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Employee psychological reactions to micro-corporate social responsibility (CSR) have recently been expanded in interdisciplinary management science research. The shreds of evidence in this regard are inconclusive, fragmented, and underdeveloped about how employee cognitive, behavioral, and affective dimensions of attitudes toward micro-CSR relate to each other and shape employee societal behavior (SB). In application of dual-process theories of attitude-behavior relations, we investigate the intra-relationships of perceived CSR-community (PCSRC; cognitive dimension of attitude), CSR engagement (CSRE; behavioral dimension of attitude), CSR positivity (CSRP; affective dimension of attitude). Also, we explore how these variables influence employee SB with a moderated-mediated model. Based on the opinions of 440 Bangladeshi employees as respondents, a structural equation modeling analysis confirmed the positive links from PCSRC to SB, PCSRC to CSRE, CSRE to SB, PCSRC to CSRP, CSRP to SB, and CSRP to CSRE. It also reported that CSRE mediated the relation between PCSRC and SB. It further examined that CSRP did not moderate the direct relation between PCSRC and SB, and the indirect relation between PCSRC and SB via CSRE at low, medium, or high employee CSRP. There are very crystal study implications that address policymakers to adopt CSR policy and its implementation strategies, accordingly, to employees' psychological reactions to micro-CSR., Author(s): Appel Mahmud [sup.1] , Donghong Ding [sup.1] , Morshadul Hasan [sup.2] , Zulqurnain Ali [sup.3] , Mohammad Bin Amin [sup.4] Author Affiliations: (1) grid.59053.3a, 0000000121679639, School of Management, University [...]

The emergence of self-career management has pushed individuals to manage their careers proactively and evade unexpected events. The purpose of this study was to develop and validate a career shocks scale for use in Chinese organizations. In doing so, we developed a comprehensive scale of career shocks to cover a significant gray area of career management and enhance a deeper understanding of the emergence of career shocks among Chinese employees. Using the mixed-method approach, we recruited multiple samples to validate the item structure and assess construct validity and internal consistency of the career shocks scale. The findings of a confirmatory factor analysis suggested two dimensions of career shocks (positive and negative), having nine items. Moreover, a strong inter-item structure indicated that this research measure would be valuable for future research endeavors in the domain of career management.

Drawing on social exchange theory, the objectives of the study were to examine how succession planning relates to employee performance and assess whether career development and performance appraisal mediate this relationship. Using survey methodology, data were collected from permanent employees at several commercial banks (N = 239; 62% male). Structural equation modeling tested the proposed model. The results suggested that succession planning had a significant, positive relationship with employee performance, and both career development and performance appraisal mediated the relationship. The current study extends the social exchange theory by identifying the relationship between succession planning and employee performance in the context of the banking sector. The study suggests that if bank management builds a pool of skilled employees through succession planning and performance management, it can ameliorate inappropriate appointments in response to sudden vacancies and retirement of employees.

The aim of this study is to integrate the privacy calculus theory with the Big Five Personality Traits Theory and to investigate the direct and moderating effects of the Big Five personality traits (openness, neuroticism, agreeableness, extraversion, and conscientiousness) on the relationship between the privacy calculus structural factors (Perceived Risk and Perceived Benefits) and disclosure of personal information on social network sites. A survey was conducted to collect data from 379 social network sites users. The sample is composed of 225 females and 154 males. The survey was designed in Qualtrics and distributed on WhatsApp using the snowball sampling technique. The measurements of the research model and the hypotheses related to the direct and moderating effects were tested using SmartPLS software. We found that perceived risk was a strong inhibitor, while perceived benefit was a strong facilitator for the disclosure of personal information. In contrast to our expectation, we found no indication that the Big Five personality traits moderate the disclosure of personal information. However, agreeableness had a positive direct effect on information disclosure. These results have implications for privacy policy makers in organizations in modifying policies and strategies for users based on their unique personality traits. [ABSTRACT FROM AUTHOR]