Examining the Relationship Between Corporate Social Responsibility, Job Satisfaction and Organizational Commitment: A Comparative Study of POSCO and Baosteel

2016 ◽  
Vol 22 (11) ◽  
pp. 3572-3576 ◽  
Author(s):  
Qin Yang ◽  
Young-Chan Lee
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Comparative Study ◽  
Corporate Social ◽  
The Relationship

scholarly journals The Performance Implication of Corporate Social Responsibility: The Moderating Role of Employee’s Prosocial Motivation

2021 ◽  
Vol 18 (6) ◽  
pp. 3128
Author(s):  
Min-Jik Kim ◽  
Byung-Jik Kim
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Organizational Performance ◽  
Future Research ◽  
Prosocial Motivation ◽  
Moderated Mediation Model ◽  
Micro Level ◽  
Corporate Social ◽  
The Relationship

Although there has been extensive research on the corporate social responsibility (CSR)–performance link, full understanding is still elusive. A possible reason for this is the limited understanding of the underlying processes that affect the relationship. Grounded in institutional theory, which emphasizes the importance of micro-level intermediating processes (e.g., employees’ perceptions and attitudes) to explain a macro-level association (i.e., CSR to organizational performance), we built a moderated mediation model where: (i) organization commitment mediated the influence of CSR on organizational performance, and (ii) an employee’s prosocial motivation moderated the relationship between CSR and organizational commitment. Using three-wave time-lagged survey data obtained from 302 Korean workers, we found that organizational commitment is an important micro-level process in the CSR–performance link, and that the level of an employee’s prosocial motivation can positively moderate that link. We discuss theoretical and practical implications, along with limitations and future research directions.

scholarly journals Impact of Employee Motivation on Job Satisfaction With Respect To Corporate Social Responsibility and Rewards

2013 ◽  
Vol 3 (3) ◽  
pp. 226
Author(s):  
Muhammad Yousaf Khan ◽  
Muhammad Rizwan ◽  
Muhammad Ibrahim Arshad ◽  
Muhammad Fahad Anwar
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resource ◽  
Employee Motivation ◽  
Direct Relation ◽  
Extrinsic Rewards ◽  
Level Of Significance ◽  
Corporate Social ◽  
The Relationship

Nowadays, human resource is considered to be the most important asset of any organization. In order to get the efficient and effective results from human resource and to make them feel satisfied at their respective jobs, employee motivation is compulsory. An active and effective Corporate Social Responsibility (CSR) Division and Rewards System of an organization  play significant role in motivating employees The current study examines the relationship between employee’s motivation and job satisfaction with respect to Rewards (Both Intrinsic & Extrinsic) and CSR (Internal & External). Employees of banks and few organizations of Bahawalpur were taken as sample of the study. An already developed questionnaire was used for data collection. 184 questionnaires were distributed. The data was analyzed using regression analysis. All findings were checked at 0.05 level of significance. The result concludes that there is a significant impact of External CSR on employee motivation while Internal CSR has an insignificant impact on employee motivation. Similarly, there is a direct relation of extrinsic rewards and the employee’s motivation. Interestingly, extrinsic rewards found an insignificant impact on employee motivation. However, Employee Motivation is directly related to job satisfaction. This study has got managerial importance in the context that it is not the extrinsic rewards always at all levels which motivate employees. This study gives a direction to the management of the organizations including banks the importance of intrinsic rewards and external CSR.

Transformational leadership and affective organizational commitment: mediating roles of perceived social responsibility and organizational identification

2017 ◽  
Vol 13 (3) ◽  
pp. 585-600 ◽  
Author(s):  
Gregory W. Allen ◽  
Prince A. Attoh ◽  
Tao Gong
Keyword(s):  
Transformational Leadership ◽  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Organizational Identification ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Corporate Social ◽  
The Relationship ◽  
Staff Level

Purpose The purpose of this research was to examine the mediating roles of staff-level employee perceptions of corporate social responsibility (PCSR) and organizational identification in the relationship between transformational leadership and affective organizational commitment. Design/methodology/approach A survey was administered to staff-level employees of private sector companies through social media groups comprising members of the alumni associations of two universities in the northeast of America. A total of 218 responses were received, and the data were analyzed using a serial multiple mediator model. Findings The research indicates that transformational leadership helps staff-level employees perceive the organization as socially considerate, which in turn adds to their feelings of identification and commitment to the organization. Perceived corporate social responsibility and organizational identification do mediate the relationship between transformational leadership and affective organizational commitment. Leader development programs should consider emphasizing transformational leadership to achieve a win for both organizations and society. Originality/value This study adds empirical evidence to understand the linkage between transformational leadership and PCSR in staff-level employees. The research provides insight into how leaders can be responsive to stakeholder demands through transformational leadership, how PCSR is engendered at the staff-level, how staff-level employee PCSR contributes organizational value and how PSCR and organizational identification partly explain how transformational leadership effects affective organizational commitment.

scholarly journals AFFECT OF CORPORATE SOCIAL RESPONSIBILITY TO JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: THE CASE OF FOOD PROCESSING ENTERPRISES

2019 ◽  
Vol 1 (26) ◽  
pp. 22-30
Author(s):  
Hung Thanh Nguyen ◽  
Dung My Ho ◽  
Phuc Thi Hong Nguyen
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Analytical Method ◽  
Food Processing ◽  
Structural Equation ◽  
Equation Modeling ◽  
Corporate Social

This research aims at identifying impact of CSR on dimensions of job satisfaction and organizational commitment. The sample size of 422 was collected from staffs and managers. The analytical method of Structural Equation Modeling,(SEM) was used in this research. The results of the study showed that four factors of CSR including employee, customer, environment, and legality positively influenced job satisfaction and organizational commitment.

scholarly journals The Relationship Between Perceived Corporate Social Responsibility and Employee-Related Outcomes: A Meta-Analysis

2021 ◽  
Vol 12 ◽  
Author(s):  
Agnieszka Paruzel ◽  
Hannah J. P. Klug ◽  
Günter W. Maier
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Effect Sizes ◽  
Research Findings ◽  
Corporate Social ◽  
The Relationship

Although there is much research on the relationships of corporate social responsibility and employee-related outcomes, a systematic and quantitative integration of research findings is needed to substantiate and broaden our knowledge. A meta-analysis allows the comparison of the relations of different types of CSR on several different outcomes, for example to learn what type of CSR is most important to employees. From a theoretical perspective, social identity theory is the most prominent theoretical approach in CSR research, so we aim to investigate identification as a mediator of the relationship between CSR and employee-related outcomes in a meta-analytical mediation model. This meta-analysis synthesizes research findings on the relationship between employees' perception of CSR (people, planet, and profit) and employee-related outcomes (identification, engagement, organizational attractiveness, turnover (intentions), OCB, commitment, and job satisfaction), thereby distinguishing attitudes and behavior. A total of 143 studies (N = 89,396) were included in the meta-analysis which was conducted according to the methods by Schmidt and Hunter (except of the meta-analytical structural equation model). Mean effect sizes for the relationship between CSR and employee-related attitudes and behaviors were medium-sized to large. For attitudes, the relationships were stronger than for behavior. For specific types of CSR, average effect sizes were large. Identification mediated the relation between CSR and commitment, job satisfaction, and OCB, respectively. Based on our results, we give recommendations concerning the design of CSR initiatives in a way that benefits employees.

scholarly journals Mediating Role of Job Satisfaction on Internal Corporate Social Responsibility Practices and Employee Engagement in Higher Education Sector

2020 ◽  
Vol 16 (3) ◽  
pp. 207-227
Author(s):  
Md. Monir Hossen ◽  
Tak Jie Chan ◽  
Nurul Ain Mohd Hasan
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Partial Least Square ◽  
Working Environment ◽  
Employee Empowerment ◽  
Employment Stability ◽  
Corporate Social ◽  
The Relationship

The study aims to investigate the relationship between internal corporate social responsibility (ICSR) practices and employee engagement through job satisfaction as a mediating variable. The ICSR dimensions are comprised of employee empowerment, education and training, employment stability, as well as a working environment. This study is based on the social exchange theory to explore the relationship between the above factors and ICSR. In this study, purposive sampling was adopted. A quantitative (survey) method was employed, generating 93 valid responses. The data was then analyzed using Partial Least Square Structural Equation Modelling through Smart-PLS 3.0. The results revealed that ICSR practices, namely employee empowerment, and employment stability contributed positively to job satisfaction. However, training & education and working environment were found not significant to job satisfaction. In addition, job satisfaction has a positive influence on employee engagement. The results of the study found that except for training, education, and the work environment, job satisfaction mediates the relationship between ICSR practices and employee engagement. Conclusion, implications of the findings, and suggestions for future study are also discussed.

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