ABSTRACT

Hospitality studies on corporate social responsibility (CSR) have largely examined its role in stimulating positive behaviors but overlooked its role in preventing negative behaviors among employees. Drawing from social identity theory, the present study addresses this gap by investigating four CSR dimensions’ impact on employee opportunistic behavior. The joint use of covariance-based structural equation modeling (SEM) and fuzzy-set qualitative comparative analysis (fsQCA) supported examining the research model. Using two-wave data from 281 U.S. hospitality employees, SEM findings reveal that legal and philanthropic dimensions of CSR serve as a valuable shield against opportunistic behavior. Moreover, organizational identification (OI) fully mediates the effects of economic, legal, and ethical CSR on opportunistic behavior, whereas philanthropic CSR exerts no effect through OI. This study advances CSR studies by examining the CSR–opportunistic behavior nexus using combined symmetric and asymmetric approaches. FsQCA findings make a methodological contribution to the net effects of CSR, by determining two configurations that explain opportunistic behavior.

摘要

关于企业社会责任 (CSR) 的酒店业研究主要考察了其在激发积极行为方面的作用，但忽视了其在防止员工消极行为方面的作用。借鉴社会认同理论，本研究通过调查四个 CSR 维度对员工机会主义行为的影响来解决这一差距。联合使用基于协方差的结构方程模型 (SEM) 和模糊集定性比较分析 (fsQCA) 支持检查研究模型。使用来自 281 名美国酒店业员工的两波数据，SEM 的调查结果表明，企业社会责任的法律和慈善层面可以作为防止机会主义行为的宝贵盾牌。此外，组织认同 (OI) 充分调节了经济、法律和道德 CSR 对机会主义行为的影响，而慈善 CSR 则不会通过 OI 发挥任何作用。本研究通过使用对称和非对称相结合的方法检查 CSR-机会主义行为关系，推进了 CSR 研究。FsQCA 的发现通过确定解释机会主义行为的两种配置，对 CSR 的净效应做出了方法论贡献。