The purpose of the study is to (a) examine the impact of perceived micro Corporate Social Responsibility (micro-CSR) on organizational (trust, justice, identification) and employee job-related behavioral and attitudinal outcomes, (b) measure the mediating influence of the organization, (justice, identification, trust) in an association among perceived micro-CSR and employee job-related behavioral and attitudinal outcomes and (c) conduct a meta-analysis about CSR and employee behavioral and attitudinal outcomes related studies. The theory of social exchange supports the parallel mediation model. Questionnaires were distributed among the senior and junior executives of cellular network companies in Pakistan. A total (n = 767) of usable questionnaires were returned cross-sectional, representing (a 92%) response rate. The collected data was first analyzed via factor analysis and measurement model estimation. A structural equation model (SEM) analyzed the parallel mediation model. Third, the PRISMA model was used to conduct a meta-analysis. The study found that perceived micro-CSR positively predicts organizational commitment and job satisfaction, whereas it negatively predicts counterproductive work behaviors (CWBs) and turnover intent. Second, it was found that the organizational (trust, justice, and identification) significantly mediates between perceived micro-CSR and commitment, satisfaction, and CWBs, whereas organization (trust, justice, and identification) insignificantly mediates between perceived micro-CSR and turnover intent. The parallel mediating framework shows that perceived CSR results in positive attitudes and behaviors. Our analysis thus offers concrete evidence encouraging businesses and administrators to be involved in CSR initiatives. The study is original, and the result of the study is valuable for all the stakeholders of business and management.
