A Conceptual Framework for Exploring the Impacts of Corporate Social Responsibility on Employee Attitudes and Behaviour

Abstract

This article develops a conceptual framework that explains how organizations can influence employees’ attitudes and behaviour through their corporate social responsibility (CSR) activities. There are plenty of studies to suggest the financial benefits of CSR. However, studies are scarce to link CSR with non-financial measures of organizational effectiveness, such as, affective commitment, job engagement and organizational citizenship behaviour (OCB). Moreover, studies are rare to delineate the process through which CSR can bring positive attitudes. Thus, this article focuses on organizational prosocial identity as a mediating variable. The role of communicating CSR activities is almost negligible and to address this gap, this article considers CSR communication as a moderating variable. Drawing from literature, this article argues that the success of an organization lies in enhancing positive attitudes among employees and probably, one of the ways to promote this is through CSR. Based on this assertion, the framework identifies CSR activities towards four stakeholders (employees, customers, community and environment) and its impacts on employees. Several research implications are proposed based on the propositions highlighted in this article.

The effects of corporate social responsibility on organizational performance in the Iranian pharmaceutical industry: The mediating role of TQM

“…Although there are plenty of studies to investigate the financial benefits of CSR (McWilliams and Siegel, 2001;Tsoutsoura, 2004), studies are scarce to link CSR with both financial and non-financial measures of organizational performance (Santhosh and Baral, 2015).…”

“…As a result, company performance would improve significantly over time by embedding CSR into operational practices. More specifically, the CSR approach can inspire a great atmosphere in a company such that all the members of the company act responsibly towards society, finding effective ways to achieve their tasks as long as it is incorporated into operational practices (Choi and Eboch, 1998;Santhosh and Baral, 2015).…”

Çalışanların Bakış Açısından Kurumsal Sosyal Sorumluluk

“…Previous researches indicate a positive relationship between perceptions of CSR and organizational commitment (Kim et al, 2010;Singhapakdi et al2015;Santhosh and Baral, 2015;Hseih and Chan, 2012;Bramer et al, 2007;Petersen, 2004). Social Identification Theory is the basis of CSR and commitment models on previous studies.…”

“…Kim and colleagues (2010) found that firm's CSR firstly affect employee-company identification then it influences employees' affective commitment to their company. Santhosh and Baral (2015) pointed out that organizations can influence employees' attitudes and behavior through their corporate social responsibility (CSR) activities. Besides Hseih and Chan (2012) conducted a research on Taiwan Securities Exchange firms which are implementing corporate social responsibility in Taiwan.…”

“…In this study the relationship among firms' beliefs in CSR, higher order quality of work life, perceived external prestige and commitment are analyzed. Previous researches indicates a positive relationship between perceptions of CSR and organizational commitment (Kim et al, 2010;Singhapakdi et al2015;Santhosh and Baral, 2015;Hseih and Chan,2012;Bramer et al, 2007;Petersen, 2004). In all those studies and models CSR and commitment relations are based on "Social Identification Theory".…”