Corporate social responsibility (CSR) initiatives toward internal and external stakeholders can independently contribute to employee attitudes and behaviors. However, little is known about the joint effects of (in)congruent internal-external CSR strategies on employee outcomes. Drawing from social exchange theory, we argue that when employees perceive that their organizations excessively favor CSR efforts to external rather than internal stakeholders, it can trigger a psychological contract breach, resulting in increased employees' turnover intention. We utilized a fuzzy-set qualitative comparative analysis method and the data of 511 employee from various industries in the Philippines to investigate the interaction effects. The results revealed that a congruent CSR strategy with high internal and external CSR perceptions is critical in fulfilling employees' psychological contracts and retaining employees. However, for employees with low perceived internal CSR, a high incongruent CSR perception led to a psychological contract breach and ultimately to high turnover intention. Psychological contract breach weakened the negative joint effect of high perceived internal and external CSR on turnover intention and strengthened the positive effect of high perceived incongruent CSR on turnover intention. Implications for research and practice are discussed.

中文翻译：

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（不）一致的企业社会责任战略会影响员工的离职意愿吗？新兴国家的结构分析

针对内部和外部利益相关者的企业社会责任 (CSR) 举措可以独立地影响员工的态度和行为。然而，关于（不）一致的内部-外部 CSR 战略对员工成果的联合影响知之甚少。根据社会交换理论，我们认为，当员工认为他们的组织过度支持外部而不是内部利益相关者的 CSR 努力时，它会引发心理契约违约，从而增加员工的离职意向。我们利用模糊集定性比较分析方法和来自菲律宾各行业的 511 名员工的数据来研究交互作用。结果表明，具有高度内部和外部 CSR 认知的一致 CSR 战略对于履行员工的心理契约和留住员工至关重要。然而，对于内部 CSR 认知度低的员工，CSR 认知度高不一致会导致心理契约违约，并最终导致高离职意向。心理契约违约削弱了高感知内部和外部CSR对离职倾向的负向联合作用，强化了高感知不一致CSR对离职倾向的正向影响。讨论了对研究和实践的影响。高度不一致的企业社会责任认知导致心理契约违约，并最终导致高离职意向。心理契约违约削弱了高感知内部和外部CSR对离职倾向的负向联合作用，强化了高感知不一致CSR对离职倾向的正向影响。讨论了对研究和实践的影响。高度不一致的企业社会责任认知导致心理契约违约，并最终导致高离职意向。心理契约违约削弱了高感知内部和外部CSR对离职倾向的负向联合作用，强化了高感知不一致CSR对离职倾向的正向影响。讨论了对研究和实践的影响。