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The purpose of this paper is to examine the body of cross‐disciplinary literature on corporate social responsibility (CSR), organizational structure, and organizational culture. The author suggests that the issue of social responsibility is a phenomenon both external and internal to organizations, as it lies on the cusp of organizational culture and social expectations.

The paper bridges classical sociological thought and contemporary views on CSR to develop an argument about the deviant nature of CSR. It highlights the theoretical challenges to establish socially responsible behaviors of organization as a mainstream norm.

The paper suggests that CSR should be perceived within the context of the existing social norms and understood as an outcome of shared set of organizational norms and values. The review of existing theories of CSR is followed by a discussion of whether CSR is a deviant or a normative phenomenon.

The paper presents CSR as a deviant behavior and argues that in order for it to become a common organizational practice, ideas of socially responsible behaviors should be incorporated into the existing set of social expectations.

The purpose of this paper is to examine expectations of Generation Y (born between 1980 and 2000) entrants to Indian industry, in respect of their perspective, job experiences, considerations and initial employment expectations. Keeping in mind that organizations are required to prepare for the expectations of Generation Y. Human resources (HR) practitioners should consider the next generation as strategic business partners in the twenty-first-century workplaces, questions ignite about Generation Y’s values and aspirations and how we can engage them in our workplaces. This study was an attempt to look at Indian Gen Y employees who comprise almost half of the Indian working population and are growing at a rapid pace. Effective understanding of Gen Y will lead to the designing of effective HR policies and environment.

Utilizing quantitative research methods, an exploratory study was undertaken with 520 employees (all of whom fell into the category of Generation Y) from various industries.

The study found that many of the propositions contained within the Generation Y literature were reflected among participants in relation to their future career and lifestyle aspirations. This hints to the need for industry to carefully benchmark employee expectations and experiences to ensure commitment to the sector.

Being an exploratory study, the results are not generalizable to the wider population. The findings frame a future longitudinal study on the careers of Generation Y graduates as they move from the anticipation to the encounter stage of their career development. This will seek to further explore the implications of Generation Y values, including those relating to diversity and equality which were not raised as an issue in this preliminary study.

The findings of this research contribute to our knowledge of the career aspirations of Generation Y. The paper indicates to employers some of the future benchmarkings in recruitment and HR practices that they might adopt to meet the needs of this generation of employees. It is anticipated that this paper will interest new and experienced HR practitioners. Interest might spark ongoing inquiry into effective approaches for employee engagements, specifically to Gen Y employees who will be ruling the workplace in the coming decade. The Gen Y has also led to attrition problems. Therefore, this paper will help in the effective understanding of Gen Y and designing strategies for internal benchmarking in various policies.

This work is a unique effort to look at the common expectations of the Gen Y employees, from the workplace. The findings highlighted the general expectations which are normally neglected in high strategical environment of today’s tech-savvy industry.

The purpose of this paper is to identify and empirically examine antecedents to environmentally conscious operations (ECOs) and to investigate the effect of ECOs on performance in the transitioning economy Russia. The authors examine organizational antecedents such as innovativeness, proximity to major urban centers of gravity, and interaction with international customers because there is evidence that external antecedents such as stakeholder pressure may not be as effective in transitioning economies as they are in developed countries.

The authors develop a structural equation model to test the hypothesized relationships on a sample of 769 private sector manufacturing companies located in Russia having used the survey method for data collection.

The authors find that the proximity to major urban centers of gravity, interaction with international customers and a firm-internal culture of innovativeness are positively related to ECOs. The authors also find evidence that ECOs are positively related to performance. ECOs partially mediate the relationship between international trade and firm performance.

This is one of the first studies to investigate antecedents to ECOs in Russia and one of the few that uses diffusion of innovations theory to unpack potential ECO antecedents.