About this Research Topic
We encourage contributions in, but not limited to, the following areas:
• Theoretical development and/or empirical testing of CSR psychological theories and microfoundations, such as research grounded in theories of identity, ideal self, organizational justice, social exchange, social influence, and decision-making.
• In considering phenomena at the employee, work group, organizational, and/or other levels of analysis, how can multilevel models expand our understanding of CSR?
• How can we integrate CSR with extant management/psychology theories?
• How do job seekers, employees, and other individual actors make sense of and manage tensions between social, environmental, and business issues?
• What are the relationships between leadership practices, organizational culture, and workgroup climate with employee attitudes toward CSR?
• By drawing upon and developing individual-level theories that apply to job seekers, incumbent employees and other stakeholders, can we move away from “one size fits all” strategies (e.g., communication) towards strategies to engage specific stakeholders in CSR initiatives?
• What is the relationship between work meaningfulness and CSR?
• Are there relationships between individual differences and CSR that can inform the literatures on recruitment and selection, diversity, career and personal development, and employee reactions to CSR practices?
• Can we conceptualize extant management theories (e.g., agency theory) in new ways that lead to novel insights when explored through a CSR lens?
Important Note: All contributions to this Research Topic must be within the scope of the section and journal to which they are submitted, as defined in their mission statements. Frontiers reserves the right to guide an out-of-scope manuscript to a more suitable section or journal at any stage of peer review.