| From the perspective of relational job design and social embeddedness theory, this thesis tries to discuss how to design and implement corporate volunteering program, and how to promote employee as volunteer to participate actively in corporate volunteering program and sustain involvement. When companies become the main body to implement philanthropy behaviors, they actually help recipients be embedded in the new social network which consists of program participants (such as company, employee volunteers and social volunteers) through organizing and implementing elaborately-designed volunteering activities, which move beyond a simple pattern of donating money and goods. When program recipients have been embedded in the new social network which consists of program participants, they can enhance their abilities to acquire and mobilize social resources which exist in the new social network, and solve social problems by themselves. So this paper tries to answer two questions:①How does attract corporate employee to corporate volunteering program and sustain involvement?②How does design and implement corporate volunteering program to help recipients are embedded in the new social network(which consists of program participants) to solve social problems faced by the recipients?Previous literature on corporate philanthropy behaviors devotes more attention to the relationship between corporate donations and corporate financial performance, it don’t take the recipients’ involvement and benefits into account in the implementation process of corporate social responsibility behavior. This thesis tries to discuss the relationships among social problem solution-orientation corporate volunteering program design, implementation, employee volunteer involvement and the recipients’ benefits from program recipient’s perspective, so we develop an available research model to expand previous study of corporate social responsibility design and implementation at the individual level and the practical level, and from the macro area to micro area. So this paper provides theoretical and practical guidelines for company designing and implementing corporate volunteerig program. Case study is the main method used in this thesis. This paper takes two Chinese private enterprises as its main cases of study, which are C-BONS group and Baibuting Group, the innovative theoretical contributions of this thesis can be summarized into three aspects as below. First of all, based on the content analysis and in-depth interview method, this paper identifies employee’s normative rationality as a prominent psychological variable, which can promote corporate employee to sustain participation in corporate volunteering program. The result indicates:employee’s normative rationality is the corporate employee’s personal value which has been internalized from the mainstream social norms. And the employee’s normative rationality is a key driver of employee volunteer’s motivation (such as egoistic, charity and organizational citizenship motives, which studied by scholars Peloza and Hussay at the year of2006). This paper enriches the findings of corporate volunteering program through identifying the critical antecedent variable of employee volunteer’s motivation innovatively.Secondly, from the perspective of relational job design theory, this paper identifies the design features of corporate volunteering program (a form of corporate philanthropy program) based on in-depth interview data and secondary data by case study. And this paper tries to discuss the relationship between design features of corporate volunteering program and behavior intention of employee volunteer sustain involvement, at the program practical level. This paper results indicate:1) the design features of corporate volunteering program are comprised of structural properties of volunteers’ work and activity characteristics (such as interactive structure, interactive content, and interactive climate of project activities);2) the design features of corporate volunteering program influence perceived meaningful and social values of corporate volunteers to their volunteer works, so the design features are key drivers for employee sustained participation behavior;3) because of corporate employees sustained participation and investment (such as money, goods, care, compassion and suggestions), the project recipients can acquire continuous material assistance and spiritual supports. This paper innovatively finds out external driver factors to explain why employees sustain involvement in corporate volunteering activities, and the explanation is different from one of motivational theory. So these findings provide an answer on the question about implementation architecture in corporate social responsibility implementation issues, which raised by Lindgreen, Swaen and Maon (2009). This paper expands previous study of corporate social responsibility behavior design at the practical level, and provides theoretical and practical guidelines for company designing and organizing corporate volunteering program in order to help recipients solve with their problems.Lastly, from the perspective of social embeddedness and social support theories, based on the case study, this thesis identifies the implementation features of social problem solution-orientation corporate volunteering program and the social values of this program (the recipients’ benefits), and also discusses the relationship between implementation features of this corporate philanthropy program and program social values, under a special social structural context. The research findings indicate:1) the implementation features of social problem solution-orientation corporate volunteering program are comprised of actors, resources and activities. The process of program implementation is how to promote recipients be embedded in a new social network, which is comprised of program participants, through the interactive activities;2) the recipients acquire all kinds of social supports (material support, emotional support and information support), and construct their social support network are the social values of social problem solution-orientation corporate volunteering program, so the recipients can enhance their social survival capability, that is solving facing social problems by themselves;3) because of multiple participating bodies, kinds of resource inputs and multiple-stage activity cycles, the embeddability connections have been developed gradually among the participating bodies, their related organizations (or individual) and the recipients, so the network size of recipient becomes big and the relationship with other participating bodies from weak to strong, it means the social support network of recipient has been developed. And this paper also develops the measurement indexes of relational embeddedness. So this paper expands previous study of corporate social responsibility behavior implementation at the practical level, and provides theoretical and practical guidelines for company implementing corporate philanthropy program in order to help recipients solve their facing social problems.
|
PDF Full Text Request