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This study hypothesizes that employees’ positive perceptions of corporate social responsibility (CSR) activities at the individual level have a negative effect on employee deviance—a negative job-related behavior—and that anomie plays a mediating role in this relationship. In order to verify the relationship, this study conducts an empirical analysis with a questionnaire survey on employees of firms that implement CSR activities at the company level. Based on Social identity theory, this study examines the causal relationship between the employees’ perceptions of CSR activities and their deviance, and mechanisms by which anomie decreases in the process. The findings are as follows. First, employees’ perceptions of CSR activities had a negative effect on employee deviance. Second, employees’ perceptions of CSR activities had a negative effect on anomie. Third, anomie had a positive effect on employee deviance. Fourth, anomie fully mediated the relationship between employees’ perceptions of CSR activities and employee deviance. This study is the first to document this relationship, which has great practical and academic significance, as it indicates the importance for companies to consider employees’ perceptions of CSR activities. In addition, the study identifies the mediating role of anomie as mentioned above. The results suggest that methodological considerations of CSR awareness enhancement at the company level be discussed more in depth, helping top management and middle managers understand that enhancing employees’ positive perceptions of CSR activities should be the first priority for reducing collective normlessness under the pressure of goal attainment and resolving ethical conflicts among employees.

Corporate governance (CG) has been experiencing a shift from the antecedent shareholder-oriented system toward the recent more popular stakeholder-oriented system. To better serve the aim of sustainable development, more and more companies have initiated stakeholder-oriented practices. Increasing social responsibility behaviours demonstrate the prioritisation of stakeholders’ interests. Nevertheless, most extant research on stakeholder-oriented CG focuses on MNEs and large listed companies. Limited attention has been paid to the small and medium-sized enterprises (SMEs) sector. This study aims to fill this gap by providing empirical evidence of Chinese SME corporate social responsibility (CSR). We develop and test two hypotheses by using samples of 172 Chinese listed SMEs. Our result is distinct from most of the extant SME CG literature, given that the stakeholder-oriented CSR types have a negative impact on short-term operational profitability and expansion over a fixed period. Additionally, the government subsidy, as one of the most significant national institutions, partially moderates the relationship between stakeholder-oriented CSR and firm performance. The outcomes of this research make both theoretical and managerial contributions to SMEs’ CG systems. In the context of Chinese SME CSR, managerial stakeholder theory is a more pragmatic means to guide firms toward sustainable development than ethical stakeholder theory.

This paper aims at investigating the relationship between financial inclusion and the formation of entrepreneurs, both theoretically and empirically. We first construct a theoretical model to examine how the development of financial inclusion affects the formation of entrepreneurs. The model suggests that the development of financial inclusion can mitigate credit constraints on entrepreneurial activities by reducing information asymmetry in financial transactions, and in addition this effect is greater in industries with lower barriers to entry. Then, using data from 31 provinces and 19 industries in China during the period 2005–2014, we test the impact of financial inclusion on the formation of entrepreneurs. The estimation results confirm the positive effect of financial inclusion development on the formation of entrepreneurs, and indicate that this effect is heterogeneous across industries. Moreover, the development of financial inclusion is often beneficial to the formations of entrepreneurs in sectors with lower entry barriers.

We used the corporate social responsibility (CSR) data from Hexun Finance to analyze the three channels of market investor evaluation in the process of Chinese listed companies’ mergers and acquisitions (M&A). We found that: (1) because many CSR behaviors of Chinese listed companies are passive, driven by the environment, government, and regulatory authority, rather than proactive CSR for the long-term interests of the company, Chinese market investors are not concerned with the CSR performance of acquirers before the merger; (2) because passive CSR behavior cannot change the system risk and heterogeneity risk of the acquirers, CSR has no effect on the investor evaluation at the acquirer merger; (3) passive CSR can be used to evaluate public opinion, but CSR cannot change the market concerns of investors because investors only consider the systemic risks and heterogeneity rather than the social media evaluation of the company when pricing; and (4) with further study of the integration effect of CSR after M&A, we found that CSR does not reduce the M&A premium, only increases the return on asset (ROA) of the company within one year after M&A, and does not improve the company’s ROA for a long time. Our conclusions help explain why Chinese financial market investors are not concerned with the CSR performance of the M&A party prior to M&A.

This study identifies the factors of ethical climate in hotel companies in light of the growing importance of ethics in corporate management. It determines the effects those factors have on organizational trust and, in turn, the effect organizational trust has on organizational citizenship behavior (OCB). A survey was conducted on employees working at five-star hotels in Seoul, Korea, followed by an empirical analysis of the data. The ethical climate in hotel companies comprises seven factors: self-interest, efficiency, friendship and team interest, social responsibility, personal morality, rules and standard operating procedures, and laws and professional codes. The following were discovered. First, among these ethical climate factors, social responsibility, personal morality, rules and standard operating procedures, and laws and professional codes affected trust in supervisors. Second, social responsibility and laws and professional codes affected trust in the organization; trust in the supervisor and organization—factors of organizational trust—affected the OCB directed toward individuals and the organization. Based on these results, this study provides ways to increase organizational trust and improve the OCB of employees by creating an ethical climate in hotel companies.

Stakeholder management researchers have recently put a lot of effort into figuring out why organizations facing extensive pressure respond differently to social responsibilities. In particular, ethics researchers believe that senior management must drive corporate social responsibility since their attitudes toward such issues are so important. In line with this sentiment, our study develops a framework of management power, composed of CEOs’ power and the organizations’ power, and explores how managerial power heterogeneity affects the corporate social responsibility (CSR) performance of a firm. Using sample data from the largest emerging market—China—for the period 2010–2018, we submit that CEOs with structural power and shareholders with the highest concentration tend to show a lower commitment to CSR activities. On the other hand, we recognize that the ownership, expertise, and prestige power of CEOs’, the supervision, monitoring, and political power of the board can improve a firms’ CSR performance. These results are also validated by using a fixed effect model, two stage least square (2-SLS) regression, and the propensity score matching (PSM) technique. Our results imply that the implementation of social policies fundamentally results not only from powerful CEOs, but also from powerful boards and shareholders. Moreover, our study provides useful implications with regard to the social outcomes of power authorized by CEOs and the organizations.

The gender gap in working conditions has barely improved in South Korea where various measures for gender equality have been in place for a relatively long time. Furthermore, the female employment rate is also the lowest in OECD (Organization for Economic Cooperation and Development) countries. This study will evaluate the stratified structure of the labor market to identify the causes and will analyze changes in the gender employment distribution and mobility. This study conducted an empirical analysis of gender distribution and labor mobility in the South Korean labor market, utilizing long-term data (2005–2014) from the supplementary survey by employment type on the Economically Active Population of the Korea National Statistical Office. From the analysis, women showed a relatively smaller increase than men in the primary labor market, classified as the large and standard employment market, in 2014 compared with 2005, but showed a relatively greater increase than men in the secondary labor market, comprising the small–medium and non-standard employment market. Thus, gender skewness in employment distribution was greater in the stratified labor market. On the other hand, the non-economically active population more than doubled for women compared to men. From the analysis of labor mobility by gender, a higher proportion of women were employed in the peripheral labor market than in the core labor market and women were also more likely to be employed in the relatively weak peripheral labor market. These results imply that dichotomous gender equality policies for resolving the gender gap have a certain limitation in the stratified labor market. Thus, what is needed is a holistic approach that takes into account the labor market structure.

Sustainability is a global issue and its enhancement through modern forms of procurements, such as public-private partnership (PPP), has become topical considering the huge impact of PPP activities on society, the economy, and the environment. However, one way of promoting sustainability thorough PPPs is the adoption of social responsibility (SR) initiatives/factors. This paper aims to empirically investigate the SR factors in PPPs through a comparative study between China and Ghana. An empirical questionnaire survey was conducted in both China and Ghana. Further, the mean score ranking, Kendall’s coefficient of concordance, and Mann-Whitney U test were used for data analysis. Results show that SR factors related to the economic efficiency of PPP projects and climate change adaptation are critical in China, whereas in Ghana, SR factors directly related to job creation and environmental protection are critical. The outputs of this study inform investors of the critical SR initiatives to consider when engaging in PPPs in Asia and Africa. In addition, they provide a solid knowledge base for the continuous international debate on how sustainability could be enhanced through PPP policy.