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- Corporate social responsibility (2)
- Division of innovative labor (1)
- Employee behavior (1)
- Employee performance (1)
- Employee relations (1)
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- Employee turnover (1)
- Global organization of work (1)
- Industrial relations (1)
- Intellectual Property Regimes (IPR) (1)
- Job satisfaction (1)
- Knowledge spillover (1)
- Multinational R&D strategy (1)
- Organization-based self esteem (1)
- Organizational commitment (1)
- Organizational justice (1)
- R&D offshoring (1)
- Stakeholder theory (1)
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- Work attitudes (1)
- Work behaviors (1)
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Articles 1 - 4 of 4
Full-Text Articles in Labor Relations
Right Person At The Right Place: How Ipr At The Host Location Influences The Internal Division Of Innovative Labor In Multinational Enterprises, Anand Nandkumar, Kannan Srikanth
Right Person At The Right Place: How Ipr At The Host Location Influences The Internal Division Of Innovative Labor In Multinational Enterprises, Anand Nandkumar, Kannan Srikanth
Research Collection Lee Kong Chian School of Business
The internationalization of R&D activity by multinational enterprises (MNEs) is increasing, with a recent big push towards emerging economies. Understanding how MNEs organize collaborative R&D across geographies is therefore an important area of scholarship. However, little attention has been paid towards understanding the factors that influence the division of innovative labor within an MNE across geographies – the internal division of innovative labor. Drawing on the literature that shows that strong protection for intellectual property (IP) is important for the efficient division of innovative labor between firms, we argue and show that differences in effectiveness of IP protection between international …
The Impact Of Perceived Csr On Employee Performance And Turnover Intention: An Examination Of The Mediating Effect Of Organizational Justice And Organization-Based Self-Esteem, Alicia Ting Shiun Ho
The Impact Of Perceived Csr On Employee Performance And Turnover Intention: An Examination Of The Mediating Effect Of Organizational Justice And Organization-Based Self-Esteem, Alicia Ting Shiun Ho
Dissertations and Theses Collection (Open Access)
Research on corporate social responsibility (CSR) has spanned across a few decades and in various fields. Yet only a handful of academic studies have investigated the relationship between CSR and a commonly neglected stakeholder – the employees. The employees are an essential part of the organization and will be highly influenced by the CSR initiatives carried out by the organization. In my paper, I intend to bridge the gap between CSR and the employee. A theoretical model is presented to show how employees' perception of CSR subsequently impacts their performance and turnover intentions, mediated by organizational justice and organization-based self-esteem. …
The Impact Of Employees' Perception Of Corporate Social Responsibility On Job Attitudes And Behaviors: A Study In China, Dan Zheng
Dissertations and Theses Collection (Open Access)
Corporate social responsibility (CSR) is regarded as voluntary bahaviors that contribute to the soceity welfare. Based on the concept of sustainable development, corporations should not only stress on their economic and business outcomes, but also pay attention to their effect on the society and environment. Corporations are expected to engage in the improvement of their employees' quality of life, as well as the well-being of employees' families, local communities, and the overall society. With the acceleration of global integration, CSR has become a main concern by the public, and is considered as an essential part of the business strategy. It …
Values, Ideologies, And Frames Of Reference In Employment Relations, John W. Budd, Devasheesh P. Bhave
Values, Ideologies, And Frames Of Reference In Employment Relations, John W. Budd, Devasheesh P. Bhave
Research Collection Lee Kong Chian School Of Business
Employment relations—which form most of the 20th century was called industrial relations, and what some now call human resources and industrial relations—is a multidisciplinary field studying all aspects of work and the employment relationship (Ackers and Wilkinson, 2003; Budd, 2004; Kaufm an, 2004). A multidisciplinary approach means that competing values and assumptions underlie the analyses, policies, and practices of employment relations scholars, practitioners, and policymakers. Unfortunately, these underlying beliefs are often implicit rather than explicit, or, with the longstanding focus on how industrial relations processes work, sometimes ignored altogether. But understanding the employment relationship, corporate human resource management practices, labor …