Corporate social responsibility and organizational commitment

Abstract

Purpose -This paper investigated how perception of organization's social responsibility influenced employees' organizational commitment (OC). Besides, the moderation effect of importance of ethics and social responsibility (ICSR) has been investigated on the relationship. Design/methodology/approach -Responses from 142 business professionals working in Iran have been investigated. Exploratory factor analysis, reliability assessment and regression were applied to analyze the data. Findings -This research indicated that corporate social responsibility (CSR) positively influenced OC of employees. However, no moderation effect was observed in this study. Research limitations/implications -This study provided support for Turker's model in a different setting and added to the body of knowledge in this area by investigating Iranian context which has been rarely discussed in the literature. Practical implications -The findings of this research confirmed that employees show higher commitment when working in socially responsible organization. It also showed that all the four categories of CSR examined in this study (CSR to social and non-social stakeholders, CSR to employees, CSR to customers, and CSR to government) significantly affect OC. Social implications -The findings of this research confirmed that employees show higher commitment when working in socially responsible organization. It also showed that all the four categories of CSR examined in this study (CSR to social and non-social stakeholders, CSR to employees, CSR to customers, and CSR to government) significantly affect OC. Originality/value -Given that most of previous studies on CSR-OC relationship are conducted in Western and European settings, this study provides insights from a culturally different context by examining the relationship in a developing country where CSR is still at its infancy levels. The paper also provides empirical support for a recently proposed CSR model and validates it in a different setting.

Internal Corporate Social Responsibility Practices and Employees’ Job Satisfaction in a Malaysian Banking Company

“…However, there are some other variables (73.3%) that were not explained in this study that contribute incrementally to job satisfaction. = 3, df 2 = 170 P = 0.000 R = 0.529 R 2 = 0.280 Adjust R 2 = 0.267 Nejati and Ghasemi (2013) showed results that are congruence with the current findings, in that their result showed that CSR pertaining to employees was positively related to organisational commitment in Iran, a developing country. In addition, Keraita et al (2013) found that internal CSR (workplace diversity, work-life balance, training and safety) were predictors positively related to employee commitment.…”

Corporate social responsibility and organizational commitment: effects of CSR attitude, organizational trust and identification

“…Existing literature evidenced that the CSR activities undertaken by the companies enhance the organizational commitment of the employees (Peterson, 2004; Turker, 2009b). Also, the CSR activities directed at different stakeholders have a differential effect on organizational commitment (Nejati and Ghasemi, 2013; Turker, 2009b). Organizational commitment reflects three general themes; affective attachment to the organization perceived costs associated with leaving the organization and obligation to remain with the organization; (Meyer and Allen, 1991).…”

Corporate Social Responsibility and Financial Performance Amongst Rural and Community Banks in Ghana

“…Despite the numerous studies linking corporate social responsibility to firms' financial performance which have yielded inconclusive results (Nejati & Ghasemi, 2013;Scholtens & Kang, 2013;Özçelik, Öztürk, & Gürsakal, 2015;Sulemana, 2016;Abukari & Abdul-Hamid, 2018), the mechanisms and processes that mediate the relationship between them (corporate social responsibility and firms' financial performance) is one area that has been grappled with over the past three decades by researchers. Agyemang and Ansong (2017) contented that the conflicting outcome amongst these constructs could be resulting from the disregard of the mediating roles of some pertinent variables such as access to capital and corporate reputation.…”