to the perceived quality of the work experience. Work and Occupations, 9(1), 97-114.
  • İşcan, Ö. F. (2002). Küresel işletmecilikte dönüştürücü liderlik anlayışı büyük ölçekli işletmelerde bir uygulama (Atatürk Üniversitesi Sosyal Bilimler Enstitüsü, İşletme Ana Bilim Dalı, Yayımlanmış Doktora Tezi, Erzurum.)
  • Joyner, B. E. and Payne, D. (2002). Evolution and implementation: a study of values, business ethics and corporate brenda E. Joyner social responsibility. Journal of Business Ethics, 41, 297–311.
  • Klebe, T.L., Butterfield, K. D. and Mccabe, D. L. (1998). The ethical context in organizations: Influences on employee attitutes and behaviors. Business Ethics Quarterly, 8(3), 448-475.
  • Layth, M.S.A. and Zulkarnain, L. (2016). Personality traits and counterproductive work behavior: Moderator effect of perceived organizational support. Imperial Journal of Interdisciplinary Research, 2(5), 521-530.
  • Luo, X. and Bhattachary, C.B. (2006). Corporate social responsibility, customer market satisfaction and market value. Journal of Marketing, 70(4), 1-18.
  • Moon, T., Hur, W., Ko, S., Kim, and Yoon. (2014). Bridging corporate social responsibility and compassion at work: Relations to organizational justice and affective organizational commitment. International Journal of Career Management, 19(1), 49–72.
  • Mount, M.K., Ilies, R. and Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59, 591-622.
  • Preston, L. E., and Post, J. E. (1975). Private management and public policy: The principle of public responsibility. Englewood Cliffs, NJ: Prentice Hall.
  • Polatçı, S., Özçalık F. ve Cindiloğlu, M. (2014). Üretkenlik karşıtı iş davranışı ve örgütsel vatandaşlık davranışı üzerinde kişi-örgüt uyumunun etkileri. Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(3), 1-12.
  • Robinson S. L. and Bennett R. J. (1995). A typology of deviant workplace behaviors: A multi-dimensional scaling study. Academy of Management Journal, 38, 555-572.
  • Roy, L.J., Bastounis, M. and Minibas-Poussard, J. (2012). Interactional justice and counterproductive work behaviors: The mediating role of negative emotions. Social Behavior and Personality, 40(8), 1341-1356.
  • Sackett, P. R. and DeVore, C. J. (2002). Counterproductive behaviors at work. In N. Anderson, D. S. Ones, H. K. Sinangil, and V. Viswesvaran (Eds.), Handbook of Industrial, Work, and Organizational Psychology, London: Sage.
  • Salgado, J. (2002). The big five personality dimensions and counterproductive behaviour. International Journal of Selection and Assessment, 10, 117-125.
  • Semerci, Ç. (2004). Araştırma Görevlilerinin Öğretim Üyeliğine İlişkin Tutum Ölçeğinin Üçlü, Beşli ve Yedili Derecelemede Geçerlik ve Güvenilirliği, XIII Ulusal Eğitim Bilimleri Kurultayı, 6-9 Temmuz, 1-12.
  • Sezici, E. (2015). Üretkenlik Karşıtı İş Davranışları Üzerinde Kişilik Özelliklerinin Rolü. International Journal of Economic and Administrative Studies, 7(14), 1-22.
  • Shin, I., Hur W.M., Kim, M. and Kang, S. (2017). Hidden Roles of CSR Perceived Corporate Social Responsibility as a Preventive against Counterproductive Work Behaviors, Sustainability, 9, 955.
  • Stanaland, A.J. S., Lwin, M.O. and Murphy, P.E. (2011). Consumer perceptions of the antecedents and consequences of corporate social responsibility, Journal of Business Ethics, 102, 47-55.
  • Spector, P. E. and Fox, S. (2005). A Model of Counterproductive Work Behavior. In S. Fox, & P. E. Spector (Eds.). Counterproductive workplace behavior: Investigations of actors and targets, Washington, DC: APA.
  • Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., and Kessler, S. (2006). The Dimensionality of Counterproductivity: Are all Counterproductive Behaviors Created Equal? Journal of Vocational Behavior, 68 (3), 446−460.
  • Spector, P. (2011). The Relationship of Personality to Counterproductive Work Behavior (CWB): An Integration of Perspectives. Human Resource Management Review, 21, 342-352.
  • Turker, D. (2009). How corporate social responsibility influences organizational commitment. Journal of Business Ethics, 89(2), 189–204.
  • Upham, S.P. (2006). A Model for Giving: The Effect of Corporate Charity on Employees, The Journal of Corporate Citizenship, 22, 81-90.
  • Valentine, S., Lynn, G. and Margaret, L. (2002). Ethical Context, Organizational Commitment, and Person-Organization Fit, Journal of Business Ethics, 41(4), 349-360.
  • Viswesvaran, C., Satish, P. D. and Claudio, M. (1998). The effect of corporate social responsibility on employee counterproductive behavior. Cross Cultural Management: An International Journal, 5(4), 5-12.
  • Wood, D. J. (1991). Corporate Social Performance Revisited. Academy of Management Review, 16(4), 691-718.
  • Wartick, S.L. and Cochran, P.L. (1985). The Evolution of the Corporate Social Performance Model. In: Academy of Management Review, 10(4), 758-769.
  • Wu, M. and Schen, C.H. (2013). Corporate Social Responsibility in the Banking Industry: Motives and Financial Performance. Journal of Banking and Finance, 37, 3529-3547.
  • Ye, K. and Zhang, R. (2011). Do Lenders Value Corporate Social Responsibility? Evidence from China. Journal of Business Ethics, 104, 197–206.
  • You, C.S., Huang, C.C., Wang, H.B., Liu, K.N., Lın, C.H., and Tseng, J.S. (2013). The Relationship Between Corporate Social Responsibility, Job Satisfaction and Organizational Commitment. International Journal of Organizational Innovation, 5(4), 65-77.
  • Zapf, D. (1999). “Organisational, Work Group Related and Perosonal Causes of Mobbing/ Bullying at Work, ” International Journal of Manpower, 20 (1/2), 70-85.
  • Zhang, M., Fan, D. and Zhu, C.J. (2014). High-Performance Work Systems, Corporate Social Performance and Employee Outcomes: Exploring the Missing Links. Journal of Business Ethics, 120(3), 423-435.
There are 65 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Gönül Kaya Özbağ

Publication Date January 31, 2019
Published in Issue Year 2019

Cite

APA Kaya Özbağ, G. (2019). KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ. TESAM Akademi Dergisi, 6(1), 167-185. https://doi.org/10.30626/tesamakademi.528008
AMA Kaya Özbağ G. KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ. TESAM Akademi Dergisi. January 2019;6(1):167-185. doi:10.30626/tesamakademi.528008
Chicago Kaya Özbağ, Gönül. “KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ”. TESAM Akademi Dergisi 6, no. 1 (January 2019): 167-85. https://doi.org/10.30626/tesamakademi.528008.
EndNote Kaya Özbağ G (January 1, 2019) KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ. TESAM Akademi Dergisi 6 1 167–185.
IEEE G. Kaya Özbağ, “KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ”, TESAM Akademi Dergisi, vol. 6, no. 1, pp. 167–185, 2019, doi: 10.30626/tesamakademi.528008.
ISNAD Kaya Özbağ, Gönül. “KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ”. TESAM Akademi Dergisi 6/1 (January 2019), 167-185. https://doi.org/10.30626/tesamakademi.528008.
JAMA Kaya Özbağ G. KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ. TESAM Akademi Dergisi. 2019;6:167–185.
MLA Kaya Özbağ, Gönül. “KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ”. TESAM Akademi Dergisi, vol. 6, no. 1, 2019, pp. 167-85, doi:10.30626/tesamakademi.528008.
Vancouver Kaya Özbağ G. KURUMSAL SOSYAL SORUMLULUK FAALİYETLERİNİN ÜRETİM KARŞITI İŞ DAVRANIŞLARI ÜZERİNDEKİ ETKİLERİ. TESAM Akademi Dergisi. 2019;6(1):167-85.