Abstract
CSR practice may draw inspiration not only from academic inquiries, but also from social debates, goals articulated by political leaders and the experiences of other economic entities that carry out their own social responsibility programmes. This article discusses an issue that has fundamental significance both for the economy’s prospects and in its practical usefulness, as the art of managing in contemporary conditions. The research addresses issues related to Corporate Social Responsibility (CSR) in enterprises operating in the Pomerania Euroregion (The Pomerania Euroregion is a border region of particular significance. It connects German and Polish territory, and since February 1998, Swedish communities as well. In light of its location, the Pomerania Euroregion is a link connecting Central Europe with Eastern Europe and Scandinavia. From the point of view of further European integration, the east-west and north-south connections formed throughout history on the territory of Pomerania are growing in relevance today, making it possible to gradually achieve the EU’s dream of harmonisation of living conditions in the member countries of the Pomerania Euroregion) (Mecklenburg-Vorpommern in Germany and Poland’s Zachodniopomorskie Province). Entities operating in the tourism sector, offering accommodation, are analysed in this publication. The purpose of the article is to present the results of research concerning the implementation of CSR principles in the area of investment in employee development by Polish and German micro, small and medium-sized enterprises in the Pomerania Euroregion and to indicate cultural differences in this sphere and their influence on the employer-employee relationship. Taking as the paper’s starting point the problem’s relationship to investment in employee development, the following research hypothesis was formulated: Inspiring employees to develop their skills and to engage in long-term career planning contributes to the intensification of cooperation in regional relations.
This paper is part of a project titled: Społeczna odpowiedzialność biznesu narzędziem innowacyjności i integracji polskich i niemieckich przedsiębiorstw. Analiza. Rekomendacje. (Corporate social responsibility as a tool for innovation and integration of Polish and German enterprises: Analysis and recommendations) No. 2015-24. Leader: Professor Grażyna Wolska. Project funded by: Polsko-Niemiecka Fundacja na Rzecz Nauki. Research conducted 08.2015–05.2016.
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Notes
- 1.
This term is taken from Niklas Luhmann, seen as the great theoretician of boundaries. “Policontextuality” in the constructivist concept, a research field that draws on almost all academic fields: from neurobiology through law, economics, history and literary theory, describes a system’s ability to use multiple codes. It is a phenomenon whose surprisingly obvious sense is revealed to us whenever someone poses the fundamental (and extremely often fundamantalist) question “Who are you?”
- 2.
A latent variable (also known as a hidden variable) is a variable that is not measured directly by a particular indicator. It is usually a combination of several other variables that are measured directly in the research. In other words, a latent variable is most often a theoretical variable, meaning one that is not measured but is defined on the basis of other indicator variables. For example: Has anyone ever seen with their eyes the conscience, or ethics? No, because these are theoretical constructs. For this reason, by using the appropriate research tools and techniques, scholars attempt to describe these questions, though they are most often only an approximation of certain theoretical constructs (Bühner 2010).
- 3.
As part of the “Social responsibility…” project, all elements of CSR were researched, while in this work our attention was directed primarily at employees in Polish and German micro, small and medium-sized enterprises.
- 4.
The strength of the test is defined by the likelihood that the zero hypothesis will be rejected when it is false. In other words, it defines the likelihood that an error of another type will be avoided. Thus it can be said that the strength parameter of the test indicates the degree to which our test allows us to make a good decision on the adoption of the research hypothesis—rejecting the zero hypothesis. Tests differ from one another on the basis of their strength. Some tests are stronger, others weaker. The strength of a statistical test is its ability to reveal differences between groups. When comparing two statistical tests, the better one is the one that is stronger, meaning for the same number of observations and the same assumption of the level of significance, it more often rejects the false hypothesis. Thus we move toward being able to use in analysis the statistical tests with the greatest strength, to minimise the risk or taking erroneous decisions in drawing conclusions about the differences, or lack of difference, that are uncovered.
- 5.
A scale from 1 to 5 was used, where 1 was the lowest value, while 5 was the highest.
- 6.
The variable “LANGUAGE” designates the language in which the questionnaire was filled out (Polish/Germany) and designates the country (a Polish or German company). The variable UN02 measures/designates the size of the company based on the indicator “number of employees” in three categories.
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Wolska, G., Bretyn, A. (2018). Implementation of CSR Principles in HR Management in Micro, Small and Medium-Sized Enterprises in the Pomerania Euroregion: A Comparative Analysis. In: Dudycz, T., Osbert-Pociecha, G., Brycz, B. (eds) Efficiency in Business and Economics. Springer Proceedings in Business and Economics. Springer, Cham. https://doi.org/10.1007/978-3-319-68285-3_17
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