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The appalling abuse healthcare workers have endured from patients is long documented in the popular press and social media. Less explored in the healthcare management literature is workplace abuse that professional nurses experience from their coworkers.

The authors use text-based first-hand accounts from nurses posting on Reddit (N = 75) to better understand the types and context of abusive acts endured by their coworkers in the contemporary healthcare setting. Each account is content analyzed using two raters, and thematic analysis is utilized to summarize findings.

Findings indicate that nurse workplace abuse frequently targets new entrants to a work unit (e.g. recent grads), typically is ongoing, takes verbal and nonverbal forms, mainly stems from coworkers (i.e. lateral mistreatment), and frequently takes place in front of other coworkers, mainly in hospital settings.

By applying the lens of mindfulness, healthcare organizations can transform these harmful interactions within the nursing profession. The authors offer administrators and frontline workers practical implications for mitigating workplace abuse, including reshaping the culture, bystander interventions and explicit leadership support.

First-hand accounts from nurses in the frontlines of healthcare provide a rich voice that reveals the reality of ongoing verbal and nonverbal peer abuse in hospitals and healthcare settings.

The aim of this paper is to examine the development of the social responsibility (SR) of business concept and related management philosophies through the history‐of‐management‐thought perspective.

The history‐of‐management‐thought approach to social responsibility (SR) is grounded in the paradigm of continuing progress exemplified by the contributions of great management thinkers (e.g. Fayol, Taylor, Follett, Barnard). A historical evolution of the SR concept is provided, together with tracing the development of stakeholder theory in its attempt to depict the relationship between stakeholder management and SR.

Three management philosophies (recognition of the external environment, a need for collaboration, and a need for a shared understanding) emerge from both classical and modern management thinkers. Recent conceptualizations have added depth by clarifying the meaning of social responsibility and in addition, detailing the nature of firm‐stakeholder relationships. Despite voluminous literature, achieving collaborative integration between firms and stakeholders in practice appears elusive.

These management philosophies can help organizations navigate the intertwined relationship between business and society. Business leaders need to consider the vital role of trust in building more collaborative relationships.

The unique contribution of this paper is to provide the first history‐of‐management‐thought perspective on the social responsibility of business by tracing changes in the conceptualization of this concept, including the related stakeholder paradigm, to their roots in the works of renowned management thinkers.

The purpose of this paper is to explore a conceptual model on the influence of corporate social responsibility (CSR) “fit” on organizational attractiveness among job applicants under the boundary conditions of chief executive officer (CEO) activism and CSR credibility.

The study is based on archival research, largely reviewing extant in CSR and drawing propositions based on existing theory.

Paper draws propositions based on CSR fit, credibility and CEO activism. The paper asserts the influence of CSR fit on organizational attractiveness among job applicants. It further explains moderated mediating mechanism through which CSR fit influences organizational attractiveness among job applicants.

Recruitment has primarily explored the role of CSR in attracting potential job candidates. This paper presents the role of CSR “fit,” an aspect not explored before in recruitment. This paper also introduces the role of CEO activism in recruitment.

Functional diversity research has resulted in equivocal findings for group performance suggesting the need for theoretical clarification. A review of previous functional diversity research indicates that high quality productive relationships are a key determinant in the performance of cognitively diverse groups. A theoretical framework is provided that demonstrates that assets embedded in the social structure of group member relationships impact group performance. The primary goal of this paper is to consider the concept of social capital at the group level and explain its role in mentoring the relationship between functional diversity and group performance

These concepts are supported by prior studies and theoretical development rather than empirical evidence.

Social capital is introduced as a moderator in the group performance model improving the group processes of communication, social integration, and coordination. Enhanced group processes in turn lead to elevated group performance. It is argued that social capital offers promise for understanding and improving the performance of functionally diverse groups.

This paper offers a bridge between the diversity‐group performance relationship. This bridge, social capital, offers a new and exciting means of further examining these key relationships.

This study aims to add to the current understanding of mediation and moderation processes through which employee career orientation (CO) is linked with organizational citizenship behavior (OCB).

Data were collected from 214 employees working in Delhi and NCR of India. Structural equation modeling (SEM) was used for testing moderated mediation and establishing linkages between CO, CMP and OCB. Drawing on the social exchange theory, our model posits that the effect of CO on the outcome variable OCB is mediated by career management practices (CMPs) and the CMP-mediated relationship between the two is moderated by the gender of employees.

Overall, data from 214 employees from service organizations in India support the model. This suggests that the enactment of OCB as a consequence of CO and OCB is largely dependent on the gender of employees. The relationship was observed in such a way that for women employees, CMP will have a stronger influence on the CO-OCB relationship. According to bootstrap results, upon the addition of CMP as a mediator, the main effect of CO on OCB among male employees was significant but dropped from the Beta value of 0.281 to 0.196. However, adding CMP as a mediator among women employees caused the CO-OCB relationship to become insignificant (Beta = 0.124; LLCI = 0.415; ULCI = −0.127; p = 0.420), highlighting that CMP would have a more substantial influence on the CO-OCB relationship.

This study explains the mediational role of CMP in the relationship between CO and OCB (explaining how the employees with new CO can trigger the role of CMP, and consequently, CMP can help them enact OCB) and how the gender of employees moderate the mediated impact of CMP in the relationship between CO and OCB (explaining how the mediated relationship varies across genders). The novelty of the study lies in exploring such a relationship that has not been studied so far.

This study offers an empirical framework for how hotel employees CSR perceptions affect their job satisfaction by incorporating the parallel mediating roles of organizational identification and psychological contract fulfillment. In addition, it examines the moderator effects of employees' CSR-induced attributions on the constructed mediated model, providing a powerful lens through which to evaluate when and how employees' CSR perceptions influence organizational identification and psychological contract fulfillment.

The study use PLS-SEM techniques to analyze a sample of 520 employees from 49 luxury hotels with 4–5 stars in Khanh Hoa province, Vietnam.

The results show that CSR positively influences job satisfaction through the mediating role of psychological contract fulfillment and organizational identification. Besides, attachment styles also play moderator role in the relationship between CSR and psychological contract fulfillment/organizational identification.

The discoveries elucidated within this research endeavor proffer actionable discernments to be earnestly contemplated by professionals entrenched in the hotel industry, earnestly aspiring to ameliorate the contentment of their workforce and, concomitantly, augment the overarching efficacy of their organizational operations.

This study provides human resource departments with insights and suggestions for maximizing the efficacy of CSR implementation in the hotel industry.

Consumers have increasingly become more concerned about environmental degradation, wastage of critical resources and safety. Therefore, firms are adopting sustainability management practices to attract these conscious consumers. Product responsibility (PR) is an important indicator of corporate social responsibility (CSR) and sustainability management. This study examines the relationship between the board- and firm-level characteristics and the PR ratings of firms.

A temporal design with a lag of one year for a sample of 403 firms from the global emerging economies is analyzed for this purpose.

Hierarchical regression analysis shows that total revenue, board size, and board diversity have a positive effect on PR ratings.

These findings have implications for policy-level decisions on the composition of boards for the sustainable future of firms.

The study is one of the few studies that have looked into the factors affecting the PR ratings, which are an important indicator of the sustainable practices of an organization.

The main purpose of this study is to check the potential impact of gamification on communicating CSR issues.

The examination was conducted concerning the correlations between income/education level and communication effectiveness with and without gamification application. For the need of this study the survey was prepared, containing inter alia narration resting on helping Dwight to deal with the problems with adjusting to work environment, the problem often avoided in corporate social responsibility (CSR) communication research, especially gamified.

Findings show that gamification can help in this area, but depending on the author’s goal (spreading the news is the most relevant one).

Although the gamification gained substantial interest over the last decade, the results of applying the same into CSR communication are still very rare.