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Effects of perceived organizational CSR value and employee moral identity on job satisfaction: a study of business organizations in Thailand

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Abstract

Research has shown that corporate social responsibility (CSR) can have a positive impact on the firm’s reputation and financial performance. Moreover, CSR activities can have a positive impact on employees’ workplace experience. Consistent with past research, we argue that perceived organizational CSR value can have a positive impact on job satisfaction. We also argue that employees’ moral identity can play an important moderating role on the perceived CSR effect. Specifically, the current study was designed to test the predictive effects of perceived organizational CSR value on job satisfaction. In addition, the study was designed to test the moderating roles of two moral identity dimensions, internalized and symbolic moral identity, on the effect of perceived organizational CSR value on job satisfaction. The study results were generally supportive of the hypotheses. Managerial implications of the study findings were also discussed.

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Authors and Affiliations

  1. Old Dominion University, Norfolk, VA, 23529-0220, USA

    Anusorn Singhapakdi

  2. Yonsei University, Seoul, South Korea

    Dong-Jin Lee & Hyuntak Roh

  3. Virginia Tech, Blacksburg, VA, USA

    M. Joseph Sirgy

  4. National Institute of Development Administration, Bangkok, Thailand

    Kalayanee Senasu

  5. Duksung Women’s University, Seoul, South Korea

    Grace B. Yu

Authors
  1. Anusorn Singhapakdi
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  2. Dong-Jin Lee
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  3. M. Joseph Sirgy
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  4. Hyuntak Roh
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  6. Grace B. Yu
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Correspondence to Anusorn Singhapakdi.

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Appendix

Appendix

Perceived organizational CSR value (responses were captured on 7-point Likert-type scales)

  1. 1.

    Top management believes that socially responsible behavior, not just legal compliance, is paramount to the success of the organization.

  2. 2.

    In my organization there is a sense of responsibility among employees for maintaining a socially responsible reputation.

  3. 3.

    In my organization, there are no rewards for socially responsible decisions.*

  4. 4.

    Top management believes that our organization should help to improve the quality of life and the general welfare of society.

Moral identity (responses were captured on 7-point Likert-type scales)

Respondents were prompted to visualize a person who is caring, compassionate, fair, friendly, generous, helpful, hardworking, honest, and kind, and then asked to show the level of agreement with different moral identity statements.

  1. 1.

    It would make me feel good to be a person who has these characteristics. (IMI)

  2. 2.

    Being someone who has these characteristics is an important part of who I am. (IMI)

  3. 3.

    I often wear clothes that identify me as having these characteristics. (SMI)*

  4. 4.

    I would be ashamed to be a person who had these characteristics. (IMI, reverse coded)*

  5. 5.

    The types of things I do in my spare time (e.g., hobbies) clearly identify me as having these characteristics. (SMI)

  6. 6.

    The kinds of books and magazines that I read identify me as having these characteristics. (SMI)

  7. 7.

    Having these characteristics is not really important to me. (IMI, reverse coded)*

  8. 8.

    The fact that I have these characteristics is communicated to others by my membership in certain organizations. (SMI)

  9. 9.

    I am actively involved in activities that communicate to others that I have these characteristics. (SMI)

  10. 10.

    I strongly desire to have these characteristics. (IMI)

Job satisfaction (responses were captured on 7-point Likert-type scales)

  1. 1.

    Generally speaking, I am very satisfied with this job.

  2. 2.

    I frequently think of quitting this job. (reversed-score item)*

  3. 3.

    I am generally satisfied with the kind of work I do in this job.

  4. 4.

    Most people on this job are very satisfied with the job.

  5. 5.

    People on this job often think of quitting.*

Note: deleted items are marked with *

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Singhapakdi, A., Lee, DJ., Sirgy, M.J. et al. Effects of perceived organizational CSR value and employee moral identity on job satisfaction: a study of business organizations in Thailand. Asian J Bus Ethics 8, 53–72 (2019). https://doi.org/10.1007/s13520-019-00088-1

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