A Study of Internal Corporate Social Responsibility Practices in Small Medium Enterprises Located in the State of Selangor

Corporate Social Responsibility (CSR) has gained its attention and popularity since the last decade. There are many CSR debates which shaped by trends and fashions as well as fundamental changes of the political, social, and economic spheres of life. Tracing back, the precursor to CSR was topic of charitable giving, which had been in existence since 1980s. Todate, CSR has evolved to a business concept that had been accepted widely. Business corporations are focusing on CSR due to tremendous pressures from the society. Presently, CSR approach has geared toward stakeholder instead of shareholder compared to when it was started. Stakeholder management and CSR is a relational affair. Stakeholder theory means engaging with critical stakeholders such as employees, suppliers, customers, media, local communities, NGOs, could be the source of new ideas and opportunities (Freeman, 2009). This present a research agenda to look into the internal CSR practices towards the crucial internal stakeholders, i.e., the employees in aspects such as the pervasiveness of it’s practices, and how it affect the employees attitudes and behaviors. Adding on, as small medium enterprises (SMEs) are gaining its foothold in Malaysia economy. Hence, this research takes place in the state of Selangor which recorded the highest number of SME establishments. As SMEs are involved as the unit analysis in this research, entrepreneurial orientation is used to investigate its influence on the implementation of internal CSR. Overall, the results show significant impact between entrepreneurial orientation with the implementation of internal CSR and internal CSR practices also show positive relationship with employees’ organizational commitment and job satisfaction. The results reveal that the implementation of internal CSR has enhanced employees’ organizational commitment as well as job satisfaction. The results also revealed that internal CSR practices can reduce employees’ turnover intention. With the benefits of internal CSR towards employees’ attitudes and behaviors, SMEs may use this practice to augment employees’ performance in SMEs. Keywords : internal CSR, employees, SMEs, organizational commitment, job satisfaction, turnover intentio

Ayuda, Inc. v. Thornburgh: Did Congress Give the Executive Branch Free Rein to Define the Scope of Legislation

The Note argues that the Ayuda decision is inconsistent with the congressional intent behind IRCA and prior case law. The Note further argues that the purposes underlying IRCA will best be served by prompt judicial resolution of policy disputes about legalization

Corporate Social Responsibility and the Evolution of Internal Corporate Social Responsibility in 21st Century

Corporate Social Responsibility (CSR) received substantial attention since 1950s. The development of CSR subsequently gain a foothold in both business and academic arenas. The wide acceptance of CSR is due to its chain benefits toward both shareholders and stakeholders. As the business world evolves with globalisation and advanced technology, CSR has developed into a multi-facet disciplinary subject. Consequently, CSR themes emerged from its development. The literatures reveal that there are many CSR themes developed in the human resource with employees being the stakeholder. Researcher further explained the evolution of employee focused CSR by relating to relevant theories namely Stakeholder Theory, Social Exchange Theory and Social Identity Theory. This paper aims to study the evolution of internal CSR by reviewing past and current literatures in order to provide an overview of internal CSR and shed light for a better understanding of its current vague definition. The paper concludes with the benefits of implementation internal CSR practices to enhance organisation performance through influencing employees’ behaviour

The Divergent Influence of Social Responsibility on Employee Engagement through the Lens of Marital Status: Evidence from Higher Education Institutions

Purpose – This research paper has two purposes. Firstly, it aims to study the influence of social responsibility on employee engagement in a non-business setting, particularly higher education institutions. Internal Corporate Social Responsibility and Perceived Roles of Ethics and Social Responsibility were used to measure the social responsibility aspect. Secondly, the study further explores the difference between two heterogeneous groups of academics. Design/methodology/approach –A quantitative approach and non-probability judgmental sampling method were used in this research. A self-administered questionnaire containing the respondents’ demographic information and the main constructs of the research framework was distributed among the respondents targeted. Partial least squares structural equation modelling was used to assess the predictability of the model and a multi-group analysis was conducted to examine the differences between the non-married and married academics. Findings – The findings reveal that Perceived Roles of Ethics and Social Responsibility and Internal Corporate Social Responsibility are significantly related to academics’ Employee Engagement. The conclusion is that ethics and social responsibility have a similar influence in a non-business setting, such as a higher education institution. An insignificant result is obtained for the two heterogeneous groups of non-married and married academics. Originality/value – This research paper provides informative insights on the roles of ethics and social responsibility in a non-business setting, i.e., higher education institutions. It also complements the understanding of their insignificant influence on married and non-married academics. This serves as good information for higher education institutions’ administrators for devising alternative means to improve academics’ engagement in the workplace

Enhancing Services Industries Employees’ Organizational Commitment through the practice of Ethics and Social Responsibility

Corporate Social Responsibility (CSR) is frequently heard in the contemporary business administration since the recent four decades. The ever changing business environment has made CSR research an ever green research interest among the academics. The concept and importance of CSR are being widely accepted in the business context. On the same note, its roles in the services industries become prominent as human capital is the core of competitive advantage in the services industries. This paper studies the direct impact of Perceived Roles of Ethics and Social Responsibility (PRESOR) and Internal CSR towards employees’ organizational commitment and the indirect effect of Internal CSR on organisational commitment. The findings reveal that PRESOR and Internal CSR have a positive impact on employees’ organisational commitment while the indirect effect is not significant. The findings will complement the existing human resource management by incorporating the element of ethics and social responsibility to augment employees’ organisational commitment to next level.&nbsp

Perception of Employee on the relationship between Internal Corporate Social Responsibility (CSR) and Organizational Affective Commitment

The five dimensions of internal CSR namely health and safety, work life balance, training and development, workplace diversity and compensation and benefit was used to measure the level of employee‘s emotional attachment towards the organization. There are a total of 220 sets of questionnaire being distributed to employees who work in Klang Valley regardless of their industry. However, there are only 156 set of questionnaire is usable for analysis. From the analysis, it represented that most of the respondents in this study are degree holder who fall under the age group of 21 to 30. Findings obtained indicated that compensation and benefit is the strongest predictor in affecting employees‘ perception on organizational affective commitment followed by health and safety and workplace diversity. On the other hand, work life balance and training and development were found to be not having any relationship with organizational affective commitment when other variable (health and safety, workplace diversity, compensation and benefit) is added into the model. Several practical suggestions are forwarded to help improve the study on organizational affective commitment in near future

Examining the generalizability of research findings from archival data

This initiative examined systematically the extent to which a large set of archival research findings generalizes across contexts. We repeated the key analyses for 29 original strategic management effects in the same context (direct reproduction) as well as in 52 novel time periods and geographies; 45% of the reproductions returned results matching the original reports together with 55% of tests in different spans of years and 40% of tests in novel geographies. Some original findings were associated with multiple new tests. Reproducibility was the best predictor of generalizability—for the findings that proved directly reproducible, 84% emerged in other available time periods and 57% emerged in other geographies. Overall, only limited empirical evidence emerged for context sensitivity. In a forecasting survey, independent scientists were able to anticipate which effects would find support in tests in new samples

Performance of the CMS muon trigger system in proton-proton collisions at √s = 13 TeV

The muon trigger system of the CMS experiment uses a combination of hardware and software to identify events containing a muon. During Run 2 (covering 2015–2018) the LHC achieved instantaneous luminosities as high as 2 × 10$^{34}$ while delivering proton-proton collisions at √(s) = 13. The challenge for the trigger system of the CMS experiment is to reduce the registered event rate from about 40MHz to about 1kHz. Significant improvements important for the success of the CMS physics program have been made to the muon trigger system via improved muon reconstruction and identification algorithms since the end of Run 1 and throughout the Run 2 data-taking period. The new algorithms maintain the acceptance of the muon triggers at the same or even lower rate throughout the data-taking period despite the increasing number of additional proton-proton interactions in each LHC bunch crossing. In this paper, the algorithms used in 2015 and 2016 and their improvements throughout 2017 and 2018 are described. Measurements of the CMS muon trigger performance for this data-taking period are presented, including efficiencies, transverse momentum resolution, trigger rates, and the purity of the selected muon sample. This paper focuses on the single- and double-muon triggers with the lowest sustainable transverse momentum thresholds used by CMS. The efficiency is measured in a transverse momentum range from 8 to several hundred

Performance of the CMS muon trigger system in proton-proton collisions at √s = 13 TeV

The muon trigger system of the CMS experiment uses a combination of hardware and software to identify events containing a muon. During Run 2 (covering 2015-2018) the LHC achieved instantaneous luminosities as high as 2 × 10 cm s while delivering proton-proton collisions at √s = 13 TeV. The challenge for the trigger system of the CMS experiment is to reduce the registered event rate from about 40 MHz to about 1 kHz. Significant improvements important for the success of the CMS physics program have been made to the muon trigger system via improved muon reconstruction and identification algorithms since the end of Run 1 and throughout the Run 2 data-taking period. The new algorithms maintain the acceptance of the muon triggers at the same or even lower rate throughout the data-taking period despite the increasing number of additional proton-proton interactions in each LHC bunch crossing. In this paper, the algorithms used in 2015 and 2016 and their improvements throughout 2017 and 2018 are described. Measurements of the CMS muon trigger performance for this data-taking period are presented, including efficiencies, transverse momentum resolution, trigger rates, and the purity of the selected muon sample. This paper focuses on the single- and double-muon triggers with the lowest sustainable transverse momentum thresholds used by CMS. The efficiency is measured in a transverse momentum range from 8 to several hundred GeV

Studies of charm and beauty hadron long-range correlations in pp and pPb collisions at LHC energies

Measurements of the second Fourier harmonic coefficient (v(2)) of the azimuthal distributions of prompt and nonprompt D-0 mesons produced in pp and pPb collisions are presented. Nonprompt D-0 mesons come from beauty hadron decays. The data samples are collected by the CMS experiment at nucleon-nucleon center-of-mass energies of 13 and 8.16 TeV, respectively. In high multiplicity pp collisions, v(2) signals for prompt charm hadrons are reported for the first time, and are found to be comparable to those for light-flavor hadron species over a transverse momentum (pT) range of 2-6 GeV. Compared at similar event multiplicities, the prompt D-0 meson v(2) values in pp and pPb collisions are similar in magnitude. The v(2) values for open beauty hadrons are extracted for the first time via nonprompt D-0 mesons in pPb collisions. For pT in the range of 2-5 GeV, the results suggest that v(2) for nonprompt D-0 mesons is smaller than that for prompt D-0 mesons. These new measurements indicate a positive charm hadron v(2) in pp collisions and suggest a mass dependence in v(2) between charm and beauty hadrons in the pPb system. These results provide insights into the origin of heavy-flavor quark collectivity in small systems. (C) 2020 The Author(s). Published by Elsevier B.V.Peer reviewe