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To authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1467-6486.2009.00836.x Byline: Bindu Arya (1), Gaiyan Zhang (1) Abstract: abstract This study contributes to the limited established empirical research on the impact and relevance of corporate social responsibility (CSR) in the capital markets of emerging economies. We conducted an event study to demonstrate how the timing of CSR announcements by firms that have aligned their strategies to newly instituted social regulations in South Africa influenced stock prices. Using a unique dataset of publicly listed South African enterprises that undertook CSR initiatives during the ten year period from 1996 to 2005, we found that investor reactions to CSR announcements concluded during the late phase of institutional reforms are viewed positively by investors. Furthermore, CSR announcements of substantive monetary value result in significantly higher shareholder returns. Author Affiliation: (1)University of Missouri-St Louis Article note: Bindu Arya, 1003 SSB Tower, College of Business Administration, University of Missouri-St Louis, One University Boulevard, St Louis, MO 63121, USA (bindua@umsl.edu).

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1467-8594.2008.00319.x Byline: BINDU ARYA (1), BALBIR BASSI (2), RIAH PHIYEGA (3) Abstract: ABSTRACT Over the past decade, strategy and international business scholars have increasingly turned their attention to assessing how alterations in institutional arrangements in former centrally planned economies influence enterprise-level strategies. Little is known about the strategic responses of organizations operating in countries going through institutional transformation related to social issues. Since the first democratic elections in 1994, the South African government has focused on addressing the inequalities of the past through what is known as Black Economic Empowerment (empowerment of historically disadvantaged black people). In this paper, we investigate the approach used by the Amalgamated Banks of South Africa (ABSA) Group Limited, one of the top four banks and an important player in the South African financial services sector, in formulating and implementing strategy to ensure successful and sustainable organizational transformation. A key component of ABSA's Black Economic Empowerment strategy is incorporation of transformation as a business imperative and not merely as a compliance requirement. Author Affiliation: (1)College of Business Administration, University of Missouri-St. Louis, St. Louis, Missouri (2)Group BEE, ABSA Group Limited, Johannesburg, Republic of South Africa (3)Group Public Affairs, ABSA Group Limited, Johannesburg, Republic of South Africa

This study examines the effect of psychological contract breach (PCB) on employee happiness at work while also assessing the intervening influence of thriving on this relationship. In addition, we investigate the impact of relational resources on employee happiness and thriving at work. The survey generated 131 responses yielding a response rate of 53% and with the help of regression model and Conformatory factor analysis results are deduced. Our study contributes to the PCB literature by highlighting the negative impact of unmet expectations and promises on employee happiness at work, through their impact on employee ability to thrive at work. Our results also suggest that support from colleagues at work can boost employee thriving and happiness. Implications for research and practice are presented. [ABSTRACT FROM AUTHOR]

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Thriving at work is a positive psychological state in which employees experience both learning and vitality. In this study, we investigate the direct effect of employee experiences of a negative workplace behaviour, namely, incivility, on thriving at work. In addition, we examine the direct effect of an individual-level attribute (prosocial motivation) on employee thriving at work. Utilising a sample of 187 bank employees, our study finds a negative association between incivility and employee thriving and a positive association between prosocial motivation and thriving. We also find that psychological capital mitigates the negative relationship between incivility and thriving at work while psychological capital enhances the positive association between prosocial motivation and thriving at work. Our study highlights the importance of considering both workplace and individual-level attributes that energise employees. Implications for human resource development and suggestions for future research are presented. [ABSTRACT FROM AUTHOR]

Subjective well-being is of great significance to mankind. Consistent with the emerging field of positive organizational scholarship, our study seeks to investigate the relationship between employee energy and subjective well-being (SWB). We propose a moderated mediation framework that examines the employee energy and SWB relationship along with the mediating influence of flourishing and moderating role of prosocial motivation. Data was collected in two waves over a two month time period from 266 bank employees. Our results provide support for our hypothesized model. We find that flourishing plays a vital role in explaining the association between energy and SWB. In addition, the significant and negative interactional impact of prosocial motivation and energy demonstrates that with higher prosocial motivation, employees invest a substantial amount of energy in helping their co-workers which undermines their own flourishing limiting their SWB. [ABSTRACT FROM AUTHOR]

The study investigates the performance effects of a company's alliance partner selections by analyzing the interaction of resource complementarity and status associations between the firm and its partners. Evidence indicates that alliance formations and their effects on firm performance are influenced by resource complementarity and status effects together with several firm- and environment-based factors.

This study contributes to the limited established empirical research on the impact and relevance of individual-level personality variables, specifically the broad dispositional trait, core self-evaluations, on the pay satisfaction of historically disadvantaged individuals. In light of recent inquiries which document the important causal role of personality attributes in the emergence of fairness perceptions, this study examines the mediating role of justice perceptions on the relationship between core self-evaluations and pay satisfaction. Using a sample of historically disadvantaged individuals from South Africa, our results show that organizational justice perceptions fully mediate the relationship between core self-evaluations and pay satisfaction. Furthermore, this study finds that gender moderates the relationship between core self-evaluations and pay satisfaction such that self-confident historically disadvantaged females are more satisfied with their pay than their male counterparts. [ABSTRACT FROM AUTHOR]

The South African government has been active in promulgating specific corporate social responsibility (CSR) regulations since 1994 directed at the economic empowerment of historically disadvantaged Black people. Government laws have sought to involve corporations in promoting social cohesion and in addressing problems of historical exclusion of Black communities from the mainstream economy. This objective of transformation within the economy culminated in the release of the Broad-Based Black Economic Empowerment Act in 2003. The Department of Trade and Industry finalized the Codes of Good Practice on February 9, 2007, to clarify and ensure consistency in the implementation of socially responsible behavior in one area, empowerment of historically disadvantaged Black people (other areas of CSR do not display this consistently) within organizations across industry sectors. In this article, the authors discuss the key principles of this legislation, approaches to monitoring and measuring Codes of Good Practice implementation, and their implications for social-change initiatives in local and multinational enterprises that operate in South Africa. [ABSTRACT FROM AUTHOR]

How can firms from emerging economies, given their internal resource constraints, compete effectively with established multinational enterprises (MNEs) in home markets and gain capabilities for international expansion? We develop an integrative view of resources by incorporating network-based social capital theories and articulate that the depth and nature of emerging economy firms’ external social capital determine the direction and magnitude of resource exchanges with their business partners, and thus their effectiveness in accumulating critical internal resources. Throughout the development of our theoretical framework, we have also relied on empirical evidences from various business sources, including the cases on Lenovo and Shanghai Automotive Industry Corporation (SAIC). We conclude with scholarly and practical implications and future research avenues. [ABSTRACT FROM AUTHOR]

This study contrasts the structural perspective with the individual perspective in explaining group performance in a dynamic setting. The authors argue that these perspectives are not mutually exclusive but have different predictive powers at different group stages. Results from 45 project groups show (a) group structures provide stronger performance predictions at the later stage, whereas individual-based attributes do so at the earlier stage, and (b) different group structures and individual-based attributes provide distinctive insights at respective stages. This indicates the need to explore the potential bridge between the two perspectives in advancing group studies. [ABSTRACT FROM AUTHOR]