College of Business Administration, University of Ulsan, Ulsan 44610, Korea.
School of Industrial Management, Korea University of Technology and Education, 1600, Chungjeol-ro, Chungcheongnam-do 31253, Korea.
Int J Environ Res Public Health. 2021 Mar 14;18(6):2968. doi: 10.3390/ijerph18062968.
A body of existing literature delves into how corporate social responsibility (CSR) affects employees' cognition, emotion, and behavior within an organization. These previous studies, however, pay relatively little attention to the influence of CSR on levels of creativity in employees. Considering that creativity is closely related to innovative capability, which is critical for a firm to survive, the relationship between CSR and employees' creativity and its elaborate underlying processes need further investigation. Based on a group creativity model, we argue that CSR may increase levels of creativity in employees through mediation of enhanced levels of psychological safety in employees. In addition, existing works on CSR have relatively underexplored the contextual role of leadership in translating CSR practices into employees' attitudes, perceptions, and behaviors. Using three-wave time-lagged survey data from 311 employees in South Korea, we found that CSR enhances employees' creativity via mediation of psychological safety. Additionally, ethical leadership positively moderates the relationship between CSR and psychological safety. Our findings suggest that psychological safety in employees functions as an important underlying mechanism to describe the CSR-employee creativity link. Furthermore, this paper emphasizes the importance of the moderating role of ethical leadership in the process of CSR activities.
现有文献探讨了企业社会责任（CSR）如何影响组织内员工的认知、情感和行为。然而，这些先前的研究相对较少关注 CSR 对员工创造力水平的影响。考虑到创造力与创新能力密切相关，而创新能力对企业的生存至关重要，因此 CSR 与员工创造力之间的关系及其背后的详细过程需要进一步研究。基于群体创造力模型，我们认为 CSR 可以通过提高员工的心理安全感来提高员工的创造力水平。此外，现有关于 CSR 的研究在领导力在将 CSR 实践转化为员工态度、看法和行为方面的作用方面相对研究不足。我们使用来自韩国 311 名员工的三波时间滞后调查数据发现，CSR 通过心理安全感来提高员工的创造力。此外，伦理领导正向调节 CSR 和心理安全感之间的关系。我们的研究结果表明，员工的心理安全感是描述 CSR-员工创造力关系的重要内在机制。此外，本文强调了伦理领导在 CSR 活动过程中的调节作用的重要性。
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