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Research concerning the intention–behaviour gap in responsible consumption has assigned a crucial role to individuals’ situational states and personal values in purchase situations. Concurrently, work psychology research has demonstrated that on-the-job experiences carry over to one's private life. Combining insights from responsible consumption research and action regulation theory from work psychology, we investigated whether a fatigued state after work mediates the relationship between perceived daily workload and responsible consumption behaviour in the evening. Moreover, we hypothesized that personal values interact with work-related fatigue in predicting responsible consumption behaviour. The data were collected through online surveys on four consecutive working days. The final sample consisted of 74 persons and 115 observations. To test our hypotheses, we used path analyses and controlled for the data structure. The results confirmed the predicted moderated mediation of environmentally responsible consumption; among the consumers who expressed high personal values in terms of the environment, a fatigued state was related to more responsible consumption. However, regarding socially responsible consumption focusing on fair production conditions, the results revealed a significant nonmoderated mediation. Our findings support the assumption that work experiences during the day affect responsible consumption behaviour in the evening, and thus, work should be given more consideration in consumer research. Further research is needed to specify the contextual factors leading to the positive relationship between fatigue and socially responsible consumption in terms of production conditions.

Due to the pressing environmental and social issues facing the global economic system, the role of organizations in promoting socially responsible behavior among employees warrants attention in research and practice. It has been suggested that the concept of socio-moral climate (SMC) might be particularly useful for understanding how participative organizational structures and processes shape employees’ prosocial behaviors. While SMC has been shown to be positively related to employees’ prosocial behaviors within the work context, little is known about the potential spillover effects of SMC (i.e., associations between SMC and employees’ prosocial behaviors outside the work context). The present study aims to address this gap by investigating how and why SMC is related to employees’ socially responsible purchase intention. Drawing on the relational job design framework, we argue that employees’ perceptions of their social impact may explain why SMC is positively related to responsible purchase intentions. We collected data from 492 employees working in various industries at two measurement points with a time lag of 12 months. Hypotheses were tested using path analysis, in which we controlled for the temporal stability of the study variables. The results showed that SMC was positively related to perceived social impact and socially responsible purchase intention and that perceived social impact was positively related to socially responsible purchase intention. In addition, we found a significant indirect relationship between SMC and socially responsible purchase intention through perceived social impact. The findings provide initial support for the spillover of employees’ work-related experiences onto their responsible purchase intentions within the nonwork domain. This study contributes to the literature by extending the traditional focus of SMC research on the development of moral reasoning skills to suggest that perceived social impact is an important mechanism underlying the relationship between SMC and prosocial behaviors. In terms of practical implications, this study suggests that organizational interventions designed to increase SMC may enhance employees’ perceptions of their social impact.

Previous research indicates that the depletion of self-regulatory resources can promote unethical behavior that benefits the self. Extending this literature, we focus on norm-transgressing behavior that is intended to primarily benefit others. In particular, we predicted a differing effect of self-regulatory resource depletion on dishonesty that benefits one’s group, depending on the degree of identification with the group. Following a dual process approach, we argue that if identification with the group is strong, then people may have an automatic inclination to benefit their group even perhaps by lying. In contrast, if identification with the group is weak, then the default, uncontrolled impulse may be to tell the truth. Accordingly, identification with the social group should interact with self-regulatory resource depletion in predicting group-benefiting dishonesty. Focusing on pro-organizational dishonesty, we tested our hypotheses in one field study with 1269 employees and in one experimental study with 71 university students. As predicted, the results revealed a highly significant interaction of organizational identification and self-control strength: Depletion of self-regulatory resources increased the level of pro-organizational dishonesty among those who identify highly with the organization, but decreased the level of such behavior among those who identify less.

Workplace health promotion (WHP), which is supported by networks and business partners, is an important issue of corporate social responsibility. In an interview-study with enterprise and industry representatives, we analyzed whether WHP as one aspect of CSR is already realized within the supply chain and how interactions within the supply chain and networks can be described in terms of WHP. The results showed that issues of occupational safety are relevant within business relationships, but WHP in general is found to be less so. Networks outside the supply chain are often used to support WHP. The most-mentioned practice to ensure occupational health in supply chains is the control of suppliers (e.g., through audits). Collaborations (e.g., joint projects) were somewhat less stated. In conclusion, enterprises need to establish internal structures to conduct successful WHP within their supply chain. Future research should investigate factors that foster or hinder the process of establishing WHP within supply chains.

The idea behind the social responsibility of organizations is that firms have responsibilities beyond maximizing profit. They are accountable not only to their owners and shareholders but also to stakeholders, such as customers. In recent years, the social responsibility of organizations has become increasingly important. Models and management systems using the term corporate social responsibility (CSR) have been developed. However, the concept of CSR is not uncontroversial. CSR is criticized as a new trend with no content. CSR programmes are often decoupled from the core business, and they are often only marketing and symbolic gestures. In this paper, we argue that an integration of CSR into other management systems such as human resource management or health promotion may have various positive effects. These effects concern both CSR and the other management systems. Using the example of workplace health promotion (WHP), positive reciprocal effects can be explained as follows. On the one hand, by conducting WHP, organizations show responsibility towards their employees, therefore enhancing CSR. CSR can be improved by considering the WHP structure and topic, such as a focus on interventions. On the other hand, the concepts of CSR can contribute to the spread of WHP. Organizations’ influences on WHP can be extended by the inclusion of other organizations in the supply chain and by networking. In this context, the quality of interactions between the organizations must be considered. The development and use of criteria are needed to guarantee positive effects on both CSR and WHP.

In den vergangenen Jahrzehnten haben sich unsere Wertschopfungsmodelle dramatisch verandert. Lieferketten sind heute zumeist global, ausert komplex und in der Folge zunehmend intransparent und anfallig. Drangende Probleme, wie Korruption und Betrug, Menschenrechtsverletzungen, prekare Arbeitsbedingungen und schwerwiegende Umweltbelastungen, sind vielfach das Ergebnis von Verhaltensweisen einzelner Akteure entlang der Wertschopfungskette. Eine wichtige aber bislang nicht ausreichend erforschte Frage ist, warum Akteure entlang der Wertschopfungskette vielfach Verhalten zeigen, welches nicht mit den eigenen moralischen Standards im Einklang steht und zuweilen ethische Richtlinien verletzt. Auf der Grundlage von etablierten Theorien aus der Psychologie und modernen Konzepte aus dem Bereich Behavioral Ethics ist davon auszugehen, dass nachhaltiges, verantwortliches Handeln im Kontext von komplexen Lieferketten haufig bereits am fehlenden oder eingeschrankten moralischen Bewusstsein scheitert. Auf Grundlage der vorgestellten theoretischen Konzepte und basierend auf Ergebnissen empirischer Untersuchungen wird in diesem Beitrag ein konzeptioneller Bezugsrahmen zur Forderung von moralischem Bewusstsein im Kontext von Wertschopfungsketten prasentiert und Losungsperspektiven aufgezeigt.

Die eine psychologische Theorie zum Thema Nachhaltigkeit gibt es nicht, denn ganz unterschiedliche Prozesse und Faktoren tragen zur Erklarung von Nachhaltigkeit bei. Dazu gehoren bewusste, rationale Entscheidungen, bei denen ahnlich wie bei Problemloseprozessen Handlungserfordernisse abgewogen, Normen und Verbindlichkeiten aktiviert, Moglichkeiten wahrgenommen, Barrieren gepruft werden mussen. Dazu gehoren auch emotionsgeleitete und intuitive Entscheidungen, bei denen Heuristiken und Verhaltensprogramme automatisiert abgerufen werden konnen. Neben der damit angesprochenen individuellen Perspektive sind soziale Prozesse zentral. Die hier vorgestellten Theorien beziehen sich zum einen Teil, wie etwa sozial-kognitive Handlungstheorien, grundlegend auf Einstellungen, Motivation und Verhalten und werden zu nachhaltige Entwicklung in Bezug gesetzt. Sie betreffen zum anderen Teil Konzepte zu verwandten Themenbereichen; dazu gehoren zum Beispiel entwicklungs- und sozialpsychologische Ansatze zu prosozialem Verhalten, Altruismus, Ethik, Werten, Normen. Modelle zu Moral und moralischem Urteilen sind im Zusammenhang mit nachhaltiger Entwicklung von besonderer Bedeutung, deshalb wird auf diese verstarkt eingegangen.

edited by Shapira (1997), paints a clear picture of the dominating debate in this field during the 1990s. Focusing on cognitive aspects of individual choice behaviour, behavioural decision theory (BDT) has been frequently adopted, especially by psychologists, and presented under the umbrella of Herbert Simon’s concept of bounded rationality. The increasing popularity of this approach pro-voked a debate on whether or not individual decision making, as studied in behavioural decision research, can actually make a significant contribution to the understanding of organizational phe-nomena. This dispute is central to Shapira’s (1997) edited volume.Rather than being concerned with a specific scientific debate, the aim of