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Research concerning the intention–behaviour gap in responsible consumption has assigned a crucial role to individuals’ situational states and personal values in purchase situations. Concurrently, work psychology research has demonstrated that on-the-job experiences carry over to one's private life. Combining insights from responsible consumption research and action regulation theory from work psychology, we investigated whether a fatigued state after work mediates the relationship between perceived daily workload and responsible consumption behaviour in the evening. Moreover, we hypothesized that personal values interact with work-related fatigue in predicting responsible consumption behaviour. The data were collected through online surveys on four consecutive working days. The final sample consisted of 74 persons and 115 observations. To test our hypotheses, we used path analyses and controlled for the data structure. The results confirmed the predicted moderated mediation of environmentally responsible consumption; among the consumers who expressed high personal values in terms of the environment, a fatigued state was related to more responsible consumption. However, regarding socially responsible consumption focusing on fair production conditions, the results revealed a significant nonmoderated mediation. Our findings support the assumption that work experiences during the day affect responsible consumption behaviour in the evening, and thus, work should be given more consideration in consumer research. Further research is needed to specify the contextual factors leading to the positive relationship between fatigue and socially responsible consumption in terms of production conditions.

Due to the pressing environmental and social issues facing the global economic system, the role of organizations in promoting socially responsible behavior among employees warrants attention in research and practice. It has been suggested that the concept of socio-moral climate (SMC) might be particularly useful for understanding how participative organizational structures and processes shape employees’ prosocial behaviors. While SMC has been shown to be positively related to employees’ prosocial behaviors within the work context, little is known about the potential spillover effects of SMC (i.e., associations between SMC and employees’ prosocial behaviors outside the work context). The present study aims to address this gap by investigating how and why SMC is related to employees’ socially responsible purchase intention. Drawing on the relational job design framework, we argue that employees’ perceptions of their social impact may explain why SMC is positively related to responsible purchase intentions. We collected data from 492 employees working in various industries at two measurement points with a time lag of 12 months. Hypotheses were tested using path analysis, in which we controlled for the temporal stability of the study variables. The results showed that SMC was positively related to perceived social impact and socially responsible purchase intention and that perceived social impact was positively related to socially responsible purchase intention. In addition, we found a significant indirect relationship between SMC and socially responsible purchase intention through perceived social impact. The findings provide initial support for the spillover of employees’ work-related experiences onto their responsible purchase intentions within the nonwork domain. This study contributes to the literature by extending the traditional focus of SMC research on the development of moral reasoning skills to suggest that perceived social impact is an important mechanism underlying the relationship between SMC and prosocial behaviors. In terms of practical implications, this study suggests that organizational interventions designed to increase SMC may enhance employees’ perceptions of their social impact.

Workplace health promotion (WHP), which is supported by networks and business partners, is an important issue of corporate social responsibility. In an interview-study with enterprise and industry representatives, we analyzed whether WHP as one aspect of CSR is already realized within the supply chain and how interactions within the supply chain and networks can be described in terms of WHP. The results showed that issues of occupational safety are relevant within business relationships, but WHP in general is found to be less so. Networks outside the supply chain are often used to support WHP. The most-mentioned practice to ensure occupational health in supply chains is the control of suppliers (e.g., through audits). Collaborations (e.g., joint projects) were somewhat less stated. In conclusion, enterprises need to establish internal structures to conduct successful WHP within their supply chain. Future research should investigate factors that foster or hinder the process of establishing WHP within supply chains.

Abstract: Several studies have investigated the relationship between working time and health; however, an adequate comparison of this relationship among full-time and part-time workers is still missing. Therefore, this study aimed to fill this gap in the literature. We investigated several aspects of working time: weekly overtime, monthly on-call duties, monthly shift work, and adherence to breaks. To assess health, we investigated sleeping problems, cognitive irritation, and emotional exhaustion. Data were collected from 812 hospital physicians. We tested our assumptions with a group comparison using structural equation modeling. Overtime and adherence to breaks were shown to be health-relevant factors, particularly for full-time workers, whereas night and weekend shifts were more relevant for part-time workers’ health. On-call duties were less relevant for both groups. The inclusion of time pressure and autonomy caused different changes. The results of this study illustrate that personal needs should be considered when scheduling working time to promote health.

The misfit of organizational and personal work standards and its relationship to health is an issue that has rarely been investigated in hospital physicians. In particular, compensatory factors for the negative effects of a misfit of organizational and personal work standards remain unknown. Our longitudinal study investigated whether autonomous experiences at work and during leisure time compensate for the effects of a misfit of organizational and personal work standards on depressive complaints. Data were collected through surveys of German hospital physicians. Two surveys were conducted with a time lag of 12 months. One hundred sixty-one physicians participated in both surveys. To test our hypothesis, we used path analysis and controlled for autoregressive effects. The results confirmed that a misfit of organizational and personal work standards affects depressive complaints over a 12-month period. Additionally, leisure autonomy compensates for the negative effects of misfit. Contrary to that, high levels of job autonomy were found to intensify the effects of a misfit of organizational and personal work standards. Our findings support previous research assumptions that job autonomy has the potential to add to stress. Hospitals must ensure that physicians can adequately use their job autonomy.

The idea behind the social responsibility of organizations is that firms have responsibilities beyond maximizing profit. They are accountable not only to their owners and shareholders but also to stakeholders, such as customers. In recent years, the social responsibility of organizations has become increasingly important. Models and management systems using the term corporate social responsibility (CSR) have been developed. However, the concept of CSR is not uncontroversial. CSR is criticized as a new trend with no content. CSR programmes are often decoupled from the core business, and they are often only marketing and symbolic gestures. In this paper, we argue that an integration of CSR into other management systems such as human resource management or health promotion may have various positive effects. These effects concern both CSR and the other management systems. Using the example of workplace health promotion (WHP), positive reciprocal effects can be explained as follows. On the one hand, by conducting WHP, organizations show responsibility towards their employees, therefore enhancing CSR. CSR can be improved by considering the WHP structure and topic, such as a focus on interventions. On the other hand, the concepts of CSR can contribute to the spread of WHP. Organizations’ influences on WHP can be extended by the inclusion of other organizations in the supply chain and by networking. In this context, the quality of interactions between the organizations must be considered. The development and use of criteria are needed to guarantee positive effects on both CSR and WHP.

Restructuring and organizational change have become ever-present across all industrial countries. Based on conservation of resources theory, this study explored a buffering effect of superior–subordinate communication (SSC) in the relationship between management support for the change and both job satisfaction and work-related irritation. It was also assumed that dispositional resistance to change (RTC) would further impact this buffering effect. We tested these assumptions in a sample of 119 employees from eight organizations in which change had occurred. A buffering effect of SSC was supported for job satisfaction but not for irritation. In case of irritation, an interaction effect of RTC, SSC and management support was found. For irritation, the quality of SSC and the degree of management support are relevant only under the condition of high RTC. In our study, RTC was found offer a valuable approach for a successful implementation of organizational change. Practical approaches should refer to communica...

Im Beitrag werden zunachst theoretische Grundlagen zum Verstandnis von Corporate Social Responsibility (CSR) vorgestellt, um anschliesend auf das Fehlen eines einheitlichen Verstandnisses in der Praxis einzugehen. Darauf aufbauend wird die Vielfaltigkeit von CSR-Aktivitaten dargestellt. Es werden theoretische Annahmen sowie empirische Befunde angefuhrt, um Voraussetzungen fur CSR im organisationalen Kontext darzulegen und aufzuzeigen, uber welche Wirkmechanismen CSR auf verschiedene Stakeholder-Gruppen wirkt. Abschliesend wird auf die Bedeutung von CSR eingegangen und Bedarfe in Bezug auf Beschaftigte formuliert.

Die eine psychologische Theorie zum Thema Nachhaltigkeit gibt es nicht, denn ganz unterschiedliche Prozesse und Faktoren tragen zur Erklarung von Nachhaltigkeit bei. Dazu gehoren bewusste, rationale Entscheidungen, bei denen ahnlich wie bei Problemloseprozessen Handlungserfordernisse abgewogen, Normen und Verbindlichkeiten aktiviert, Moglichkeiten wahrgenommen, Barrieren gepruft werden mussen. Dazu gehoren auch emotionsgeleitete und intuitive Entscheidungen, bei denen Heuristiken und Verhaltensprogramme automatisiert abgerufen werden konnen. Neben der damit angesprochenen individuellen Perspektive sind soziale Prozesse zentral. Die hier vorgestellten Theorien beziehen sich zum einen Teil, wie etwa sozial-kognitive Handlungstheorien, grundlegend auf Einstellungen, Motivation und Verhalten und werden zu nachhaltige Entwicklung in Bezug gesetzt. Sie betreffen zum anderen Teil Konzepte zu verwandten Themenbereichen; dazu gehoren zum Beispiel entwicklungs- und sozialpsychologische Ansatze zu prosozialem Verhalten, Altruismus, Ethik, Werten, Normen. Modelle zu Moral und moralischem Urteilen sind im Zusammenhang mit nachhaltiger Entwicklung von besonderer Bedeutung, deshalb wird auf diese verstarkt eingegangen.

Background Some studies on the occupational health of hospital physicians have found that working conditions have different effects on physician’s well-being and health in different medical specialities. There has been no comparative study of the effects of various work stressors in different specialities. This study aims to close this gap. Methods German hospital physicians were asked about their working conditions and aspects of health. The short version of the Instrument for Stress-Related Job Analysis for Hospital Physicians was used to measure working conditions. Irritation and emotional exhaustion were used to assess health. Physicians were also asked for socio-demographic aspects, including their medical speciality. Results Data from 763 hospital physicians were included in the analyses. Significant differences between medical specialities were demonstrated for time pressure, uncertainty, frustration about how work needs to be done and social stressors with patients. Physicians in internal medicine showed consistently high levels of stressors. Time pressure, frustration about how work needs to be done, and emotional dissonance were found to be significantly related to both aspects of health. Conclusions The results showed that some medical specialities are more affected by specific stressors. It is therefore discussed how improvements can be implemented. Furthermore, it is illustrated which stressors are especially relevant for health. These relationships to health should be investigated in further research and in longitudinal designs to allow hints of causal relationships.