Perception of Employee on the Relationship between Internal Corporate Social Responsibility (CSR) and Organizational Affective Commitment (original) (raw)
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The study aimed to aid companies with several recommendations for their corporate social responsibility (CSR) initiatives which may enhance employees’ organizational commitment as well as some recommendations about awareness on CSR in the academic setting. Specifically, the study aimed to determine the following (1) to determine the demographic profile of the employees, (2) determine what are the CSR activities is the companies; (3) determine the level of engagement of employees to their CSR activities; (4) determine how organizationally committed employees are; (5) determine the relationship between employee’s engagement to the company’s CSR and organizational commitment and (6) determine how these data can be used to enhance employees’ organizational commitment through corporate social responsibility as well as how these data can be used to raise awareness about CSR in the academe. The result of the study revealed that (1) both 1-2 years of service and ten and above years of service are the dominant respondents. Although there are employees who are separated and widowed, the dominant respondents are between married and single or unmarried employees only. Those who were 23-27 years old were the dominant respondents based on age and there is an almost equal distribution of respondents based on their Sex; (2) Both internal and external CSR activities are expressed and practiced in the participating companies; (3) Most respondents concurred that they are involved in the corporate social responsibility of their particular companies and other factors related to their involvement; (4) Employee organizational commitment to their respective companies is at a high level; (5) Age (t= 2.763, p= 0.006) and Gender (t= -2.092, p= 0.037) both statistically substantially predict participation in CSR activities and organizational commitment, respectively. It was determined through a linear regression analysis that employees’ organizational commitment was statistically significantly influenced by their participation in CSR activities and lastly; (6) the researcher concluded that employees are organizationally committed when they are engaged in their CSR initiatives. Therefore, the study recommends that selected companies conduct or enhance their CSR initiatives through employee awareness about CSR conduct and its sustainable conduct.
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Past research proposes that corporate social responsibility (CSR) affects employees' behaviors and attitude. However, the empirical evidence of this claim is limited particularly in the context of eastern developing economies like Pakistan. So, the study in hand is an effort to extend the existing CSR literature by investigating the impact of CSR on employee performance using the lens of social identity theory. Additionally, the study also investigates the intervening role of employee engagement (EE) in the above-mentioned association. To test the proposed model, data were collected from employees of the manufacturing sector in two waves with an interval of 4 weeks. The findings suggest that CSR has a significant impact on employees' performance and engagement. Findings also confirm that EE partially mediates the association of CSR and employee performance. The study concludes with its theoretical and practical implications and directions for future researchers.