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The paper aims to shed some light on the effect of the notch/crack‐tip stresses and their role on the cyclic plasticity and crack growth behavior in compression‐compression fatigue.

Compression precracking was studied using 2D finite element analysis for CT specimen. The final crack length and the shape of the crack front were compared with those obtained experimentally.

It has been found that cyclic plasticity and stress redistribution govern the observed fatigue crack growth behavior in compression‐compression precracking. Only the internal stress corresponding to P_max shows a significant redistribution with the crack extension whereas the stress corresponding P_min is not affected by the increase of crack length.

This results are limited to Mode I cracking.

It supports that two thresholds, ΔK^th and K_max^th, govern the fatigue crack behavior. When the contribution from the internal tensile stress is not big enough to make K_max exceed K_max^th the crack will self arrest.

It has been found that cyclic plasticity and stress redistribution govern the observed fatigue crack growth behavior in compression‐compression precracking. The comparison of the numerical results with experimental data in terms of final crack length and crack front shape indicated a fair agreement.

This paper aims to examine whether and how internal and external typologies of corporate social responsibility (CSR) and employees’ CSR participation (CSRP) differentially impact organizational citizenship behavior (OCB) and turnover intentions (TI), mediated by meaningful work (MW) and affective commitment (AC) and moderated by CSR motive attributions.

Bootstrapped structural equation modeling using AMOS and mediation and moderation analysis using Hayes’ Process macro in SPSS are performed on a sample of 193 employees from diverse industries in India.

The CSR-work outcomes relationship is rather multifaceted. Internal CSR (ICSR) and CSRP directly promote the meaningfulness of work and AC. Further, all three kinds of CSR (ICSR, external CSR (ECSR) and CSRP) influence work behaviors (OCB and TI) sequentially via MW and AC. Intrinsic (extrinsic) CSR attributions strengthen (weaken) the positive effect of ECSR on MW. Nevertheless, the conditional indirect effects could not be established, warranting further investigation.

The management must elevate employees’ CSR awareness allowing them to partake in the planning and execution of CSR programs that are authentic, righteous and seamlessly unified with core business activities to nurture work meaningfulness and positive employee attitudes and behaviors.

This is the foremost study that involves a bibliometric analysis of employee-based CSR research and a systematic meta-analytic review of the relationship between CSR and meaningfulness from employees’ perspectives. The present study is novel as it divulges an integrative framework about how employees’ CSR perceptions, participation/volunteering and attributions collectively influence the work outcomes at three levels (namely, cognitive, attitudinal and behavioral), drawing on sensemaking, needs and justice-based views, social identity, social exchange and attribution theories. Thus, new nuances are added to extant micro-CSR literature.