Sulphey M. M.

With multiple scandals and a host of disingenuous actions creating ripples across the corporate world, it is high time that Corporate Social Irresponsibility (CSI) is accorded the due importance, at par with Corporate Social Responsibility (CSR), by academia and the industry. CSI refers to situations wherein firms fail to meet a “minimum behavioral standard with respect to the corporation’s relationship with its stakeholders”. There have been many instances wherein CSI and corporate wrongdoings have been covered up with CSR. Many scholars consider CSR and CSI as opposite forces that are interconnected and interdependent, and take turns in giving rise to each other. CSI, being an emergent and a topical subject area, is yet to develop in terms of theory, and is still evolving. The present work attempts to motivate further investigation in the emerging area by presenting theoretical views and available accumulated empirical works. The study has puts across a fair view of the topic. It is expected that the present work will stimulate scholars to take up further investigation in the emerging area.

The wellness of employees is one of the most important aspects of a successful business. Therefore, workplace spirituality, mindfulness, and subjective well-being are highly valued by businesses. This study examined the relationship between workplace spirituality, mindfulness, and subjective well-being on task performance. Online responses from 394 Saudi Arabians gainfully employed in different industries were randomly gathered using four standardized questions. The respondents’ gender, age, experience levels, and industries were diverse, which created a wide and diverse sample. The study looked at common method bias using Harman’s single-factor test. With a total variance of 25.86%, the measured value is below the widely recommended 50% limit. This demonstrated that common method bias had no significant effect. Since all the fit indices have robust fit, the proposed model qualifies for conducting structural equation modeling. The results revealed a significant positive relationship, at a 0.01 level, between spirituality and subjective well-being (t = 3.77, < 0.05) and between spirituality and task performance (t = 3.27, < 0.05). In addition, a significant positive relationship was found between mindfulness and subjective well-being (t = 3.48, < 0.05) and mindfulness and task performance (t = 4.16, < 0.05). Another significant positive relationship existed between subjective well-being and task performance (t = 4.02, < 0.05). This indicates that subjective well-being and mindfulness reinforce employee performance. Also, workplace spirituality and mindfulness enhance both subjective well-being and performance. This finding provides additional evidence and opportunities to address issues related to employee performance.

Acknowledgment
This study is funded by Prince Sattam Bin Abdulaziz University under a project numbered PSAU/2023/1444.

Organizations place great value on corporate social responsibility (CSR), as it has been found to influence customer attitudes and intentions. This study analyzed the impact of CSR on consumers’ purchase intentions. The significance of this study arises from the fact that all progressive companies are increasing their expenditure on CSR activities. In this study, purchase intention was considered as a dependent variable, while trust, ethical, and legal CSR activities were the independent variables. Data for the study was collected from 210 randomly chosen respondents from amongst consumers of Delhi and National Capital Region of India. The data, analyzed using Structural Equation Modeling, found that trust, ethics, and legal CSR activities directly impacted consumer purchase intentions. These results indicate that legal factors do not significantly influence the corporate decision on spending on CSR activities. On the other hand, ethical factors and trust factors significantly influence the corporate decision on expenditure on CSR activities. The findings highlight companies’ requirements to be conscious of their social image. Probable limitations of the study could include sample size and the number of variables chosen.

Creating the ideal atmosphere for employees is essential to an organization’s success. Therefore, identifying the appropriate behaviors that will enhance the optimal environment can be a huge asset for an organization. This study aims to investigate the impact of mindfulness, spirituality, and core self-evaluation on task performance. Four standardized questionnaires were used to randomly collect responses via the Internet from 394 gainfully employed Saudi Arabians across multiple sectors. The samples’ age, gender, and line of work were all varied. To examine the data, structural equation modeling was applied. The findings demonstrate significant positive relationships at the 0.01 level between all examined variables. The path analysis demonstrates a significant positive relationship between spirituality and core self-evaluation (T-statistics = 4.321**) and between spirituality and task performance (T-statistics =2.613**). Furthermore, a significant positive relationship was discovered between mindfulness and core self-evaluation (T-statistics = 4.683**) and between mindfulness and task performance (T-statistics = 6.966**). In addition, a significant positive relationship has been found between core self-evaluation and performance (T-statistics = 2.247**). This suggests that mindfulness and core self-evaluation boost task performance. Additionally, mindfulness and spirituality in the workplace improve both core self-evaluation and performance.

Acknowledgment
This study is supported by funding from Prince Satam bin Abdulaziz University, project number (PSAU/2024/R/1445).

Type of the article: Research Article

Abstract
This study examines the relationships between green shared values, employee green behavior, green values, and organizational citizenship behavior toward the environment. Using partial least squares structural equation modeling, the study aims to enhance understanding of the antecedents of organizational citizenship behavior toward the environment, an underexplored concept. Data were collected from 384 respondents through an online survey. Analysis of the data revealed that all hypothesized relationships are statistically significant. Specifically, green shared values significantly influence environmental goals belief (β = 0.452, p < 0.01) and organizational citizenship behavior toward the environment (β = 0.410, p < 0.01). Employee green behavior also significantly impacts organizational citizenship behavior toward the environment (β = 0.460, p < 0.01). At the same time, green values strongly influence employee green behavior (β = 0.507, p < 0.01) and have a direct effect on the impact of organizational citizenship behavior toward the environment (β = 0.064, p < 0.05). These findings support earlier theoretical models, demonstrating the crucial role of green values and beliefs in promoting environmentally responsible behaviors in organizations. The study’s implications suggest strategies for fostering a green culture, such as sustainability training and green leadership, to enhance employee engagement in environmental initiatives.

Acknowledgment
We extend our appreciation to Prince Sattam Bin Abdulaziz University for funding this research work through project number (PSAU/2025/02/33957).

Type of the article: Research Article

Abstract
Creativity and innovation are essential drivers of organizational success and societal progress, as they generate new ideas and solutions. Despite extensive interest, their key determinants remain underexplored and theoretically fragmented. To address this gap, this study aims to examine the factors influencing creativity and innovative work behavior. A quantitative methodology was employed to investigate the hypothesized relationships between the variables. We used an online survey to collect data from 358 gainfully employed respondents in Saudi Arabia, with the majority of participants residing in Riyadh city. Structural equation modeling was used to evaluate the simultaneous effects of workplace agility, intrinsic motivation, organizational identification, role congruence, and organizational solidarity on employee creativity and innovative work behavior. The t-values for the developed hypotheses are 6.78, 0.43, 6.34, 6.07, 6.43, 5.91, 0.13, 6.43, and 6.61, respectively. The results show that most t-values exceed the stipulated value of 1.96. Thus, significant and positive relationships were identified between workplace agility and intrinsic motivation, organizational identification, and organizational solidarity. In contrast, no significant relationship was observed between workplace agility and role congruence. Additionally, intrinsic motivation, organizational identification, and organizational solidarity were found to positively influence creativity, which in turn enhances innovative work behavior. Thus, an agile workforce would demonstrate affiliation and solidarity with their organization, be intrinsically motivated, and exhibit creativity.

Acknowledgment
This study is funded by Prince Sattam Bin Abdulaziz University under project number PSAU/2025/02/32304.