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    Delineating the concept of corporate social innovation: Toward a multidimensional model
    (Inderscience Publishers, 2019) Esen, Ayla; Maden-Eyiusta, Ceyda
    Business organisations are facing increasing pressure over their role in society. Social innovation is a relatively new concept used to define efforts to develop novel and innovative solutions to social challenges. The aim of this study is to conceptualise a novel form of social innovation, namely, ‘corporate social innovation’, by focusing on social innovation efforts initiated by private sector organisations. This study also aims to provide insight into: 1) the definition of corporate social innovation; 2) the key dimensions underlying the social innovation capability of business organisations. Data were collected through semi-structured interviews with 20 experts who play an active role in various social innovation projects in their respective organisations and/or adopt social innovation as an academic field of interest. The interview results extend our conceptual understanding of the corporate social innovation phenomenon by providing a comprehensive definition of the concept and describing a six-factor model of corporate social innovation capability. © 2019 Inderscience Enterprises Ltd.
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    Öğe
    Job resources, engagement, and proactivity: A moderated mediation model
    (Emerald Group Publishing Ltd, 2016) Maden-Eyiusta, Ceyda
    Purpose - The purpose of this paper is to investigate the mediating impact of work engagement on the relationship between three developmental job resources (i.e. autonomy, task variety, and feedback) and proactive work behaviors. It also attempted to explore the moderating role of job fit (demands-abilities (D-A) fit and needs-supplies (N-S) fit) in the proposed model. Design/methodology/approach - Data were collected from 225 employees in 20 small and medium-size enterprises in Istanbul, Turkey. Hypotheses were tested using hierarchical multiple regressions and hierarchical moderated regressions. Findings - It was found that engagement mediated the relationships between job autonomy, task variety, and proactive behaviors. Results also revealed that the relationships between autonomy, task variety, and engagement were positive and significant only for the employees with low D-A fit while the positive impact of engagement on proactive behaviors existed only for those employees with high N-S fit. The conditional indirect impact of job resources on proactive behaviors was strongest when the D-A fit was low and the N-S fit was high while this effect was non-significant when the D-A fit was high and the N-S fit was (either) low or high. Research limitations/implications - The generalizability of the findings is limited. Moreover, as the data are cross-sectional, it is not possible to derive causal inferences about the hypothesized relationships. Practical implications-Organizations should provide their employees with more autonomy and task variety to enhance their engagement and proactivity. Moreover, organizations need to consider their employees' level of job fit when they provide certain job resources. Originality/value - This study tests the mediating role of engagement on the relationships between three developmental job resources and proactive behaviors. It also sheds light on the moderating role of job fit in the proposed mediation model.