Purpose – This paper aims to, first, investigate the impact of corporate social responsibility (CSR)’s various dimensions on organizational commitment and job satisfaction, and, second, to examine the moderating role of employee expectations in this relationship. Studies have increasingly focused the attention on the links between perceptions of CSR and employees’ attitudes. However, a majority of studies do concentrate on internal CSR impact. Design/methodology/approach – A field study based on data from 621 workers. The constructs were measured by validated self-report questionnaires. Findings – The results show that ethical and legal internal and external practices significantly influence the affective organizational commitment. The results also indicate that job satisfaction is positively influenced by internal and external ethico-legal practices as well as by philanthropic practices. Nonetheless, the role of expectation as moderator could not be demonstrated. This matter is discussed in the section dedicated to the limitations of the study. Originality/value – The originality of the contribution is undoubtedly to have integrated the concept of citizen-worker in this research on CSR.

This study contributes to our understanding of the mediating and moderating processes through which satisfaction with developmental human resources practices are linked with organizational citizenship behaviour. Our model posits that the effect of satisfaction with developmental human resources practices on organizational citizenship behaviour is mediated by perceived organizational support and is moderated by job breadth. The methodology consisted of collecting data from 331 nurses who were surveyed about their satisfaction with developmental human resources practices, perceived organizational support, organizational citizenship behaviours and job breadth. Results support this model.

The paper is an empirical contribution to the intention to remain at work until legal retirement age among different age subgroups of employees. Three groups of antecedents are analyzed: health condition, professional competence, and psychosocial work conditions, among two age groups of employees: 40-to 49-year-old employees and employees 50 years of age or older. The participants are employees from the service industry who are subject to annual control by occupational medicine (n = 280). They completed the VOW/QFT (Vragenlijst Over Werkbaarheid / Questionnaire sur les Facultés de Travail), a self-report questionnaire measuring several dimensions to understand the intention to remain at work. Hierarchical regression analyses tested the hypotheses. Results show there is clearly distinctive process between employees who were 40-49 years old and those over 50 in the explanation of intention to work until the lawful retirement age. Among the first group, perceived health and increase in abilities explained the intention to remain (psychosocial aspects were not an incremental explanation); among the second, it was the possibility of participation that motivated them to work. Implications concern the management of age and career: These are not the same factors that explain the intention to remain at different stages of the career. This research clarifies the respective roles of health, professional competence, and work conditions to understand the intention to remain by studying their incremental explanations and distinguishing two subgroups of age.

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