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dc.contributor.authorCastro-González, Sandra
dc.contributor.authorBande Videla, Belén
dc.date2019-03-04
dc.date.accessioned2019-09-30T11:18:33Z
dc.date.available2019-09-30T11:18:33Z
dc.identifier.issn14777282
dc.identifier.urihttps://reunir.unir.net/handle/123456789/9369
dc.description.abstractPurpose: This paper aims to show how managers model culture for employees to promote corporate social responsibility (CSR) practices. Design/methodology/approach: The proposal begins by highlighting the importance of culture for CSR implementation and then explains the impact of culture on employees. Findings: Currently, many companies carry out activities under the CSR umbrella, but they may do so without considering whether their company’s context is ideal for such initiatives. They may also not consider the types of employees composing the workforce or their disposition toward CSR. In these circumstances, organizations may miss out on the added value of CSR practices. Originality/value: The important influence of CSR practices on employees’ attitudes and behaviors at work requires organizations to implement these types of actions. Therefore, the contextual factors that are most likely to aid in developing and maintaining these practices must be acknowledged. This paper seeks to offer a new perspective to managers and human resource managers regarding the implementation of CSR activities.es_ES
dc.language.isoenges_ES
dc.publisherDevelopment and Learning in Organizationses_ES
dc.relation.ispartofseries;vol. 33, nº 2
dc.relation.urihttps://www.emerald.com/insight/content/doi/10.1108/DLO-06-2018-0070/full/htmles_ES
dc.rightsrestrictedAccesses_ES
dc.subjectcorporate social responsibility (CSR)es_ES
dc.subjectemployeees_ES
dc.subjectorganizational culturees_ES
dc.subjectScopuses_ES
dc.titleOrganizational culture: does it influence the way a company deals with CSR?es_ES
dc.typeArticulo Revista Indexadaes_ES
reunir.tag~ARIes_ES
dc.identifier.doihttps://doi.org/10.1108/DLO-06-2018-0070


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