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The purpose of this study is to examine how formal and informal institutions play a role in the Iranian context in shaping corporate social responsibility (CSR) policies and practices.

Using a multiple case-study approach combining comparative and cross-sectional methods with semi-structured interviews, primary data was collected from eight corporations that actively participated in CSR activities in Iran. A microanalysis approach was used to examine the meanings and dynamics in the data. Through thematic analysis and pattern-matching techniques, the authors separately examined the roles of formal and informal institutions. Cross-case analysis was used to highlight the cases’ similarities and differences.

This study demonstrates that both formal and informal institutional structures exist in Iran and that both types influence CSR. This study also shows that informal institutions (such as personal values, culture, religion, traditions, charity and philanthropy) play a more explicit role than formal institutions (such as legal regulations and laws) in shaping CSR adoption policies and practices. The results indicate that, among institutions linked to CSR, formal and informal institutions are complementary and potentiate each other in Iran. Nevertheless, compared to formal ones, informal institutions play a more prominent role in shaping CSR policies and practices.

The authors recognize that, although the eight corporations are large, and although they interviewed their key personnel, they do not claim that these findings are generalizable, owing to the qualitative nature of the study and the small number of selected corporations.

This study makes relevant theoretical and empirical contributions. First, it contributes to the growing body of CSR literature that highlights the necessity of linking informal and formal institutions. Although the CSR literature lacks research on informal institutions in developing economies, researchers have yet to push forward and explore how the CSR adoption process works in developing economies that have influential informal institutions.

This paper proposes an approach to identify categorical influencers (i.e. influencers is the person who is active in the targeted categories) in social media channels. Categorical influencers are important for media marketing but to automatically detect them remains a challenge.

We deployed the emerging deep learning approaches. Precisely, we used word embedding to encode semantic information of words occurring in the common microtext of social media and used variational autoencoder (VAE) to approximate the topic modeling process, through which the active categories of influencers are automatically detected. We developed a system known as Categorical Influencer Detection (CID) to realize those ideas.

The approach of using VAE to simulate the Latent Dirichlet Allocation (LDA) process can effectively handle the task of topic modeling on the vast dataset of microtext on social media channels.

This work has two major contributions. The first one is the detection of topics on microtexts using deep learning approach. The second is the identification of categorical influencers in social media.

This work can help brands to do digital marketing on social media effectively by approaching appropriate influencers. A real case study is given to illustrate it.

In this paper, we discuss an approach to automatically identify the active categories of influencers by performing topic detection from the microtext related to the influencers in social media channels. To do so, we use deep learning to approximate the topic modeling process of the conventional approaches (such as LDA).

This study explores the perception of employees in textile industry firms in Northern Portugal regarding the influence of leadership and reward systems (RS) on their motivation (intrinsic and extrinsic) and job satisfaction (JS).

A questionnaire was addressed to the employees of 12 firms, obtaining a sample of 256 valid responses, for which a structural equation model was estimated.

The results showed that leadership and RS influence JS only through the mediating effects of intrinsic and extrinsic motivation.

This study makes empirical and theoretical contributions, testing the relationship between leadership and employees' JS and how this relationship can be mediated by RS, and motivation – both intrinsic and extrinsic. Moreover, this study was conducted in Portugal, country where these issues have not been researched jointly before.