Purpose

This paper aims to examine whether companies in Indonesian controversial industries can rely on their corporate social responsibility (CSR) practices to improve potential employees' job pursuit intention, which lead to a higher quality of work life (QWL) and a better performance from their employees.

Design/methodology/approach

The target respondents are interns, staff and supervisors of 42 Indonesian listed companies in controversial industries. The data collection method is performed by distributing questionnaires using a seven-point Likert scale. Collected data using partial least squares (PLS) analysis are conducted and tested.

Findings

Consistent with the existing result, the authors find out that potential employees have a higher intention to join and accept a job offer from companies with a higher level of CSR practices. Regarding the corporate social responsibility, it is further proven to have a positive effect on employee's quality of work life. More interestingly, the findings of the current study reveal that CSR also affects employee performance (EP), both directly and indirectly, through QWL.

Research limitations/implications

Findings demonstrate that CSR in Indonesian controversial industry represents an important factor for recruiting top employees that lead to the improvement of the employee's quality of work life and performance.

Practical implications

The findings indicate that enterprises should be more concerned about CSR engagement in attracting new talents, enhancing the quality of work life and cultivating the employee's performance.

Originality/value

This study enhances previous supports and studies on the concept of CSR and human resource management by analyzing the relationship between CSR and employee performance. Previous researches have concentrated their objectives in finding the link between CSR and the financial performance of a company. However, it must be understood that a company's success actually hinges on the performance of one of their greatest assets, the human resources. Additionally, due to the change in generations that will be the job seekers, recruitment strategy to attract job applicants and improve the job pursuit intention (JPI) is now needed more than ever. One of the strategies that Indonesian companies can use to do so is by practicing CSR. Hence, this is the first study in an attempt to observe the overall relationship of the CSR with the job pursuit intention, QWL and EP, especially in the controversial industries. The study will drive companies to intensify their efforts in maintaining good employee performance.

中文翻译：

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企业社会责任，求职意向，工作生活质量和员工绩效：来自印度尼西亚有争议行业的案例研究

目的

本文旨在研究印尼争议行业中的公司是否可以依靠其企业社会责任（CSR）做法来改善潜在员工的求职意向，从而导致更高的工作质量（QWL）和员工的更好绩效。

设计/方法/方法

目标受访者是有争议的42家印尼上市公司的实习生，员工和主管。数据收集方法是通过使用七点李克特量表分配问卷来执行的。使用偏最小二乘（PLS）分析进行收集的数据并进行测试。

发现

与现有结果一致，作者发现，潜在员工有较高的意愿加入并接受具有较高CSR惯例水平的公司的工作机会。关于企业的社会责任，进一步证明它对员工的工作生活质量有积极影响。更有趣的是，本研究的发现表明，企业社会责任也通过QWL直接或间接地影响员工绩效（EP）。

研究局限/意义

调查结果表明，在印度尼西亚有争议的行业中，企业社会责任代表了招聘顶尖员工的重要因素，从而提高了员工的工作生活质量和绩效。

实际影响

调查结果表明，企业应更加关注企业社会责任的参与，以吸引新的人才，提高工作生活质量和培养员工的绩效。

创意/价值

本研究通过分析企业社会责任与员工绩效之间的关系，增强了以往对企业社会责任和人力资源管理概念的支持和研究。先前的研究集中在寻找企业社会责任与公司财务绩效之间的联系上。但是，必须理解，公司的成功实际上取决于其最大资产之一，即人力资源的绩效。此外，由于将要寻找工作的人世代相传，现在比以往任何时候都更加需要吸引人才的招聘策略和改善求职意向（JPI）。印尼公司可以使用的策略之一就是实践企业社会责任。因此，这是首次尝试观察企业社会责任与求职意图的整体关系的研究，QWL和EP，尤其是在有争议的行业中。该研究将推动公司加大努力以保持良好的员工绩效。