企业管理系学术讲座系列（2月28日）

时间：2023年2月28日（周二） 13:30-15:00

地点：史带楼403室

主持人：吴冬媛助理教授

主题：Insurance-like effects of corporate social responsibility in understanding employees’ responses to psychological contract breach during a crisis

主讲嘉宾：Meng Zhong Assistant Professor, Xi’an Jiaotong University

嘉宾简介：

Meng Zhong received his Ph.D. in Organization Behavior and Human Resource Management from the University of Illinois at Chicago. His research explores (1) how employees experience and react to psychological contract breach in various contexts, (2) how organizations and management practices influence stakeholders’ well-being, and (3) how organizational members give, receive, and seek performance feedback. His research papers have appeared in the academic journals, including Journal of Applied Psychology, Journal of Management, Journal of Vocational Behavior, and Business & Society.

摘要:

Organizational crises can create many challenges for organizations, including impeding their ability to follow through on promised obligations in employees’ psychological contract (PC). However, it is unclear how employees may react to organizations’ breach of PC during a crisis and when they may forgive the breach. Drawing on the risk management theory of corporate social responsibility (CSR), we argue that CSR efforts enacted by an organization create an insurance-like effect, which tempers employees’ destructive reactions and facilitates constructive reactions to PC breach during a crisis. In Study 1, we surveyed 394 employees from diverse industries during the COVID-19 crisis. Results suggest that employees’ perceived CSR moderates the effect of PC breach on external attributions for breach. Specifically, employees who perceive high CSR are more likely to place responsibility for PC breach outside their organizations’ control (i.e., external attributions) and subsequently exhibit reconciliation behaviors toward the organization. In Study 2, we conducted a scenario-based experiment of 369 working adults, with a 2  2  2 design manipulating organizational crisis context (crisis/non-crisis), CSR (high/low), and PC breach (high/low). Findings suggest that a crisis context amplifies the moderating effect of CSR on the positive effect of PC breach on employees’ external attributions.