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Corporate Social Responsibility and Employee Outcomes: Interrelations of External and Internal Orientations with Job Satisfaction and Organizational Commitment
Journal of Business Ethics ( IF 5.9 ) Pub Date : 2021-06-22 , DOI: 10.1007/s10551-021-04872-7
Erifili-Christina Chatzopoulou , Dimitris Manolopoulos , Vasia Agapitou

We bring together social identity and social exchange perspectives to develop and test a moderated mediation model that sheds light on employees’ perceptions regarding the interrelations between an organization’s external and internal CSR initiatives and their job attitudes and work behaviours. This is important because employees’ sensemaking of CSR motives as being either self-focussed or others-focussed can produce meaningful variations in their job satisfaction and the dimensions of organizational commitment. Also, the consolidation of CSR’s underlying psychological mechanisms can advance our understanding of the processes, contingencies, and outcomes of employees’ perceptions of their employing organization’s CSR initiatives. Our findings indicate that of the two orientations, only external CSR is associated with increased levels of employee commitment through the enhancement of job satisfaction. In particular, job satisfaction was found to fully mediate the impact of external CSR on behavioural commitment and partially mediate its impact on attitudinal commitment. To our surprise, internal CSR has no significant association with job attitudes or work behaviours. We further reveal the complementarity of external and internal CSR orientations; the effect of external CSR on employee outcomes is stronger when employed in concert with internal CSR. Our results contribute to and have implications for both theory and practice.



中文翻译:

企业社会责任和员工成果:外部和内部取向与工作满意度和组织承诺的相互关系

我们将社会认同和社会交换的观点结合起来,以开发和测试一个适度的中介模型,该模型阐明了员工对组织的外部和内部 CSR 计划与其工作态度和工作行为之间的相互关系的看法。这很重要,因为员工将 CSR 动机理解为以自我为中心或以他人为中心,可以在他们的工作满意度和组织承诺的维度上产生有意义的变化。此外,整合 CSR 的潜在心理机制可以促进我们对员工对其雇主组织的 CSR 计划的看法的过程、突发事件和结果的理解。我们的研究结果表明,在这两个方向中,只有外部 CSR 与通过提高工作满意度来提高员工承诺水平相关。特别是,工作满意度被发现完全中介了外部企业社会责任对行为承诺的影响,部分中介了其对态度承诺的影响。令我们惊讶的是,内部 CSR 与工作态度或工作行为没有显着关联。我们进一步揭示了外部和内部 CSR 方向的互补性;当与内部 CSR 一起使用时,外部 CSR 对员工成果的影响会更强。我们的结果对理论和实践都有贡献并具有影响。工作满意度被发现完全中介了外部企业社会责任对行为承诺的影响,部分中介了其对态度承诺的影响。令我们惊讶的是,内部 CSR 与工作态度或工作行为没有显着关联。我们进一步揭示了外部和内部 CSR 方向的互补性;当与内部 CSR 一起使用时,外部 CSR 对员工成果的影响会更强。我们的结果对理论和实践都有贡献并具有影响。工作满意度被发现完全中介了外部企业社会责任对行为承诺的影响,部分中介了其对态度承诺的影响。令我们惊讶的是,内部 CSR 与工作态度或工作行为没有显着关联。我们进一步揭示了外部和内部 CSR 方向的互补性;当与内部 CSR 一起使用时,外部 CSR 对员工成果的影响会更强。我们的结果对理论和实践都有贡献并具有影响。

更新日期:2021-06-23
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