"Does a Good Firm Diminish the Bad Behavior of Its Employees?": The Sequential Mediation Effect of Organizational Trust and Organizational Commitment, and the Moderation Effect of Work Overload.

The purpose of this study was to investigate the influence of corporate social responsibility (CSR) on an employee's negative behavior, in addition to its intermediating mechanism (i.e., mediators and moderator) in the relationship.

The Mediating Role of Job Strain in the Transformational Leadership⁻Safety Behavior Link: The Buffering Effect of Self-Efficacy on Safety.

Although some previous studies have examined the impact of transformational leadership on safety behavior, those works have paid relatively less attention to the intermediating role of employees' job strain in the link as well as contingent variables that moderate the relationship. Considering that not only job strain substantially affects employees' perceptions, attitudes, and behaviors in an organization, but also there are some contextual factors that moderate the relationships, we investigated intermediating mechanisms (i.e.

Does a Good Firm Breed Good Organizational Citizens? The Moderating Role of Perspective Taking.

Although some previous studies have examined the impact of corporate social responsibility (CSR) on employees in an organization, they have mainly focused on employees' perceptions or attitudes rather than behaviors. However, in that employees' behaviors are the direct outcome of the perceptions or attitudes and critically affect organizational outcomes, we need to investigate the impact of CSR on employees' behaviors. Based on the context-attitude-behavior framework, we investigate the underlying process of the association between CSR and employees' behavior with a moderated mediation model.