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Cultural configuration models: corporate social responsibility and national culture

机译：文化配置模型：企业社会责任与民族文化

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Purpose - This study aims to empirically examine the underlying cultures of corporate social responsibility (CSR) activities contributing toward employee: compensation and benefits (CB); diversity and labor rights (DLR); and training, safety and health (TSH), with a view of supporting both business corporations and policymakers in effectively designing and implementing employee-related CSR strategies in the global market. Design/methodology/approach - The proposed empirical model, namely, pooled ordinary least square (OLS) regression, is tested against a novel proprietary data set of 8,940 corporations from 48 countries across nine different regions. The prototypical models of cultural configurations are benchmarked against Hofstede's country cultural scores on six dimensions to categorize the lists of countries in which the three specific employee-related CSR activities would appear to be culturally appropriate, as well as difficult to implement. Findings - The study offers the cultural configuration models to identify the potential nature and range of cultural values that seem to support CSR activities contributing toward employee: CB - high power distance, high individualism, low masculinity, low uncertainty avoidance, medium long-term orientation and either relatively medium or low indulgence; DLR - medium power distance, medium individualism, low masculinity, high uncertainty avoidance, either relatively medium or low long-term orientation and medium indulgence; TSH - medium power distance, medium individualism, low masculinity, high uncertainty avoidance, medium long-term orientation and medium indulgence. The study further categorizes countries (cultural areas) in which these three specific employee-related CSR activities would appear to be culturally appropriate, as well as difficult to implement Research limitations/implications - The findings provide both the motivation and a starting point for further academic inquiries. First, future research should further explore how specific industry and firm size have an impact on firms' employee-related CSR activities. Second, the dynamic relationship of national culture and employee-related CSR activities over time should also be examined. Finally, appropriate management techniques or interventions to overcome the cultural constraints that prevent business corporations from promoting employee physical and mental fineness should also be fruitful area for further investigation. Practical implications - The study offers meaningful strategic implications of employee-related CSR activities for business corporations and policymakers. Specifically, the cultural configuration models, together with the practical framework, should serve as a benchmark for evaluating a likelihood of successful implementation on a particular employee-related CSR activity in a given context and for customizing business corporations' CSR strategies and activities to fit within a cultural environment of the host country in which they operate. For policymakers dealing with employee rights and labor standards, the findings can be applied to assess foreign investor's preferences regarding employee-related CSR engagement and activities. Originality/value - This is the first study to develop the cultural configuration models that provide business corporations culturally meaningful insights into how to effectively design and implement their employee-related CSR strategies in the global market. The study also offers a practical framework - a set of countries in the global marketplace where employee-related CSR activities are likely to be implemented successfully, or encounter challenges and difficulties.
机译：目的-这项研究旨在实证研究对员工有贡献的企业社会责任（CSR）活动的基本文化：薪酬和福利（CB）；多样性和劳工权利（DLR）；培训，安全与健康（TSH），以支持商业公司和决策者在全球市场上有效设计和实施与员工相关的企业社会责任策略。设计/方法/方法-拟议的经验模型，即合并普通最小二乘（OLS）回归，是针对来自9个不同地区，来自48个国家的8,940家公司的新型专有数据集进行了测试。文化配置的原型模型以霍夫斯泰德（Hofstede）国家文化得分的六个维度为基准，对三个与员工相关的特定CSR活动在文化上适当且难以实施的国家进行了分类。调查结果-该研究提供了文化配置模型，以确定可能支持员工开展企业社会责任活动的文化价值的潜在性质和范围：CB-高权力距离，高个人主义，低男性气质，低不确定性回避，中等长期取向和相对中等或较低的放纵； DLR-中距离距离，中个人主义，低男性气质，高度不确定性回避，相对中等或较低的长期取向和中等嗜好； TSH-中度权力距离，中度个人主义，低男性气质，避免高不确定性，中度长期取向和中度放纵。该研究进一步对这三个特定的与员工相关的企业社会责任活动在文化上适当且难以实施的国家（文化地区）进行了分类。研究局限性/含义-研究结果为进一步学术研究提供了动力和起点查询。首先，未来的研究应进一步探索特定行业和公司规模如何对公司与员工相关的企业社会责任活动产生影响。其次，随着时间的流逝，民族文化和与员工相关的企业社会责任活动之间的动态关系也应加以研究。最后，适当的管理技术或干预措施来克服妨碍企业提高员工身心素质的文化障碍，也应成为进一步研究的丰硕领域。实际意义-该研究为企业和决策者提供了与员工相关的CSR活动的有意义的战略意义。具体而言，文化配置模型与实际框架一起，应作为一个基准，以评估在给定背景下成功实施特定员工相关的CSR活动的可能性，并定制商业公司的CSR战略和活动以使其适应他们经营所在国的文化环境。对于处理员工权利和劳工标准的决策者，可以将调查结果用于评估外国投资者在与员工相关的企业社会责任参与和活动方面的偏好。原创性/价值-这是第一项开发文化配置模型的研究，该模型可为商业公司提供文化上有意义的见解，以了解如何在全球市场上有效设计和实施与员工相关的CSR策略。该研究还提供了一个实用的框架-全球市场中的一组国家，在这些国家中，与员工相关的企业社会责任活动可能会成功实施，或者遇到挑战和困难。

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