Illuminating the Signals Job Seekers Receive from an Employer's Community Involvement and Environmental Sustainability Practices: Insights into Why Most Job Seekers Are Attracted, Others Are Indifferent, and a Few Are Repelled

Evidence shows that job seekers tend to be attracted to employers known for their corporate social responsibility (CSR), but relatively little is known about the underlying psychological processes. Moreover, the literature is silent about whether and why some job seekers are unaffected, or even repelled by, an employer’s CSR. We conducted a substantive replication of recent empirical support for three signal-based mechanisms by adapting the experimental manipulation used in a prior study while employing an alternative approach to analyzing a distinctly different type of data. We also extended prior work by examining other possible explanatory mechanisms and exploring potentially negative reactions to CSR. Using signaling theory as an overarching framework, we assessed research questions and tested hypotheses grounded in theories of employee recruitment and the psychology of CSR, specifying how an employer’s CSR practices send signals from which job seekers draw inferences about unknown working conditions, thereby affecting their attraction to the employer. Study participants (N = 108) reviewed the webpages of two hiring companies and responded to open-ended questions about each employer. We content-analyzed written responses pertaining to one employer’s webpages in which we embedded an experimental manipulation of information about the employer’s community involvement or its environmentally sustainable practices. The results supported hypotheses that corroborate prior evidence for the ‘perceived value fit’ and ‘expected employee treatment’ mechanisms, and provided some but relatively limited support for the ‘anticipated pride’ mechanism. Assessment of research questions highlighted previously undiscovered signal-based mechanisms that might help explain job seekers’ attraction to CSR (e.g., inferences about the employer’s positive work environment and financial standing, and the nature of its employees). Results also showed that a few people were less attracted because of the employer’s CSR practices. Analyses among those individuals, combined with one-third of the sample who reported their attraction was unaffected by the employer’s CSR, provided insights about when and why CSR fails to enhance attraction, such as when job seekers focus on other priorities, or are deeply skeptical and cynical about the employer’s CSR. We discuss the implications for advancing a signal-based theory of CSR and employee recruitment, and recruitment practice

Corporate Social Responsibility and Organizational Psychology: Quid pro Quo

Researchers, corporate leaders, and other stakeholders have shown increasing interest in Corporate Social Responsibility (CSR)—a company’s discretionary actions and policies that appear to advance societal well-being beyond its immediate financial interests and legal requirements. Spanning decades of research activity, the scholarly literature on CSR has been dominated by meso- and macro-level perspectives, such as studies within corporate strategy that examine relationships between firm-level indicators of social/environmental performance and corporate financial performance. In recent years, however, there has been an explosion of micro-oriented CSR research conducted at the individual-level of analysis, especially with respect to studies on how and why job seekers and employees perceive and react to CSR practices. This micro-level focus is reflected in 12 articles published in this edited volume as a research topic collection in Frontiers in Psychology (Organizational Psychology Specialty Section) titled “Corporate social responsibility and organizational psychology: Quid pro quo.

A meta-analysis of the effects of texting on driving

AbstractText messaging while driving is considered dangerous and known to produce injuries and fatalities. However, the effects of text messaging on driving performance have not been synthesized or summarily estimated. All available experimental studies that measured the effects of text messaging on driving were identified through database searches using variants of “driving” and “texting” without restriction on year of publication through March 2014. Of the 1476 abstracts reviewed, 82 met general inclusion criteria. Of these, 28 studies were found to sufficiently compare reading or typing text messages while driving with a control or baseline condition. Independent variables (text-messaging tasks) were coded as typing, reading, or a combination of both. Dependent variables included eye movements, stimulus detection, reaction time, collisions, lane positioning, speed and headway. Statistics were extracted from studies to compute effect sizes (rc). A total sample of 977 participants from 28 experimental studies yielded 234 effect size estimates of the relationships among independent and dependent variables. Typing and reading text messages while driving adversely affected eye movements, stimulus detection, reaction time, collisions, lane positioning, speed and headway. Typing text messages alone produced similar decrements as typing and reading, whereas reading alone had smaller decrements over fewer dependent variables. Typing and reading text messages affects drivers’ capability to adequately direct attention to the roadway, respond to important traffic events, control a vehicle within a lane and maintain speed and headway. This meta-analysis provides convergent evidence that texting compromises the safety of the driver, passengers and other road users. Combined efforts, including legislation, enforcement, blocking technologies, parent modeling, social media, social norms and education, will be required to prevent continued deaths and injuries from texting and driving