本文主要講的是企業社會責任與個體之間的關係和影響，在Evans和Davis於2013年進行的一項研究中，研究人員分別探討了企業社會責任個體反應與企業社會責任之間關係的差異的影響，作為基金，企業公民身份影響申請人的吸引力和工作角色的定義(Brammer, S。， He, H.和Mellahi, K。,2015)。研究結果進一步表明，企業公民意識對吸引企業社會責任相關專業的求職者和價值取向較高的求職者俱有最大的影響。此外，企業公民意識對參與者將企業社會責任定義為個人工作角色的責任範圍也有積極影響。本篇代寫論文 價格文章由英國論文人EducationRen教育網整理，供大家參考閱讀。
In a study conducted in 2013 by Evans and Davis wherein the researchers explore the influence of differences individually over the relationship between CSR individual reactions and CSR, it as fund that the corporate citizenship impacts attraction of applicants and definitions of working role (Brammer, S., He, H. and Mellahi, K., 2015). Results further indicated that corporate citizenship perception has a maximum influence over attracting applicants of jobs for those especially who have obtained previous education with regard to CSR and for the ones who have higher value orientation. Perceived corporate citizenship furthermore had a positive influence over the range to which participants engage in defining CSR as a responsibility for individual working role.
Several studies have revealed that organizational image is a key issue in recruitment of employees as it helps in boosting the attractiveness of organizations. As per Neves and Gomes, (2011), general perspectives that help in determining aspects of organizations include security, working policies, perspectives in career, company image as a recruiter, pay, advantages, reputation and training. It has also been found as evident in the studies by Thomas and Wise, (1999) that job features are key job attractiveness determinants. A questionnaire was developed by Turban, (2001), inclusive of job attractiveness as a variable. The questions related were taken for measuring the research variable under investigation (Mayes et al 2015).
It was found that attractiveness is something that leads employees towards organizations and this attractiveness is in turn highly influenced by the CSR activities of the firm. Another perspective that can impact potential employer attractiveness is practices that are family friendly. These are particularly essential for applicants that are planning to initiate a family in the coming future. According to Berthon et al (2005), implementing such practices makes the employees and potential applicants to feel that the organization they are going to work with cares about them and therefore they have the same duty towards it. According to Jones et al (2010), community focused practices and practices focused on the employment were considered positive in the perception of job seekers (Ladkin, A. and Buhalis, D., 2016). The support of workplace diversity is one example of a good practice that brings forward CSR in its most potential outlook.