CSR Policies: Effects on Labour Productivity in Spanish Micro and Small Manufacturing Companies

This paper analyses empirical evidence of efforts to enable Spanish micro and small manufacturing companies to boost their labour productivity rates through the development of the main pillars of their corporate social responsibility (CSR) policies. This study aims to develop new approaches and sensibilities towards work from an ethical, values (virtues) and CSR perspective, showing how internal dimensions of CSR, such those related to relationships with employees and responsibility in processes and product quality, can improve labour performance and labour efficiency, thereby contributing to a better society. The results of a sample of 929 small businesses indicate that the social responsibility policies that most contributed to a short-term increase in labour productivity are those related to internal aspects of the company, in particular its involvement in the quality of processes and products, promotion of innovation and employee care. However, the impact on labour productivity of CSR policies related to external factors, such as relationship with stakeholders and environmental concern, could not be empirically proven in this paper.

A Focused Crawler in order to Get Semantic Web Resources (CSR)

This paper presents a Focused Crawler in order to Get Semantic Web Resources (CSR). Structured data web are available in formats such as Extensible Markup Language (XML), Resource Description Framework (RDF) and Ontology Web Language (OWL) that can be used for processing. One of the main challenges for performing a manual search and download semantic web resources is that this task consumes a lot of time. Our research work propose a focused crawler which allow to download these resources automatically and store them on disk in order to have a collection that will be used for data processing. CRS consists of three layers: (a) The User Interface Layer, (b) The Focus Crawler Layer and (c) The Base Crawler Layer. CSR uses as a selection policie the Shark-Search method. CSR was conducted with two experiments. The first one starts on December 15 2012 at 7:11 am and ends on December 16 2012 at 4:01 were obtained 448,123,537 bytes of data. The CSR ends by itself after to analyze 80,4375 seeds with an unlimited depth. CSR got 16,576 semantic resources files where the 89 % was RDF, the 10 % was XML and the 1% was OWL. The second one was based on the Web Data Commons work of the Research Group Data and Web Science at the University of Mannheim and the Institute AIFB at the Karlsruhe Institute of Technology. This began at 4:46 am of June 2 2013 and 1:37 am June 9 2013. After 162.51 hours of execution the result was 285,279 semantic resources where predominated the XML resources with 99 % and OWL and RDF with 1 % each one.

Human resources policies for strategic csr. The experience of ree (Red Eléctrica de España)

Corporate Social Responsibility (CSR) strategies have a strong link with human resources policies. Not only because employees are one of the main stakeholders and because leaders’ style is directly related to the deployment of the strategy, but also, and with a growing importance, because a company culture aligned with CSR values could be a key competitive factor. The relationships among CSR values, employees’ commitment and productivity is one of the research lines of the GIOS (Grupo de Investigación de Organizaciones Sostenibles, Sustainable Organizations Research Group). Employees’ commitment management is one of the main challenges managers face, particularly in companies with a high proportion of knowledge workers. Many pieces of research indicate the direct relationship between employees’ commitment and company success. In this paper the results of a case study in REE (Red Eléctrica de España) identify some key variables to demonstrate that relationship. Based on commitment construct with the duality of emotional and rational commitment, and on the REE employee satisfaction survey, a direct relationship with organizational citizenship behaviour (OCB) variables appears. These OCB variables are an intermediate step with CSR values.From the results analysis of this survey a direct linear relationship can be seen between commitment and organizational citizenship behaviours. The relationships among emotional and rational commitment and OCB are examined separately with the conclusion being reached that there is a strong correlation in both cases. Moreover, the correlation between emotional commitment and OCB is somewhat stronger than that existing between rational commitment and OCB. it can also be seen how emotional commitment increases more strongly than rational commitment as organizational citizenship behaviours are gradually incorporated.