[논문]공감의 행위가 기업의 명성에 미치는 영향: 조직 구성원의 자발적 참여를 중심으로

문태원; 고성훈

doi:10.29214/damis.2017.36.2.008

공감의 행위가 기업의 명성에 미치는 영향: 조직 구성원의 자발적 참여를 중심으로
The Effect of Acts of Compassion Within Organizations on Corporate Reputation : Contributions to Employee Volunteering 원문보기

경영과 정보연구 = Management & information systems review, v.36 no.2, 2017년, pp.133 - 156

초록
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본 연구는 조직구성원들 사이에서 타인의 고통에 의해 유발되는 공감이 긍정적 조직정체성을 통하여 기업의 사회적 책임 활동에 대한 조직구성원들의 자발적 참여와 어떻게 연결되는지에 대한 이론적 고찰을 하고자 한다. 본 연구에서는 공감이 특별한 조직의 구성원이 되는 것과 관련 있는 긍정적 정체성을 유발시키게 되며, 긍정적 정체성이 기업의 사회적 책임에 대한 조직구성원들의 자발적 참여를 향상시켜 결국에는 기업의 명성을 강화시킨다는 것을 주장하고 있다. 또한, 강화된 기업의 이미지는 구축된 외부 이미지를 통하여 조직구성원들이 지각하는 조직 정체성을 향상시키는 결과를 가져온다. 높은 긍정적 조직 정체성을 지니고 있는 조직 구성원들은 조직 내 구성원들과 함께 나눔과 공감적 행위를 더 잘 실천하게 될 것이다. 결론적으로 기업의 사회적 책임활동에 대한 조직구성원들의 자발적 참여와 공감 사이의 긍정적 순환 관계는 그림 2 에서 보여주고 있듯이 조직구성원들 간의 공감적 행위가 긍정적 정체성을 통하여 기업의 사회적 책임에 대한 조직구성원들의 자발적 참여를 불러일으키게 된다는 것이다. 또한 그 뿐만 아니라 기업의 명성을 강화시킨다는 측면에서 어떻게 기업의 사회적 책임에 대한 조직구성원들의 자발적 참여가 조직 내 공감적 행위를 유발시킬 수 있을 것인지 그림 2 가 설명해 주고 있다.

Abstract ▼ AI-Helper

This paper explores a theoretical framework, in which compassion arising from others' suffering among organizational members can be connected to EV to CSR activities via POI. We argue that compassion may generate positive identity related to being a member of a particular organization (i.e., POI), which increases to EV to CSR, ultimately leading to the enhancement of the corporate reputation. In return, an enhanced reputation for the corporation results in an increase of employees' perceived organizational identity via increase of CEI. Employees with high POI are more likely to carry out compassion and share it with others within an organization. In short, the positive circulation between compassion and EV to CSR as shown in Figure 2 demonstrates not only the ways in which compassion among organizational members can evoke EV to CSR through POI, but also how EV to CSR can facilitate compassion within an organization in terms of enhanced corporate reputation.

주제어

AI 본문요약
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문제 정의

Finally, this paper contributes to the growing field of positive organizational research by identifying POI as a stimulator on EV to CSR, as well as an outcome of compassion. In particular, this paper highlights the uniquely important role of POI in bridging compassion and EV to CSR. Positive work-related identity plays a role as an essential “cog” in the theoretical set of “wheels,” providing a connection between the macro and micro levels.
On a practical level, this study offers new insight for the practitioners (i.e., CEO, top management teams, employees) who deal with CSR activities in organizations that never pay attention to compassion as a driving force for the CSR acts. Our model identifies compassion as a predictor of EV to CSR for enhancing corporate reputation.
Community members have positive awareness toward corporations whose employees engage in CSR acts elicited from compassion. Therefore, this study allows practitioners to reconsider the role of compassion for maximizing organizational CSR effects, which satisfies the motivation for public interests (public-serving) as well as the motivation for their own profits (firm-serving).
, organizational behavior literature). This paper suggests that members of the organization who experience compassion can positively contribute to their CSR activities, which brings compassion into a position of interest for macro researchers. Therefore, this study makes a substantial contribution in that it suggests compassion as an antecedent variable of employee’s CSR activities for the first time, which may enrich CSR literature, while other research has generally studied intellectual stimulation of CEOs (porter and Lawler, 1968), charismatic leadership properties of CEOs (Bass and Steidlmeier, 1999), demographic characteristics (McWilliams and Siegel, 2000), and financial affairs (Orlitzky, Schmidt and Rynes; 2003; Waddock and Graves, 1997) as influential factors on CSR performance so far.
Yet, members who are most proactively pursuing EV to CSR may be those with a collectivistic identity orientation since they connect the organization to a larger, more impersonal group for greater collective welfare. Thus, this paper proposes that the relationship between members with POI and EV to CSR is stronger when the organizational identity orientation is shifting from an individualistic to a collectivistic identity orientation.

가설 설정

Proposition 4: EV to CSR will be positively associated with corporate reputation.

제안 방법

Beyond the previous studies that have stressed the impact of compassion on members’ attitudes and relational perceptions by shaping individuals’ sense-making about their organization, this study highlights that compassion can be associated with positive organizational outcomes such as increased EV to CSR.
Our study contributes to several streams of research. First, this study sheds new light on literature discussing both compassion and CSR since it seeks to bridge the macro concept of CSR with micro research in compassion. CSR is generally treated as a macro-level activity that brings about macro level consequences (Orlitzky, Schmidt and Rynes, 2003), so it has gained little attention within micro level research (i.
Overall, our study explores a model of positive circulation between individual compassion and EV to CSR; how individual compassions within an organization influence EV to CSR through POI, moderated by organizational identity orientation (i.e., individual, relational, and collectivistic orientation), which ultimately contributes to the enhancement of corporate reputation, and how enhanced corporate reputation, in turn, facilitates individual compassion acts through POI.
The principle contributions of this paper are to provide a theoretical framework of how individual compassion in organizations affects EV to CSR through POI, which eventually increases corporate reputation. Enhanced corporate reputation positively influences organizational identity among employees, which consequently facilitates compassion among members within an organization since employees with POI are more likely to develop pro-social identity, drawing on social identity theory.
This paper explores a theoretical framework, in which compassion arising from others’ suffering among organizational members can be connected to EV to CSR activities via POI.

성능/효과

Specifically, this paper argues that employees’ perceptions about their organization’s reputation predominantly shape employees’ subsequent attitudes and behaviors for affecting compassion within an organization, which demonstrates a causal effect of EV to CSR on compassion within organizations.
Thus, this study has an important implication for both micro and macro researchers by theorizing that compassion is no longer limited within a boundary of micro/individual level concerns, but connected with macro/organizational level corporate outcomes, such as an organization’s reputation, and stakeholders’ intentions to engage in socially supportive behavior.

후속연구

Finally, this paper contributes to the growing field of positive organizational research by identifying POI as a stimulator on EV to CSR, as well as an outcome of compassion. In particular, this paper highlights the uniquely important role of POI in bridging compassion and EV to CSR.

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저자의 다른 논문 :

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