LA INFLUENCIA DEL DESEMPEÑO SOCIAL CORPORATIVO EN LA SATISFACCIÓN LABORAL DE LOS EMPLEADOS: UNA REVISIÓN TEÓRICA DESDE UNA PERSPECTIVA MULTINIVEL

Autores/as

  • Iliana Páez Gabriunas Magister en Administración de Empresas, Universidad Externado de Colombia, Colombia. Estudiante Doctorado en Administración (2007-2011), Universidad de los Andes, Colombia. Directora, Centro de Liderazgo Facultad de Administración de Empresas, Universidad Externado de Colombia, Colombia. Grupo de investigación: Prospectiva, Estrategia y Liderazgo, Universidad Externado de Colombia, registrado en Colciencias.

DOI:

https://doi.org/10.1016/S0123-5923(10)70123-6

Palabras clave:

DESEMPEÑO, DESEMPEÑO LABORAL, SATISFACCION EN EL TRABAJO, RESPONSABILIDAD SOCIAL, PERSPECTIVA

Resumen

Se analiza teóricamente la relación entre tres de las dimensiones del desempeño social corporativo de una organización (relación con los clientes y proveedores, relación con los accionistas y la relación con la comunidad civil) y la satisfacción laboral de sus empleados desde una perspectiva multinivel. Integrando el enfoque de desempeño social corporativo y la teoría de disonancia cognitiva de Festinger (1957) en un marco meso, en el que se integran variables contextuales e individuales, se presentan proposiciones que especifican los factores que hacen más probable que las prácticas de responsabilidad social de una organización influyan positivamente en la satisfacción laboral de sus empleados. Se finaliza resaltando preguntas empíricas para investigación futura a resolver mediante modelos lineales jerárquicos y se incluyen implicaciones prácticas y teóricas.

Descargas

Los datos de descarga aún no están disponibles.

Referencias

Aguilera, R., Rupp, D., Williams, C. y Ganapathi, J. (2007). Putting the S back in corporate social responsibility: A multilevel theory of social change in organizations. Academy of Management Review, 32(3), 836-863.

Andriof, J. y Waddock, S. (2002). Unfolding Stakeholder Engagement. In J. Andriof, S. Waddock, B. Husted y S. Sutherland (Eds.), Unfolding Stakeholder Thinking: Theory, responsibility and engagement (pp.19-42). Shelfield, UK: Greenleaf.

Aupperle, K.E., Carroll, A.B. y Hatfield, J.D. (1985). An empirical examination of the relationship between corporçate social responsibility and profitability. Academy of Management Journal, 28(2), 446-463.

Barling, J., Kelloway, E.K. e Iverson, R.D. (2003). High-quality work, job satisfaction, and occupational injuries. Journal of Applied Psychology, 88(2), 276-283.

Bies, R.J., Bartunek, J.M., Fort, T.L. y Zald, M.N. (2007). Introduction to special topic forum corporations as social change agents: individual, interpersonal, institutional, and environmental dynamics. Academy of Management Review, 32(3), 788-793.

Brammer, S., Millington, A. y Rayton, B. (2007). The contribution of corporate social responsibility to organizational commitment. International Journal of Human Resource Management, 18(10), 1701-1719.

Brief, A.P. (1998). Attitudes in and around organizations. Thousand Oaks, CA: SAGE.

Brief, A.P. y Weiss, H.M. (2002). Organizational behavior: Affect in the workplace. Annual review of psychology, 53(1), 279-307.

Bruk-Lee, V., Khoury, H.A., Nixon, A.E., Goh, A. y Spector, P.E. (2009). Replicating and extending past personality/job satisfaction meta-analyses. Human Performance, 22(2), 156-189.

Cámaras. (2006). Responsabilidad social corporativa en la Pyme. Recuperado el 17 de febrero de 2009, de www.camaragranada.org/camaraonline/publicaciones.aspx

Carroll, A.B. (1979). A three dimensional conceptual model of corporate social performance. Academy of Management Review, 4(4), 497-505.

Carroll, A.B. (1983). Corporate social responsibility: Will industry respond to cutbacks in social program funding? Vital Speeches of the Day, 49, 604-608.

Carroll, A.B. (2001). La ética en la administración. In R.E. Frederick (Ed.), La ética en los negocios (pp.167-180). México: Oxford University Press.

Carroll, A. y Buchholtz, A.K. (2006). Business & Society. Ethics and stakeholder management. Mason, OH: Thomson.

Comisión de las Comunidades Europeas. (2001). Libro Verde: Fomentar un marco europeo para la responsabilidad social de las empresas. Bruselas, Bélgica: Autores.

Eagly, A.H. y Chaiken, S. (1993). The psychology of attitudes. Fort Worth, TX: Harcourt Brace Jovanovich.

Enz, C.A. (1988). The role of value congruity in intraorganizational power. Administrative Science Quarterly, 33(2), 284-304.

Festinger, L. (1957). A theory of cognitive dissonance. Stanford, CA: Stanford University Press.

Flanders, A. (1966). The internal social responsibilities of industry. British Journal of Industrial Relations, 4(1), 1-21.

Folger, R. (1994). Workplace justice and employee worth. Social Justice Research, 7(3), 225-241.

Folger, R. (1998). Fairness as a moral virtue. In M. Schminke (Ed.), Managerial ethics: Moral management of people and processes (pp. 13-34). Mahwah, NJ: Erlbaum.

Fried, Y. (1991). Meta-analytic comparison of the Job Diagnostic Survey and Job Characteristics Inventory as correlates of work satisfaction and performance. Journal of Applied Psychology, 76(5), 690-697.

Hackman, J.R. y Oldham, G.R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250- 279.

Harrison, D.A., Newman, D.A. y Roth, P.L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49(2), 305-325.

Hitt, M.A., Beamish, P.W., Jackson, S.E. y Mathieu, J.E. (2007). Building theoretical and empirical bridges across levels: Multilevel research in Management. Academy of Management Journal, 50(6), 1385-1399.

House, R., Rousseau, D.M. y Thomas-Hunt, M. (1995). The meso paradigm: A framework for integration of micro and macro organizational. In L.L. Cummings y B. Staw (Eds.), Research in Organizational Behavior (Vol. 17, pp.71-114). Greenwich, CT: JAI Press.

Hüttner, H. y Van den Eeden, P. (1995). The Multilevel Design A Guide with an Annotated Bibliography. Westport/London: Greenwood Press.

Igalens, J. y Gond, J.P. (2005). Measuring Corporate Social Performance in France: A critical and empirical analysis of ARESE data. Journal of Business Ethics, 56(2), 131-148.

Judge, T.A., Heller, D. y Klinger, R. (2008).The dispositional sources of job satisfaction: A comparative test. Applied Psychology: An International Review, 57(3), 361-372.

Judge, T.A., Heller, D. y Mount, M.K. (2002). Five-factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87(3), 530-541.

Judge, T.A. y Hurst, C. (2007). The benefits and possible costs of positive core self-evaluations: A review and agenda for future research. In D. Nelson y C.L. Cooper (Eds.), Positive Organizational Behavior (pp.159-174). London, UK: Sage.

Judge, TA., Locke, E.A. y Durham, C.C. (1997). The dispositional causes of job satisfaction: A core evaluation. Research in Organizational Behavior, 19, 151-188.

Judge, T.A., Thoresen, C.J., Bono, J.E. y Patton, G.K. (2001). The Job Satisfaction-Job Performance Relationship: A Qualitative and Quantitative Review. Psychological Bulletin, 127(3), 376-407.

Kemelgor, B. (1982). Job satisfaction as mediated by the value congruity of supervisors and their subordinates. Journal of Occupational Behaviour, 3(2), 147-160.

Klein, K.L. y Kozlowski, S.W. (2000). Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions. San Francisco, CA: Jossey-Bass.

Koh, H.C. y Boo, E.H.Y. (2001). The Link between Organizational Ethics and Job Satisfaction: A Study of Managers in Singapore. Journal of Business Ethics, 29(4), 309-324.

Leigh, J.H., Lucas, G.H. y Woodman, R.W. (1988). Effects of perceived organizational factors on role stress-job attitude relationships. Journal of Management, 14(1), 41-58.

Lloyd, T., Heinfeldt, J. y Wolf, F. (2008). Corporate social responsibility from the employees' perspective: An empirical organizational analysis. Review of Business Research, 8(3), 17-24.

Locke, E.A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp.1297-1349). Palo Alto, CA: Consulting Psychologists Press.

Loher, B.T., Noe, R.A., Moeller, N.L. y Fitzgerald, M.P. (1985). A meta-analysis of the relation of job characteristics to job satisfaction. Journal of Applied Psychology, 70(2), 280-289.

McGuire, J.B., Sundgren, A. y Schneeweis, T. (1988). Corporate social responsibility and firm financial performance. Academy of Management Journal, 31(4), 854-872.

Melé, D. (2008). Corporate social responsibility theories. In A. Crane, A. McWilliams, D. Matten, J. Moon y D.S. Siegel (Eds.). The Oxford Handbook of Corporate Social Responsibility (pp.48-82). New York, NY: Oxford University Press.

Meyer, J.P., Stanley, D.J., Herscovitch, L. y Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.

Oosterhout, H. y Heugens, P.M. (2008). Much to do about nothing: A conceptual critique of corporate social responsibility. In A. Crane, A. McWilliams, D. Matten, J. Moon y D.S. Siegel (Eds.). The Oxford Handbook of Corporate Social Responsibility (pp. 197-223). New York, NY: Oxford University Press.

Ostroff, C. (1992). The relationship between satisfaction, attitudes, and performance: An organizational level analysis. Journal of Applied Psychology, 77(6), 963- 974.

Peiró, J.M. y Prieto, F. (1996). Tratado de Psicología del trabajo. La actividad laboral en su contexto (Eds.). Madrid: Síntesis Psicología.

Robbins, S.P. y Judge, T.A. (2007). Organizational Behavior (12da ed.). Upper Saddle River, NJ: Pearson Education.

Ruf, B.M., Muralidhar, K., Brown, R.M., Janney, J.J. y Paul, K. (2001). An empirical investigation of the relationship between change in corporate social performance and financial performance: A stakeholder theory perspective. Journal of Business Ethics, 32(2), 143-156.

Schneider, B., Hanges, P.J., Smith, D.B. y Salvaggio, A.N. (2003). Which Comes First: Employee Attitudes or Organizational Financial and Market Performance? Journal of Applied Psychology, 88(5), 836-851.

Schuler, D.A. y Cording, M. (2006). A corporate social performance corporate financial performance behavioral model for consumers. Academy of Management Review, 31(3), 540-558.

Waddock, S.A. (2002). Leading corporate citizens: Visions, values, value added. Boston, MA: McGraw-Hill.

Weiss, H.M. y Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74.

Wood, D. (1991). Corporate Social Performance Revisited. Academy of Management Review, 16(4), 691- 718.

Descargas

Publicado

2010-09-30

Número

Sección

Artículo de investigación

Cómo citar

LA INFLUENCIA DEL DESEMPEÑO SOCIAL CORPORATIVO EN LA SATISFACCIÓN LABORAL DE LOS EMPLEADOS: UNA REVISIÓN TEÓRICA DESDE UNA PERSPECTIVA MULTINIVEL. (2010). Estudios Gerenciales, 26(116), 63-82. https://doi.org/10.1016/S0123-5923(10)70123-6