Social purpose in an organization from the perspective of an employee: a self-determination outlook on the meaning of work
| Autor: | Marta Roczniewska, Malwina Puchalska-Kamińska, Agnieszka Łądka-Barańska |
|---|---|
| Jazyk: | angličtina |
| Rok vydání: | 2021 |
| Předmět: |
Volunteers
media_common.quotation_subject Case study lcsh:Medicine 050109 social psychology General Biochemistry Genetics and Molecular Biology Competence Manufacturing 0502 economics and business Humans 0501 psychology and cognitive sciences Macro Corporate social responsibility lcsh:Science (General) Competence (human resources) lcsh:QH301-705.5 Autonomy Self-determination theory media_common Meaning of work Organizations Social Responsibility business.industry 05 social sciences lcsh:R General Medicine Public relations Employee volunteering Research Note Prosocial behavior lcsh:Biology (General) Attitude Turnover Relatedness business Psychology 050203 business & management lcsh:Q1-390 |
| Zdroj: | BMC Research Notes BMC Research Notes, Vol 14, Iss 1, Pp 1-6 (2021) |
| ISSN: | 1756-0500 |
| Popis: | Objective Advancing social purpose in organizations is usually studied from the macro perspective, i.e., how it benefits organizational business goals or society more broadly. In this paper, we focus on social purpose from the perspective of the employee and propose that advancing social purpose in an organization allows individuals to fulfil an important human need for the meaning of work (MW). This study’s objective was to assess whether a volunteering Corporate Social Responsibility (CSR) program in a manufacturing company allows employees to fulfil their basic psychological needs for relatedness, competence, and autonomy. The data was collected through in-depth interviews with 15 employees and an analysis of artifacts. Results In the analysis, three main themes describing different aspects of voluntary work at the company were identified. We found that across all groups of interviewed employees the voluntary activities served the needs of (1) relatedness, (2) competence, and (3) autonomy. We conclude that CSR programs have the most positive impact on MW when they allow employees to engage in prosocial actions and satisfy those needs. |
| Databáze: | OpenAIRE |
| Externí odkaz: |
|
Full text from SpringerLink