The Spillover of Socio-Moral Climate in Organizations Onto Employees' Socially Responsible Purchase Intention: The Mediating Role of Perceived Social Impact.

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.

Interfaces of occupational health management and corporate social responsibility: a multi-centre qualitative study from Germany.

BACKGROUND: The workplace has been identified as a priority setting for health promotion. There are potential advantages of systematically integrating Occupational Health Management (OHM) and Corporate Social Responsibility (CSR). However, OHM and CSR are usually overseen by different management branches with different sets of values, and there is a lack of empirical research regarding interfaces between OHM and CSR. Germany offers a particularly useful setting due to legislation requiring health to be promoted in the workplace. This study aims to examine key stakeholders' views and experiences regarding interfaces between OHM and CSR in German companies. METHODS: Individual semi-structured qualitative interviews were conducted with a sample of 77 German stakeholders from three different groups: experts in occupational health and corporate social responsibility from various companies (n = 35), business partners (n = 19), and various non-business partners (n = 23). Transcripts were analysed using qualitative content analysis. RESULTS: Participants identified several areas in which OHM and CSR are already interacting at strategic, structural and cultural levels, but also highlighted several barriers that undermine a more meaningful interaction. Participants reported difficulties in articulating the underlying ethical values relevant to both OHM and CSR at the strategic level. Several structural barriers were also highlighted, including a lack of resources (both financial and knowledge), and OHM and CSR departments not being fully developed or undertaken at entirely different operational levels. Finally, the missing practical implementation of corporate philosophy was identified as a critical cultural barrier to interfaces between OHM and CSR, with existing guidelines and companies' philosophies that already connect OHM and CSR not being embraced by employees and managers. CONCLUSIONS: There is already significant overlap in the focus of OHM and CSR, at the structural, strategic and cultural levels in many German companies. The potential is there, both in theory and practice, for the systematic combination of OHM and CSR. The insights from this study will be useful to ensure that closer integration between both management branches is set up in a socially sustainable and ethical manner.

Misfit of organizational and personal work standards and its longitudinal effect on physicians' depressiveness.

The misfit of organizational and personal work standards and its relationship to health is an issue that has rarely been investigated in hospital physicians. In particular, compensatory factors for the negative effects of a misfit of organizational and personal work standards remain unknown. Our longitudinal study investigated whether autonomous experiences at work and during leisure time compensate for the effects of a misfit of organizational and personal work standards on depressive complaints. Data were collected through surveys of German hospital physicians. Two surveys were conducted with a time lag of 12 months. One hundred sixty-one physicians participated in both surveys. To test our hypothesis, we used path analysis and controlled for autoregressive effects. The results confirmed that a misfit of organizational and personal work standards affects depressive complaints over a 12-month period. Additionally, leisure autonomy compensates for the negative effects of misfit. Contrary to that, high levels of job autonomy were found to intensify the effects of a misfit of organizational and personal work standards. Our findings support previous research assumptions that job autonomy has the potential to add to stress. Hospitals must ensure that physicians can adequately use their job autonomy.

Hospital physicians' work stressors in different medical specialities: a statistical group comparison.

BACKGROUND: Some studies on the occupational health of hospital physicians have found that working conditions have different effects on physician's well-being and health in different medical specialities. There has been no comparative study of the effects of various work stressors in different specialities. This study aims to close this gap. METHODS: German hospital physicians were asked about their working conditions and aspects of health. The short version of the Instrument for Stress-Related Job Analysis for Hospital Physicians was used to measure working conditions. Irritation and emotional exhaustion were used to assess health. Physicians were also asked for socio-demographic aspects, including their medical speciality. RESULTS: Data from 763 hospital physicians were included in the analyses. Significant differences between medical specialities were demonstrated for time pressure, uncertainty, frustration about how work needs to be done and social stressors with patients. Physicians in internal medicine showed consistently high levels of stressors. Time pressure, frustration about how work needs to be done, and emotional dissonance were found to be significantly related to both aspects of health. CONCLUSIONS: The results showed that some medical specialities are more affected by specific stressors. It is therefore discussed how improvements can be implemented. Furthermore, it is illustrated which stressors are especially relevant for health. These relationships to health should be investigated in further research and in longitudinal designs to allow hints of causal relationships.