How Corporate Social Responsibility Towards Employees Influence Employee Self-discipline:A Case Study Of Traditional Culture Embedded Enterprises

In recent years,many manufacturing enterprises have been into a really difficult situation.In Mainland China,there has been a group of entrepreneurs that emerged,who are suffering from business survival anxiety when witnessing many peer companies closed down,and cultural anxiety of seeing the decline of Chinese traditional culture.So these entrepreneurs are committed to extract the essence of Chinese traditional culture,to acclimatize Western management theory and to explore the modern significance of traditions with corporate practices,so that they can help promoting culture inheritance and revival.The concept of Traditional Culture Embedded Enterprises was proposed in such a context.The observation of these enterprises resulted in the research question of this study,that is how does corporate responsibility for staff influence employee self-discipline.After reviewing related literatures,I define self-discipline with three key words,good will,guidelineinternalization and independent choice,also purpose that employee self-discipline involves inside and outside of work scenes.With three chosen typical cases,this study analyzes the data in detail using Procedural Grounded Theory and the replication principle of multi-case study,and summarizes the core category(ie.the story line),which has 7 key properties,as "Traditional culture embedded enterprises cultivate employee self-discipline through moderately meeting material appeals,quasi-family practice and sage culture education".Based on the logical relationship between the properties,combined with former literatures,this study has extracted 6 propositions and constructed a conceptual model.The main conclusions of this paper are as follows:Firstly,moderately meeting employees' material appeals is the security of employee self-discipline,as well as the foundation of quasi-family practice and sage culture education.The idea of moderation means employees should regulate their desires,which is the requirement of self-discipline.Secondly,the philosophy of quasi-family practice and sage culture education is consistent so that they need to work together and help each other forward.Moreover,these two practices can both contribute to trust building.Thirdly,the two-way selection mechanism,mainly based on the value that quasi-family practice and sage culture education delivered,is of great significance to the formation of a goodness-advocating organizational atmosphere in the enterprises.Fourthly,mutual trust relationship among members,between members and organizations,has a positive effect on the formation of the atmosphere,as well as on facilitating the atmosphere to moralize the employees.Last but not least,the goodness-advocating,virtue-worshiping organizational atmosphere plays a role on "conscience wake-up" for the employees,that is strengthening the sense of compassion,of shame,of modesty and of right and wrong,so as to enhance employee self-discipline.The current studies of employee self-discipline are mostly normative researches,while the main theoretical contribution of this paper is to put forward a possible pattern to cultivate self-discipline based on Grounded analysis of real cases.In addition,through the dialogue with existing literatures,this paper points out that the essential difference between employee self-discipline and organizational citizenship behavior or organizational ownership behavior is that employee self-discipline can be separated from a specific staff-organizational relationship.Finally,four practical inspirations,limitations and prospects of the research are proposed.