Corp Soc Responsibility Env - 2022 - Shiri - Corporate social responsibility and green behaviour Towards sustainable (1).pdf

R E S E A R C H A R T I C L E
Corporate social responsibility and green behaviour:
Towards sustainable food-business development
Nematollah Shiri1
| Vahid Jafari-Sadeghi2
1
Department of Entrepreneurship and Rural
Development, Ilam University, Ilam, Iran
2
Aston Business School, Aston University,
Aston Triangle, Birmingham, UK
Correspondence
Nematollah Shiri, Department of
Entrepreneurship and Rural Development, Ilam
University, Ilam, Iran.
Email: n.shiri@ilam.ac.ir
Funding information
Ilam University, Grant/Award Number:
04-IRILU-Lh-000145-21
Abstract
Literature in the field of corporate social responsibility (CSR) has mainly focused on
customers, particularly on their loyalty, behavioural intent and satisfaction. That is,
the effectiveness of CSR dimensions has been less considered by scholars. Hence,
this research strives to explore the effect of CSR dimensions on the green behaviour
among employees of food businesses in Iran. In this vein, the mediating role of green
trust and the moderating role of gender in the relationship between the CSR dimen-
sions and the green behaviour of employees have been investigated. The samples of
this research included 415 employees of food businesses and companies in Iran. The
findings reveal that the CSR dimensions (economic CSR, ethical CSR and philan-
thropic CSR) directly and indirectly—through the mediating variable of green trust—
played an important role in shaping the green behaviour of employees. In this study,
the direct and indirect effects of legal CSR on green behaviour among employees
were not confirmed. Furthermore, the results represent that the gender variable
moderates the effect of the CSR dimensions on the green behaviour of employees,
highlighting that economic CSR and ethical CSR played a prominent role in shaping
the green behaviour of respectively males and females. In addition, the theoretical
and practical implications of the research discussed the impact of green behaviour on
producing environmentally friendly products in order to sustainable development in
the food business.
K E Y W O R D S
environmental policy, gender analysis, green trust, sustainable behaviour
1 | INTRODUCTION
Research highlights that food businesses are a major reason for envi-
ronmental pollution, reflecting that the industry complies with mini-
mum environmental regulations (Rahim & Raman, 2015). Nowadays,
due to the rapid growth of demand for food, companies in this indus-
try must take action to diversify and increase the production of their
products (Junsheng et al., 2020). Therefore, consuming high amounts
of energy, also lead to the production and emission of large amounts
of CO2 gas (Karakaya & Özilgen, 2011). The industry also pollutes
water and produces large amounts of solid waste, mostly in the form
of packaging, by-products, and household waste that are left in the
environment (Rahim & Raman, 2015). To solve this problem, food
companies must take action to implement environmental management
systems and apply approaches to respond to the adverse environmen-
tal impacts of food production (Jafari-Sadeghi, Sukumar, &
Lockyer, 2022; Musa & Chinniah, 2016; Rahim & Raman, 2015; Rezaei
et al., 2022). In this regard, the recent implementation of environmen-
tal ethics fundamental in industrial companies has been facilitated,
and the emphasis is on greening different businesses (Junsheng
et al., 2020). Indeed, companies focus on ethics and green behaviours
aimed at the sustainable use of resources to reduce environmental
costs (Chen, 2008). With the development of green behaviours in
companies, the value of products increases in the long run, while the
Received: 12 July 2022 Revised: 10 August 2022 Accepted: 14 August 2022
DOI: 10.1002/csr.2377
Corp Soc Responsib Environ Manag. 2023;30:605–620. wileyonlinelibrary.com/journal/csr © 2022 ERP Environment and John Wiley & Sons Ltd. 605

costs of solving environmental problems decrease (Junsheng
et al., 2020). Also, these behaviours protect companies against the
intense global competition (Porter & van der Linde, 1995). Therefore,
paying attention to green behaviours and promoting them should be
one of the main priorities of the food industry to reduce the destruc-
tive effects on the environment and achieve sustainable performance.
Many companies have embraced a social responsibility approach
to achieve sustainable performance in responding to environmental
concerns and competitive market conditions (Hosseinzadeh
et al., 2022; Suganthi, 2019). Indeed, corporate social responsibility
(CSR) is a concept according in which companies voluntarily consider
social and environmental concerns in their business operations
(Bhattacharya et al., 2008; Chuah et al., 2020). As such, CSR includes
the activities that a business performs to positively impact society or
the environment (Su & Swanson, 2019). Pomering and Johnson
(2009) State that the main purpose of CSR actions is to apply legal
requirements to minimise the negative aspects and maximise the posi-
tive aspects of businesses. In this regard, according to international
reports, it is observed that the investment rate in CSR practices has
been increasing in recent years (Foundation, 2018). The tendency to
invest in CSR programmes reflects their beliefs about sustainability
issues that lead to increased value for companies (Bhattacharya
et al., 2008; Chuah et al., 2020; Servaes & Tamayo, 2013).
Accordingly, the extant research has explored the effects and out-
comes of social responsibility in different businesses (Chuah
et al., 2020; Farrington et al., 2017; Kim, Rhou, et al., 2017; Su
et al., 2017; Su & Swanson, 2019; Theodoulidis et al., 2017; Youn
et al., 2018). However, most of these studies examine the effects of
CSR on firm financial performance (Khavarinezhad et al., 2022; Kim,
Rhou, et al., 2017; Lee et al., 2018; Theodoulidis et al., 2017); cus-
tomer loyalty (Chuah et al., 2020; Kim et al., 2013; Xu, 2014); innova-
tion (Martos-Pedrero et al., 2022); and customer behavioural intent
(Lichtenstein et al., 2004; Martínez & Rodríguez del Bosque, 2013;
Sen et al., 2006). Therefore, many researchers have suggested that
more attention should be paid to the potential positive effects of CSR
actions (Chuah et al., 2020; Farrington et al., 2017; Sabokro
et al., 2021; Su et al., 2017).
In this vein, several studies have been conducted on the positive
effects of CSR practices on sustainable customer behaviours (Chuah
et al., 2020; Green & Peloza, 2011; Kim & Ferguson, 2019; Mostafa &
ElSahn, 2016). However, a review of the existing research highlights
that there is a gap in the literature in exploring the effects of CSR on
employees' attitudes and behaviours. Indeed, this gap
(in understanding how employees respond to CSR operations) can
reduce the effectiveness of CSR programmes and thus reduce their
value (Chuah et al., 2020). This is since employees, have a significant
contribution to all production operations from production to market-
ing of a product (Junsheng et al., 2020). Thus, when they are moti-
vated to embrace green approaches in the organisational setting, the
company gains a competitive advantage in the market (Ambec &
Lanoie, 2008). However, even though employees are an important
stakeholder group in the company, and their reactions, attitudes and
behaviours can be due to the company's plans (Rupp &
Mallory, 2015), yet, previous studies have not paid close attention to
the effects of CSR on employee behaviour. Given the importance of
social responsibility in promoting positive employee behaviours, De
Roeck and Farooq (2018) and Rupp and Mallory (2015) have called for
more investigation on the effects of CSR on employees' green behav-
iour. Although Su and Swanson (2019) have examined the effects of
CSR on the green behaviour of hotel staff and Chuah et al. (2020)
have examined the effects of CSR on sustainable customer behaviour,
no study has examined the relationship between the CSR dimensions
and the green behaviour of employees in food businesses. To bridge
this gap, the present research seeks to investigate the effects of the
CSR dimensions on the green behaviours among employees of food
businesses in Iran. This study also examines the mediating role of
green trust and the moderating role of gender in the relationship
between the CSR dimensions and the green behaviour of employees.
The findings of this study provided notable contributions to CSR
and green behaviour from different perspectives. That is, this study is
set to address the call for more exploration of the potential outcomes
of CSR practices (Chuah et al., 2020; De Roeck & Farooq, 2018; De
Roeck & Maon, 2018; Farrington et al., 2017; Gond et al., 2017;
Rupp & Mallory, 2015; Sabokro et al., 2021; Su et al., 2017). Given
that literature considered the general effects of CSR (Su &
Swanson, 2019), the present study investigates the role of CSR dimen-
sions on employees' green behaviours that can bring appropriate contri-
butions to the literature. Moreover, this study examines the mediating
role of green trust and the moderating role of gender in the relationship
between the CSR dimensions and green behaviour of employees that
have not been considered in previous studies. Accordingly, the results
of this study provide appropriate guidance to help food businesses; find
out how to maximise and make optimal use of CSR programmes to
promote the green behaviours of the employee.
2 | RESEARCH LITERATURE
2.1 | Corporate social responsibility
Given that it can increase the profitability of companies and create a
competitive advantage for them, CSR has been recognised as one of
the prominent concepts in the field of business (Hsu, 2012). It is
defined as ‘a company's commitment to maximising sustainable eco-
nomic, socio-cultural and environmental well-being through opera-
tions, policies and business resources’ (Du et al., 2011). In addition,
CSR is an approach that seeks to achieve strategic goals such as
increasing sales (Barone et al., 2000; Du et al., 2011). It is considered
an approach to stimulating the economic, social and environmental
concerns of companies in the communities where they operate (Raimi
et al., 2015). In addition, Zaridis and Mousiolis (2014) highlight CSR as
an approach that demonstrates respect for ethics, individuals, commu-
nities and the environment as an integral part of the business strategy.
Mandina et al. (2014) define it as the company's duty to formulate
policies, decisions and actions following the goals and values that the
public believes in. Indeed, this definition implies that CSR has positive
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consequences at the community level that lead to a balance
between the interests of the company and the public interest that are
directly affected by the actions of the company (Prihatiningsih
et al., 2017).
Carroll (1991) has identified four economic, legal, ethical, and phil-
anthropic dimensions for CSR (Chuah et al., 2020; Kim, Song,
et al., 2017; Lee & Lee, 2015; Mandina et al., 2014; Mulaessa &
Wang, 2017; Prihatiningsih et al., 2017). Economic CSR: This dimen-
sion is the most important dimension and foundation of all dimensions
of CSR because a company must be profitable and productive in order
to survive in the market and benefit society. In this case, companies
are obliged to not only meet the economic needs of society and pro-
vide the goods and services it needs but also benefit a variety of
groups of people from the work process. The economic dimension
includes return on investment for stakeholders, job creation and fair
pay for employees, the discovery of new resources and the promotion
of new services and products. Legal CSR: This dimension reflects the
principle that every business requires compliance with the rules and
regulations set for the benefit of all. Legal responsibilities include legal
duties, following the law, and playing according to the rules of the
game. Among the laws that businesses are required to comply with,
legal perspectives include paying attention to the health and safety of
employees and consumers, promising not to pollute the environment,
eliminating ethnic and gender discrimination and so forth. Ethical CSR:
This dimension is described as the society's expectation from the
company to pay attention to and respect the values and norms of the
society and is beyond the framework of written laws. Ethical responsi-
bilities include adherence to ethical principles, doing the right thing,
justice, fairness and respect for the rights of the people. Finally, phil-
anthropic CSR: A voluntary effort by companies to address societal
issues and problems. Philanthropic CSR means giving up money and
time to provide services and collaborations and voluntary assistance
to others (Asrar-ul-Haq et al., 2017; Chuah et al., 2020; Pino
et al., 2016). Accordingly, Carroll's (1991) conceptualisation of CSR is
in line with the theory of sustainable development that takes social,
economic and environmental concerns in business operations into
account (Van Marrewijk, 2003).
Although many studies have been conducted on the effects of
CSR on financial performance and perceptions, intentions and behav-
iours of customers, there is a need for more investigation towards
assessing the CSR dimensions and their potential social impact on
employees (Su & Swanson, 2019). Hence, we assert the hypotheses
below.
2.2 | Green behaviour
Green behaviour is the extent of behavioural that minimises damage
to the environment, protects it and includes actions like reducing
energy consumption and reducing waste (Kongrerk, 2017). According
to European Commission (2012), green behaviour is ‘doing good work
and avoiding bad work’. Employee's green behaviour includes ‘doing
work in an environmentally friendly way (for example, recycling,
rational use of resources, participation in environmental activities,
more sustainable policy-making) by employees’ (De Roeck &
Farooq, 2018). Wells et al. (2016) state that few studies have been
conducted on the green behaviour of employees. Hence, in this study,
the green behaviour of employees and the factors affecting it in
Iranian food businesses.
Social information processing theory shows that the context and
social environment of individuals can help determine their attitudes
and behaviours (Salancik & Pfeffer, 1978; Thomas & Griffin, 1989).
Accordingly, it is legitimate that employees' attitudes and behaviours
may be influenced by their evaluation of the work environment and
context. Thus, CSR activities may affect public benefit behaviours
including the efforts of employees in the food industry to preserve or
reduce environmental damage (De Roeck & Farooq, 2018; De
Roeck & Maon, 2018; Su & Swanson, 2019). Given that people's atti-
tudes and behaviours are due to the processing of cognitive informa-
tion in their work environment (De Roeck & Farooq, 2018), the
closest public (working) environment of employees plays a significant
role in creating their attitudes and behaviours. This means that
employees identify what behaviours are appropriate based on the
signs they receive by processing information from the workplace and
expressing those behaviours in the workplace (Maheswaran &
Chaiken, 1991; Salancik & Pfeffer, 1978; Thomas & Griffin, 1989).
One of these signs is the CSR programmes that are carried out by the
organisation. Employees' perceptions of CSR actions are related to
how they behave in the workplace. In this regard, if employees have a
positive understanding of the CSR plans, they are more likely to
engage in positive and supportive behaviours (De Roeck &
Farooq, 2018; De Roeck & Maon, 2018; Su & Swanson, 2019;
Vlachos et al., 2014). Implementation of social responsibility policies
and programs will strengthen green innovative performance among
companies (Ren et al., 2022). It can be said that if employees perceive
their company's plans as environmentally friendly, the likelihood of
positive environmental behaviours by employees also increases
(Raineri & Paillé, 2016). That is, Su and Swanson (2019), Su et al.
(2017) and Tian and Robertson (2019) highlight that there is a signifi-
cant relationship between CSR and the behaviours of the hotel staff.
Also, Suganthi (2019) and Cheema et al. (2020) studies confirm that
CSR affects environmentally friendly behaviours. Chuah et al. (2020)
Conclude in a study that CSR is significantly associated with sustain-
ing customer engagement behaviour. Sabokro et al. (2021), Ahmed
et al. (2020) and He et al. (2021) in the studies show that CSR has a
positive and significant effect on the green behaviour among
employees of industrial companies. Furthermore, some studies have
shown that citizenship behaviours are the outcome of CSR for
employees (De Roeck & Farooq, 2018; De Roeck & Maon, 2018;
Erdogan et al., 2015; Zhang & Ahmad, 2021). Although, most previous
studies have examined the impact of CSR in general—regardless of its
dimensions—on the public behaviours of employees in companies
such as hotels, according to social information processing theory, the
behaviours and attitudes of individuals in different environments and
contexts can be predicted based on their circumstances. Therefore,
we propose the following hypotheses:
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Ha1: Economic CSR has a positive and significant effect
on the green behaviour among employees of the food
business.
Ha2: Legal CSR has a positive and significant effect on
the green behaviour among employees of the food
business.
Ha3: Ethical SCR has a positive and significant effect on
business.
Ha4: Philanthropic CSR has a positive and significant
effect on the green behaviour among employees of the
food business.
2.3 | Green trust
In assessing CSR and its effects, it is very important to consider the
employee's relationship with the company (Supanti et al., 2015). One
of the main indicators of the employee-company relationship is the
issue of organisational trust. Trust reflects the quality of the relation-
ship between actors (Mayer et al., 1995), and is an essential factor in
maintaining a stable relationship over time (Dwyer et al., 1987). In the
organisational behaviour management literature, organisational trust
is recognised as an important factor in the relationship between
employees and the company (Bell & Menguc, 2002; Fu et al., 2014;
Lee, Kim, et al., 2012; Satyanarayana et al., 2022). Organisational trust
includes the expectations that individuals have of networks of organi-
sational relationships and behaviours (Shockley-Zalabak et al., 2000;
Singh et al., 2022). Organisational trust predicts a variety of employee
attitudes, perceptions, and behaviours such as loyalty (Chen
et al., 2014), organisational citizenship behaviours (Jafari-Sadeghi,
Sukumar, Dana, & Anderson, 2022; Yakovleva et al., 2010), and orga-
nisational commitment (Cho & Park, 2011) that are beneficial to the
organisation.
The green trust of employees is one of the types of organisa-
tional trust that pursues environmental goals in businesses. Green
trust is the tendency to depend on a particular product, service, or
brand based on beliefs or expectations arising from its credibility,
benevolence, and its ability to environmental performance (Cho &
Park, 2011). Although such expectations can be shaped by indirect
signs (such as advertising), the experience of brand consumption is
the most important component of the brand trust element
(Delgado-Ballester & Luis Munuera-Alemán, 2005). Trust reduces
the behavioural risks of key business partners (Ganesan, 1994),
leads to maximising the value of transactions and exchanges; and
increases the likelihood of purchase (Chen & Chang, 2012; Kang &
Hur, 2012). By improving the high level of trust in the company's
green performance, CSR activities increase the level of brand desir-
ability and thus promote sustainable audience behaviours (Chuah
et al., 2020). According to the social exchange theory (Blau, 1964),
if employees' level of trust in the organisation increases, they make
more efforts to engage in positive behaviours that are beneficial to
the organisation (Mael & Ashforth, 1992; Parzefall, 2008). Although
few studies have been conducted on employees, according to this
theory, it can be said that employees who perceive their organisa-
tion as trustworthy are more inclined to engage in voluntary and
public benefit behaviours beyond their commitment and employ-
ment contract (Yoon et al., 2016). Thus, organisational trust acts as
a motivator for employees (Chiang & Hsieh, 2012). Various empiri-
cal studies have shown that organisational trust has a positive and
significant relationship with social behaviours (Chiang &
Hsieh, 2012; Hansen et al., 2011; Su & Swanson, 2019; Yoon
et al., 2016). In this regard, Yoon et al. (2016) found that there is a
positive relationship between organisational trust and citizenship
behaviours of hotel staff. Su and Swanson (2019) reported that
organisational trust has a positive and significant effect on the
green behaviours of hotel staff. Despite extensive search in the
existing literature, there is no empirical study that has examined
the relationship between green trust and green behaviour of food
industry employees. Hence, based on the social exchange theory,
we propose the following hypothesis:
Hb1: Green trust has a positive and significant effect on
business.
Companies can strengthen the trust of stakeholders
(e.g., employees) by developing their plans and actions of CSR to solve
society's problems and create value (Biancone et al., 2022; Su &
Swanson, 2019). In this regard, Hosmer (1995) states that when com-
panies solve social problems ethically, employees are more likely to
trust the company. Farooq et al. (2014) showed that one of the out-
comes of social exchange processes resulting from CSR actions is the
discussion of employee trust in the company. Also, based on reciproc-
ity theory (Falk & Fischbacher, 2006) and consistency theory
(Anderson, 1981), several studies have reported that CSR improves
citizenship behaviours through the variable of trust (Chuah
et al., 2020; Hansen et al., 2011; Tourigny et al., 2019; Yoon
et al., 2016). For example, Vlachos et al. (2010) acknowledge the posi-
tive and significant impact of CSR activities on the level of trust in the
organisation. Also, Lee et al. (2013) in a study showed that CSR has a
positive and significant effect on organisational trust. Numerous other
studies have shown that CSR activities significantly predict trust in
various businesses (Farooq et al., 2014; Farrington et al., 2017;
Glaveli, 2021; Lee, Choi, et al., 2012; Su & Swanson, 2019). Further-
more, Chuah et al. (2020) in a study showed that green trust affects
the relationship between CSR and customer's sustainable behaviour.
Also, Su and Swanson (2019) in a study showed that organisational
trust mediates the impact of CSR on the green behaviours of hotel
employees. Although we did not find a study that shows that green
trust facilitates the effect of CSR dimensions on the green behaviour
of food industry employees, based on theories of reciprocity and con-
sistency, we assume that green trust mediates the effects of the CSR
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dimensions on green behaviour of food business employees. There-
fore, we formulate the following hypotheses:
Hb2: Green trust mediates the effect of economic CSR on
business.
Hb3: Green trust mediates the effect of legal CSR on the
green behaviour among employees of the food business.
Hb4: Green trust mediates the effect of ethical CSR on
business.
Hb5: Green trust mediates the effect of philanthropic
CSR on the green behaviour among employees of the food
business.
2.4 | Gender
Studying the role of gender is important for understanding employee
behaviour in the field of environmental protection (Folberg & Kaboli-
Nejad, 2020). However, a review of the existing literature shows that
the relationship between gender and social responsibility activities at
the micro-level and especially in Asian countries has not been well
explored (Ahmad et al., 2021). Also, the role of gender in the relation-
ship between CSR activities and employees' green behaviour has not
been studied whereas studies in Western countries show that women
pay more attention to environmental issues than men (Strapko
et al., 2016; Xiao & McCright, 2015). Accordingly, on one hand, in pre-
vious studies, the socio-demographic characteristics have been identi-
fied as moderating factors in the relationship between attitudes and
behaviours of individuals (Ahmad et al., 2021; Burkhardt, 2020;
Nhamo & Mukonza, 2020). On the other hand, Davidson and Freu-
denburg (1996) state that gender differences on environmental issues
are not the same everywhere in the world. Therefore, the present
study investigates the moderator effect of gender on the relationship
between the CSR dimensions and the green behaviour of employees
in the food industry in Iran.
Socialisation theory is the basis for understanding how gender
affects people's environmental behaviours. According to this theory,
people are more influenced by their parents than friends and peers,
and gender socialisation refers to learning behaviours and attitudes
that are appropriate for a particular gender (Baldwin, 1986). It seems
that people choose different roles in society depending on their gen-
der (Kamau, 2020). In this regard, the results of various studies show
that women from different cultures feel better in emotional, caring,
nursing, and cooperative roles (Ahmad et al., 2021), while men are
more individualistic and competitive (Birindelli et al., 2019). Society
tends to assign the role of housewife to women and the role of
money-maker to men (Ahmad et al., 2021). In addition, social role the-
ory (Eagly et al., 2000) states that women are more likely than men to
engage in voluntary behaviours, thus, they are more likely to be
involved in environmental protection than men (Ahmad et al., 2021);
So that women care more about others and care more about the envi-
ronment (Rand et al., 2016). Some researchers have also pointed out
the importance of gender diversity in environmental issues (Ahmad
et al., 2021; Boeve-de Pauw & Van Petegem, 2017; Jones III
et al., 2017; Orazalin & Baydauletov, 2020). Although studies have
been conducted to examine the effects of gender on environmentally
friendly behaviours, yet, no agreement has been reached (Ahmad
et al., 2021; Briscoe et al., 2019; Orazalin & Baydauletov, 2020;
Qasim, 2014). For example, Ahmad et al. (2021) in a study showed
that there is a positive and significant relationship between CSR and
environmental behaviours in women and men groups. However, in
this study, the difference between the path coefficient of the effect
of CSR on environmental behaviours in women and men was not
investigated and also, and the effect of CSR dimensions on environ-
mental behaviours in women and men was not tested. Accordingly,
we hypothesise that the gender variable moderates the effect of CSR
dimensions on the green behaviour among employees of the Iranian
food industry. As such, the following hypotheses are proposed:
Hc1: Gender moderates the effect of economic CSR on
business.
Hc2: Gender moderates the effect of legal CSR on the
Hc3: Gender moderates the effect of ethical CSR on the
Hc4: Gender moderates the effect of philanthropic CSR
on the green behaviour among employees of the food
business.
Accordingly, Figure 1 depicts the proposed research model that
investigates the effect of CSR dimensions on the green behaviour of
Iranian food business employees with the mediating role of green
trust and moderating role of gender.
Economic CSR
Legal CSR
Ethical CSR
Philanthropic CSR
Green
Trust
Green
Behaviour
Gender
Gender
FIGURE 1 Proposed research model
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3 | METHODOLOGY
3.1 | Statistical population and sample
The statistical population of this study includes employees of food
businesses in Iran. The research online questionnaire was designed via
the Avalform—A software for designing online questionnaires in the
Iran-system, which was shared through e-mail and virtual channels
and networks on social networks to the employees of food businesses
and industries in Iran. Accordingly, we received a total number of
450 responses. In the initial review, 35 questionnaires with incom-
plete information were removed. Finally, the data of 415 responses
were used for analysis in this study. The average age was 34.73 (SD:
8.21), in which 333 (80.2%) respondents were men and 82 (19.8%)
were women.
3.2 | Measures
The researchers used standard questionnaires for evaluating the
research constructs to avoid validity and reliability problems. In this
regard, the 16-item scale was adapted from Carroll (1991), along with
modifications to measure four CSR constructs in the context of food
businesses. More specifically, the four CSR dimensions were mea-
sured by 16 items including economic CSR (Four questions), legal CSR
(Four questions), ethical CSR (Four questions), and philanthropic CSR
(Four questions). The green trust was evaluated by the five questions
of Chen's (2008) scale. The green behaviour was operationalised with
five items recommended by De Roeck and Farooq (2018). All items
were operationalised on a five-point Likert-type scale, ranging from
1 = ‘very little’ to 5 = ‘very much’. Considering that the original ver-
sion of the questionnaire was in English, to check its validity in Iran
(the Persian version of the questionnaire), first the original version of
the questionnaire was translated into Persian by one of the
researchers and then back-translated into English again by another
researcher. As such, the two original versions and the English transla-
tion of the questionnaire were compared. Considering that they had
very minor differences; therefore, the validity of its Persian version
was confirmed. In addition, the validity and reliability of the research
instrument were assessed using convergent validity, discriminant
validity, Cronbach's alpha, and composite reliability (Table 3).
3.3 | Data analysis
Given that the main goals of this study include predicting green behav-
iour among employees of food businesses in Iran, the hypotheses were
tested using the structural equation modelling (SEM) techniques based
on Partial Least Squares (PLS) using SmartPLS3. SEM is a useful
approach for testing complex linear relationships between independent
and dependent latent variables. In this technique, hypotheses are
tested in the form of the proposed research model, and path coeffi-
cients, t-values and determinant coefficients are provided to judge the
research model and hypotheses. We used SEM to validate the pro-
posed research model. Among the various SEM techniques, we used
the PLS technique because it is fit for studies with complex research
models. The PLS technique included both reflective and formative indi-
cators, and in our study all indicators were reflective. A structural equa-
tion model simultaneously includes both a measurement model and a
structural model. PLS analysis provides results for both the measure-
ment model and the structural model. Evaluation of the measurement
model is used to measure the validity and reliability of structures and
to check the research hypotheses the structural model evaluation was
used (Hair et al., 2017). Furthermore, we used the multi-group analysis
to investigate the moderating effects (e.g., the role of gender variables
in the relationship between the CSR dimensions and green behaviour).
4 | FINDINGS
4.1 | Descriptive statistics
Overall, it appears that employees of food businesses in Iran have
moderate to high green behaviour (GB) with a mean of 3.34
(SD = 0.94) on a five-point Likert scale. In terms of the social organi-
sational aspects, the green trust (GT) mean score was 3.73
(SD = 0.81) on a five-point Likert scale, which can be considered an
intermediate to a high level. The mean score for the CSR dimensions,
all measured on a five-point Likert scale were: 3.62 (SD = 0.87) for
economic CSR which is intermediate to a high level; 3.75 (SD = 0.75)
for legal CSR which is considered moderate to a high level; 3.76
(SD = 0.79) for ethical CSR which is considered moderate to a high
level; and 3.25 (SD = 1.03) for philanthropic CSR which is also Inter-
mediate to a high level. In addition, given that the values of skewness
and kurtosis for the dimensions of corporate social responsibility (eco-
nomic, legal, ethical and philanthropic), green trust and green behav-
iour are in the normal range of 2 and 2 (Table 1); Therefore, the data
distribution of latent variables in this research is normal.
4.2 | Evaluating measurement model
To evaluate the measurement model, confirmatory factor analysis was
performed. Evaluation of the measurement model was done using
CFA to determine the goodness of fit, reliability and validity indices
for the latent variables of the research model.
4.2.1 | The goodness of fit
According to Hair et al. (2017), root mean square residual (SRMR),
squared Euclidean distance (D_LS), geodesic distance (D_G), normed fit
index (NFI), and root mean squared residual covariance matrix
(RMS_Theta) indices can be used to identify model misspecifications
(Dijkstra & Henseler, 2015; Henseler & Sarstedt, 2013). Findings show
that the goodness of fit indices of the measurement models are
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supported (Table 2). Therefore, the data were consistent with the factor
structure and theoretical infrastructure of the study's six latent variables.
4.2.2 | Unidimensionality
According to Table 3, it can be seen that the standardised factor load-
ings of all selected indicators for the desired structures are high
TABLE 1 Descriptive statistics of
research latent variables
Constructs Mean SD Variance
Skewness Kurtosis
Statistic SD Statistic SD
Economic CSR 3.62 0.87 0.76 0.00 0.12 0.84 0.23
Legal CSR 3.75 0.75 0.56 0.06 0.12 0.67 0.23
Ethical CSR 3.76 0.79 0.63 0.11 0.12 0.73 0.23
Philanthropic CSR 3.25 1.03 1.07 0.21 0.12 0.53 0.23
GT 3.73 0.81 0.66 0.23 0.12 0.32 0.23
GB 3.34 0.94 0.89 0.09 0.12 0.64 0.23
Abbreviations: CSR, corporate social responsibility; GB, green behaviour; GT, green trust.
TABLE 2 The goodness of fit indices for the measurement model
Fit index SRMR D-G1 D-G2 NFI RMS-theta
Suggested value <0.1 >0.05 >0.05 >0.90 ≤ 0:12
Estimated value 0.051 0.919 0.429 0.96 0.11
Abbreviations: D_G, geodesic distance, NFI, normed fit index; D_L,
Squared Euclidean distance; RMS_Theta, root mean squared residual
covariance matrix; SRMR, root mean square residual.
TABLE 3 Results of the evaluating
measurement model
Latent variables Indicator Mean (SD) λ t-value α CR AVE
Green behaviour (GB) GB1 3.28 (1.13) 0.87 68.64a
0.90 0.92 0.72
GB2 3.34 (1.05) 0.86 59.99a
GB3 3.29 (1.16) 0.88 83.02a
GB4 3.37 (1.09) 0.83 50.49a
GB5 3.42 (1.12) 0.77 33.04a
Green trust (GT) GT1 3.72 (0.92) 0.81 43.73a
0.88 0.91 0.69
GT2 3.81 (0.91) 0.83 43.95a
GT3 3.75 (0.93) 0.84 51.62a
GT4 3.69 (1.03) 0.83 44.80a
GT5 3.69 (1.10) 0.83 55.06a
Economic CSR EC1 3.64 (1.06) 0.85 65.50a
0.86 0.90 0.71
EC2 3.52 (1.06) 0.88 81.61a
EC3 3.54 (0.99) 0.84 56.73a
EC4 3.80 (1.01) 0.79 37.10a
Legal CSR LE1 3.72 (0.94) 0.78 31.87a
0.82 0.88 0.65
LE2 3.81 (0.91) 0.81 42.78a
LE3 3.64 (0.98) 0.80 39.71a
LE4 3.86 (0.88) 0.82 43.37a
Ethical CSR ET1 3.74 (0.91) 0.76 28.55a
0.82 0.88 0.65
ET2 3.86 (0.92) 0.82 41.68a
ET3 3.63 (1.07) 0.81 51.83a
ET4 3.82 (1.04) 0.82 48.43a
Philanthropic CSR PH1 3.22 (1.17) 0.88 68.62a
0.91 0.93 0.79
PH2 3.22 (1.11) 0.91 106.89a
PH3 3.23 (1.18) 0.89 63.16a
PH4 3.36 (1.18) 0.86 59.51a
a
Significant at the <0.01 level.
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(above 0.50) and statistically significant at the level of 1% (p < 0.01).
These results provide sufficient evidence to confirm the one-
dimensionality of the selected indicators in each of the related struc-
tures. Therefore, it can be stated that the selected indicators for each
of the related structures were chosen correctly and are suitable for
further analysis in this study.
4.2.3 | Composite reliability
Considering that the CR values of the latent variables of the research
are more than 88% and are more than its critical values (e.g., 70%) and
Cronbach's alpha number is in the range of 82% to 91%, therefore,
the combined reliability of the latent variables of the research is con-
firmed (Table 3). These results suggest that all research construct
measures exhibit high levels of internal consistency reliability.
4.2.4 | Convergent validity
Convergent validity refers to a high percentage of common variance
that the indicators of a construct share. According to Table 3, the
average variance extracted for all research constructs are higher than
0.50. Therefore, it can be said that all latent variables (constructs) of
the research have appropriate convergent validity.
4.2.5 | Discriminant validity
To evaluate the diagnostic validity, the average variance extracted for
each construct should be compared with the squared correlation of
that construct with other constructs. If the extracted average (AVE) for
each construct is greater than the square of the correlation of that con-
struct with other constructs, the diagnostic validity of that construct is
confirmed. According to Table 4, the average variance extracted for
each of the constructs (0.81 < AVE <0.89) is greater than the correla-
tion square between the constructs (0.77 < r < 0.46). This shows that
the selected indicators for each construct share a high percentage of
the common variance of that construct compared with other con-
structs in the measurement model. Hence, the diagnostic validity of the
constructs in the measurement model of this research is acceptable.
4.2.6 | Common method bias
To check the common method bias (CMB), Kock and Lynn's (2012) full
collinearity test was employed (Table 5). The occurrence of a variance
inflation factors (VIFs) greater than 3.3 is proposed as an indication of
pathological collinearity, and as an indication that a model may be
contaminated by CMB. Therefore, if all VIFs resulting from a full col-
linearity test are equal to or lower than 3.3, the model can be consid-
ered free of CMB (Kock, 2015). VIFs cannot be calculated for latent
variables with only one predictor or no predictor. The result showed
that the VIF for each construct variable is equal to or less than 3.3.
Therefore, CMB can be rejected and our findings were not affected
by this bias.
4.3 | Evaluating structural model
After the measurement model of latent research, variables were suc-
cessfully tested using the evaluation of the measurement model. We
employed the structural model to test the research hypotheses in the
form of the conceptual framework of the research. In this regard,
Figure 2 and Figure 3 respectively highlight the models with β and t-
values. In addition, the results of evaluating the path model are pre-
sented in Table 6.
4.3.1 | Path coefficients (β)
The constructs of GT, economic CSR and philanthropic CSR exert a
significant, positive and direct effect on GB at the 1% level (Table 6).
In addition, the construct of ethical CSR exerts a positive, significant
TABLE 4 Correlations with square
roots of the AVE
Constructs 1 2 3 4 5 6
1- Economic CSR 0.84a
2- Ethical CSR 0.75b
0.81a
3- Green behaviours 0.60b
0.55b
0.85a
4- Green trust 0.65b
0.64b
0.57b
0.83a
5- Legal CSR 0.73b
0.77b
0.46b
0.58b
0.81a
6- Philanthropic CSR 0.67b
0.63b
0.55b
0.62b
0.58b
0.89a
a
The square roots of AVE estimate.
b
Correlation is significant at the <0.01 level.
TABLE 5 Variance inflation factors (VIFs) of latent variables
Latent variables Green behaviours Green trust
Economic CSR 3.13 2.99
Ethical CSR 3.28 3.17
Green trust 2.07 -
Legal CSR 2.90 2.89
Philanthropic CSR 2.08 1.94
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and direct effect on GB at the 5% level. The construct of legal CSR,
however, did not have a significant and direct effect on GB. Results
also indicate that latent variables of economic CSR, ethical CSR and
philanthropic CSR exerted a significant, indirect and positive effect
through GT on GB. Therefore, hypotheses Ha1,3,4, and Hb1,2,4,5 are
confirmed, and hypotheses Ha2 and Hb3 are rejected. Table 6 shows
that the collective effect of the constructs (including GT, economic
CSR, ethical CSR and philanthropic CSR) on GB is positive and signifi-
cant at the 1% level. However, the latent variable of legal CSR did not
have a significant total effect on GB. In addition, economic CSR was
the most important (total effect of 37%), followed by philanthropic
CSR (total effect of 25%) in their impact on GB.
4.3.2 | The determination coefficient (R2
)
R2
for the endogenous latent variable (green behaviour) was 0.44
(Table 6). Therefore, GT, economic CSR, ethical CSR and philanthropic
CSR, together, account for 44% of the variance in GB. These findings
support the notion that CSR dimensions play an important role in pro-
moting green behaviour among food workers in Iran.
4.3.3 | Predictive relevance (Q2
)
This criterion was introduced by Stone (1974) to examine the predictive
power (PP) of the model. According to (Henseler et al., 2009), if the
value of Q2
for an endogenous structure is close to 0.02, it indicates
that the model has poor PP. If it is in the range of 0.15, it indicates the
average model PP, and if it is higher than 0.35, it indicates a strong
model PP. The value of the predictive relevance of the latent variable
of green behaviour among food employees in the present study is 0.30,
which highlights that the proposed research model has high power and
ability to predict the latent variables of green behaviour.
4.4 | Moderating effects
Finally, the gender variable was considered as a moderator variable in
this study. It was hypothesised that the gender variable moderates
FIGURE 3 Path model with t-values [Colour figure can be viewed
at wileyonlinelibrary.com]
FIGURE 2 Path model with standardised factor loadings [Colour
figure can be viewed at wileyonlinelibrary.com]
TABLE 6 Results of the evaluating structural model
Outcome Determinant Direct effect (t) Indirect effect (t) Total effect (t) R2
Q2
GB GT 0.24 (3.91a
) - 0.24 (3.91a
) 0.44 0.30
Economic CSR 0.30 (4.37a
) 0.06 (2.56b
) 0.36 (5.40a
)
Legal CSR 0.11 (1.79) 0.01 (0.60) 0.10 (1.49)
Ethical CSR 0.14 (2.11b
) 0.06 (2.27b
) 0.20 (2.75a
)
Philanthropic CSR 0.18 (3.00a
) 0.07 (3.52a
) 0.25 (4.15a
)
Abbreviations: CSR, corporate social responsibility; GB, green behaviour; GT, green trust.
a
b
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the relationship between CSR dimensions and GB. In this regard, the
partial least squares technique was used and two groups of variables
including men and women were created. Next, the researchers classi-
fied the data into both groups (333 cases of men, and 82 cases of
women) using the grouping variable menu in SmartPLS. Additionally,
the authors conducted bootstrapping for the results of a multi-group
analysis (Table 7).
The results in Table 7 highlight that in the group of men, con-
structs of economic CSR and philanthropic CSR have a significant and
positive effect on green behaviour; but the effect of constructs of
legal CSR and ethical CSR on green behaviour among men was not
confirmed. However, the results indicate that in the group of women,
the legal CSR variable has a significant and negative effect on green
behaviour and the ethical CSR variable has a significant and positive
effect on green behaviour. However, the effect of constructs of eco-
nomic CSR and philanthropic CSR on green behaviour among women
was not confirmed.
Overall, the results of the MGA suggest that the gender variable
does not moderate the relationship between latent variables of eco-
nomic CSR, ethical CSR and philanthropic CSR with the green behav-
iour of employees in the Iranian food industry whereas it affects the
relationship between the legal CSR variable and green behaviour. In
such a way that the negative and significant effect of the legal CSR
latent variable on green behaviour in women (β = 0.42, t = 2.65) is
more than in men (β = 0.05, t = 0.77) (Table 7). Therefore, Hypothe-
ses c1,2 and 4 are rejected and Hypothesis c2 is confirmed.
5 | DISCUSSION
Given that one of the key variables in the study of organisational
behaviour is the discussion of employee relationship with the com-
pany (Supanti et al., 2015), and employee trust in the company is one
of its main indicators (Bell & Menguc, 2002; Fu et al., 2014; Lee, Choi,
et al., 2012), this study assumes that green trust enhances the green
behaviour of employees. In this regard, the results confirm that the
variable of green trust has a positive and significant effect on the
green behaviour among employees of food businesses in Iran. This
finding is a confirmation of the theory of social exchange (Blau, 1964)
since it assumes that involvement in public and positive behaviours is
likely to raise if the level of employees' trust in the company increases
(Mael & Ashforth, 1992; Parzefall, 2008). Therefore, if employees'
trust in the company's green performance increases, they will be more
motivated to engage in environmentally friendly behaviours such as
green behaviours. In confirmation of this result, Su and Swanson
(2019) also reported that organisational trust has a positive and signif-
icant effect on the green behaviours of the hotel staff.
Our findings reveal that economic, ethical and philanthropic CSR
has a positive and significant effect on the green behaviour among
employees of the food industry in Iran. These results are in line with
De Roeck and Farooq's (2018) argument that employees can be
encouraged to engage in green behaviours by improving social condi-
tions in the workplace. This finding also supports the theory of social
information processing (Crick & Dodge, 1994; Sukumar et al., 2022).
According to this theory, employees' perceptions of CSR activities
may affect employees' public benefit behaviours, including employees'
efforts to preserve or reduce environmental damage (De Roeck &
Farooq, 2018; De Roeck & Maon, 2018; Su & Swanson, 2019). There-
fore, if employees evaluate the corporate environment as positive in
doing economic, ethical and humanitarian work, they are more likely
to be led to positive behaviours such as green behaviour. In support
of this claim, Sabokro et al. (2021) in a study showed that CSR affects
the green behaviours of employees of industrial companies. In addi-
tion, other studies have shown that CSR activities improve environ-
mentally friendly and sustainability behaviours (Chuah et al., 2020;
Lee, Kim, et al., 2012; Suganthi, 2019). In addition, the results showed
that the variable of green trust mediates the relationship between the
variables of economic, ethical and philanthropic CSR with the green
behaviour of Iranian food industry employees. This finding is consis-
tent with the literature (Chuah et al., 2020; Hansen et al., 2011;
Jafari-Sadeghi & Dana, 2022; Su et al., 2017; Su & Swanson, 2019;
Tourigny et al., 2019; Yoon et al., 2016) as they confirmed that under-
standing CSR actions can strengthen the relationship between
employees and the company. These studies, based on reciprocity the-
ory (Falk & Fischbacher, 2006) and consistency theory
(Anderson, 1981), have shown that CSR activities improve citizenship
behaviours through trust. For example, Chuah et al. (2020) in the
study showed that green trust affects the relationship between CSR
and customer sustainable behaviour. Also, Su and Swanson (2019) in a
study showed that organisational trust mediates the impact of CSR on
the green behaviours of hotel employees.
Although the results of extant research (Farooq et al., 2014;
Farrington et al., 2017; Gond et al., 2017; Lee, Choi, et al., 2012; Su &
Swanson, 2019; Vlachos et al., 2010; Zhang & Ahmad, 2021) have
TABLE 7 Results of the moderating
effects of gender
Structural path
β (t)
Δβ t-value Sig.
Men Women
Economic CSR ––› GB 0.27 (3.57a
) 0.21 (1.34) 0.07 0.40 0.686
Legal CSR ––› GB 0.05 (0.77) 0.42 (2.65a
) 0.37 2.20b
0.028
Ethical CSR ––› GB 0.11 (1.57) 0.44 (2.45b
) 0.33 1.93 0.054
Philanthropic CSR ––› GB 0.22 (3.24a
) 0.10 (0.70) 0.12 0.75 0.445
a
b
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shown that CSR activities strengthen organisational trust and positive
behaviours, however, our findings did not support the positive and
significant role of legal CSR in improving the green trust and behav-
iour among employees of Iranian food businesses. Subsequently, legal
CSR confirms that companies are required to comply with legal
requirements, otherwise, they will be dealt with legally. Therefore,
although is necessary, legal CSR is not a positive action to increase
green behaviours from the perspective of employees. It can be said
that for employees, legal CSR—that is, compliance with laws and
regulations—is a mandatory practice that all companies are required
to comply with. Therefore, according to information processing the-
ory, when employees do not evaluate legal CSR as a public good
behaviour, it cannot reinforce positive behaviours such as green
behaviour among them. In support of this argument, Kim, Song, et al.
(2017) also highlighted that legal CSR does not affect customers'
behavioural intent.
Because gender analysis is important for understanding people's
behaviours to protect the environment (Folberg & Kaboli-
Nejad, 2020), this study hypothesised that gender moderates the rela-
tionship between CSR activities and green behaviour. The results
showed that the gender variable only moderates the relationship
between legal CSR and the green behaviour of employees. That is, the
green behaviour of women is more negatively affected by the legal
CSR in the Iranian food industry than men. In addition, the results of
this analysis represent that, among men, economic and philanthropic
CSR, and, among women, ethical CSR has a positive and significant
effect on the green behaviour of employees. Therefore, in line with
the findings of previous studies (Ahmad et al., 2021; Birindelli
et al., 2019; Nhamo & Mukonza, 2020), it can be stated that to
develop green behaviour in men, we must focus on economic issues
and in women paid more attention to moral and value issues. These
findings support the argument of Davidson and Freudenburg (1996)
that gender differences in environmental issues are not the same
everywhere in the world. Overall, these results are wonderful and
require further study—based on the gender socialisation theory—to
understand how green attitudes and behaviours are formed among
women and men.
6 | CONCLUSIONS AND IMPLICATIONS
A review of the existing literature shows that extant CSR research has
focused more on external customers whereas few studies have exam-
ined the effects of CSR practices on internal customers (e.g.,
employees). To address this gap, the present study focuses on
employees of Iranian food business to develop an integrated model in
which the dimensions of social responsibility (e.g., economic CSR, legal
CSR, ethical CSR and philanthropic CSR) as predictor variables, the
company's relationship with Employees (e.g., green trust) were exam-
ined as a mediating variable, demographic characteristics (e.g., gender)
as a moderating variable and employees' green behaviour as an out-
come variable. Accordingly, it was found that social factors—such as
CSR activities and green trust—in Iranian food companies have a very
important role in improving the green behaviours of employees. In
addition, based on the research findings, it was concluded that the
effects and consequences of CSR programmes on employees' attitudes
and behaviours can be different based on their demographic character-
istics. Subsequently, it was found that the green behaviour of female
employees is affected more than the value and ethical aspects and
male employees are affected more than the economic aspects of CSR.
These results provide important theoretical and practical implications.
In terms of theoretical implications, the present study reveals that
improving green behaviours depends not only on the company's CSR
practices but also it depends on employees' relationships with the
company such as green trust. In addition, this study highlighted the
importance of the role of CSR dimensions (economic, ethical and phil-
anthropic) in improving the green behaviour of employees, which has
not been considered in previous studies. Also, in line with theoretical
implications, the present study showed that the effects of CSR pro-
grammes on employees' green behaviour vary according to their gen-
der. This finding gives future researchers the idea to hypothesised and
test the outcomes of CSR programmes by considering demographic
characteristics as a moderating factor. Finally, the present study pro-
vides appropriate knowledge and awareness about the effects of CSR
practices in Iran, especially in the Iranian food business, which can be
used for emerging market research in future.
In terms of practical implications, the results of this study provide
appropriate guidance to help policymakers and managers of food
companies and businesses. Indeed, they can use the results of this
study to promote green behaviours among employees, which in the
long run leads to increased competitiveness and value proposition of
these companies. In this regard, policymakers and managers are
advised to develop specific programmes and actions in the field of
social responsibility for the company. They can also try to increase the
knowledge and awareness of food business employees by clarifying
the CSR actions and programmes. In addition, decision-makers should
act through rewards and incentives to encourage employees to imple-
ment CSR programmes. Finally, according to the research results, pol-
icymakers and managers should focus on certain aspects of CSR,
taking into account the gender of employees. For example, in the
female employee group, more emphasis should be placed on ethical
and value issues, and in the male employee group, more emphasis
should be placed on the economic issues of the CSR activities. It is
hoped that by doing so, the behaviour of employees in the food busi-
ness will be strengthened to produce clean, healthy, and environmen-
tally friendly products.
7 | LIMITATIONS AND SUGGESTIONS FOR
FUTURE STUDIES
This research has some limitations that should be considered in gener-
alising and applying its results in future research. First, on the one
hand, this study was conducted in a single sector—the food industry.
Therefore, the generalisation of its results to other sectors is limited.
Future research could test this model in other sectors (e.g., industrial,
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tourism, and agricultural companies) to increase the generalisability of
these results. On the other hand, the data of the present study were col-
lected in the context of Iran, an emerging market country that is still in
the early stages of implementing CSR programmes. Therefore, the gen-
eralisation of the results of this study to other countries should be
avoided since culture is a determining variable in CSR studies (Ahmad
et al., 2021; Su & Swanson, 2019). For this purpose, researchers are
advised to examine the model of this research in different contexts to
increase the generalisability or exceptional results. Second, this study
evaluated the effects of CSR programmes in the food business on
employees' green trust and behaviour regardless of the type of products
and brand (firm) of the company. Hence, it is recommended that future
studies examine the effect of variables such as product type and com-
pany brand as moderators along with gender. Third, according to the
cross-sectional design of this study, it is not possible to provide accurate
causal inferences in the field of relationships between variables. The
results of this cross-sectional study help to clarify the relationship
between the perceived CSR dimensions, perceived green trust and per-
ceived green behaviour. However, to accurately evaluate the effective-
ness of CSR activities in improving the actual green behaviour of
employees, it is necessary to design longitudinal studies and collect data
from different periods. Finally, this study was conducted at the time of
the outbreak of the COVID-19 virus in the world, especially its severe
conditions in Iran. In this situation, firstly, most businesses are on forced
closure, and secondly, all actions and programmes of companies to com-
bat the coronavirus have been prepared. Thus, there is a possibility of
bias and error in the results due to these special conditions. Hence,
researchers are advised to repeat this study in post-corona conditions.
ACKNOWLEDGEMENTS
This research was supported by Vice Chancellor for Research and
Technology (VCRT) at Ilam University under grant number [04-IRILU-
Lh-000145-21]. The authors thank our colleagues from VCRT at Ilam
University for their financial support, insight and expertise to carry
out this study.
ORCID
Nematollah Shiri https://orcid.org/0000-0002-7797-3076
Vahid Jafari-Sadeghi https://orcid.org/0000-0003-3083-6119
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How to cite this article: Shiri, N., Jafari-Sadeghi, V. (2023).
Corporate social responsibility and green behaviour: Towards
sustainable food-business development. Corporate Social
Responsibility and Environmental Management, 30(2), 605–620.
https://doi.org/10.1002/csr.2377
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