Effect of organizational status on employment-related corporate social responsibility: Evidence from a regression discontinuity approach

被引：4
|
作者：
Tian, Tanya Y. [1 ,3 ]
King, Brayden G. [2 ]
Smith, Edward B. [2 ]
机构：
[1] New York Univ, New York Univ Shanghai, Sch Business, Shanghai, Peoples R China
[2] Northwestern Univ, Kellogg Sch Management, Management & Org, Evanston, IL USA
[3] New York Univ, New York Univ Shanghai, Shanghai, Peoples R China
来源：
STRATEGIC MANAGEMENT JOURNAL | 2023年 / 44卷 / 12期
关键词：
corporate social responsibility; nonpecuniary benefits; organizational status; quasi-experiments; strategic human capital; PERFORMANCE; INCENTIVES; COMPENSATION; IDENTITIES; INFERENCE; SOFTWARE; RDROBUST; RETURNS; DESIGNS; IMPACT;
D O I：
10.1002/smj.3534
中图分类号：
F [经济];
学科分类号：
02 ;
摘要：
Research Summary: We examine the effect of organizational status on employment-related corporate social responsibility (CSR). As employees derive nonpecuniary benefits from both organizational status and employment-related CSR, lower status firms may invest in nonpecuniary employment-related CSR to compete in a status-segmented labor market. We identify the effect using a regression discontinuity design (RDD) in the context of the Fortune 1000 rankings, as we contend that the 500th rank position marks an artificial breakpoint in status where quality follows a smooth distribution. We find that firms just failing to make the Fortune 500 perform significantly better in nonpecuniary employment-related CSR. Our findings provide causal evidence for the labor market advantage of organizational status and a richer window into the strategic motivations behind CSR investments. Managerial Summary: We examine one strategic investment that lower status firms make to compete in a status-segmented labor market: employment-based corporate social responsibility (CSR). We identify the effect using a regression discontinuity design (RDD) in the context of the Fortune 1000 rankings, as we argue that the 500th rank position creates a discontinuity in status at a precise location where quality differences can be assumed to follow a smooth distribution. We find that firms just failing to make it into the Fortune 500 perform significantly better in nonpecuniary employment-related CSR as compared to firms just in the Fortune 500. The findings demonstrate that building a reputation for being socially responsible may offset differences in status and make a lower status organization more appealing to employees.
引用
收藏
页码：2833 / 2857
页数：25
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