Corporate Social Responsibility Influences, Employee Commitment and Organizational Performance

Abstract

This study analysis the multifaceted influence CSR on employee organizational commitment and organizational performance. The important matter for corporate sustainable growth especially era of global recession. Researchers are advising corporations to consider amount spent on CSR as investment than expenses. This study focused on employees perceptions towards CSR. Companies worried about high employee turnover, employee absenteeism and employee low motivation towards work and organization. These findings are very useful for decision makers and researchers. The organization can enhance their employee organizational commitment through involving themselves in social activities for instance identifying needs of the community and fulfilling them, working for better environment, involving in employee welfare, producing quality products for customers and complying with government rules and regulations and working within legal ambiance. All these activities significantly and positively influences employee commitment with organization and improve organizational performance .This study provides important information to decision makers involved designing employee related policies for uplifting moral and motivate them to remain loyal committed with their organization and work hard for uplifting of organization.

The problem of CSR: an exploration of relationship between CSR initiatives and excess work ethic

“…The third aspect of the study highlighted the moderating effect of the PEO between EWE and OI and WM. This has been argued that employees that value higher social and environmental standards within and outside the organization do commit to organizational CSR initiatives and it directly affects their identification with the organization and gives meaningfulness to their work (Ferreira and de Oliveira, 2014; Franco and Suguna, 2017). This results in person-organization fit as both employee and the employer are working toward the same cause.…”

The mediating role of innovation in the relationship between organizational culture and organizational performance in Pakistan's banking sector

“…Previous studies have supported the effects of organizational culture on organizational performance (Aktaş et al, 2011; Ali et al, 2016; Purnama, 2013; Yesil & Kaya, 2013). According to researchers, many factors can affect the overall performance of an organization, such as employee commitment (Franco & Suguna, 2017); organizational commitment (Macedo et al, 2016); job satisfaction (Latif et al, 2013; Wood et al, 2012); innovation (Ruiz‐Jiménez & del Mar Fuentes‐Fuentes, 2013); organizational learning (Jiménez‐Jiménez & Sanz‐Valle, 2011); and organizational culture (Abubakre et al, 2014; Givens, 2012; Siam & Hilman, 2014). In these studies, organizational culture has a positive effect on organizational performance.…”

Explores the Relationship between Organizational Culture and Organizational Performance in the Bangladeshi Microfinance Sector: Organizational Innovation is a Mediating Factor

“…Much earlier research has concentrated on the association between the culture of an organization and organizational success/performance (Acar & Acar, 2014;Kadek Suryani & Foeh, 2019). According to academics, several variables can influence the overall achievement/performance of the institutions, like as staff job satisfaction (Latif et al, 2013;) employee commitment, innovation of organization of the company (Franco & Suguna, 2017); Company acquiring procedure, and company culture (Abubakre et al, 2014;) and company commitment (Macedo et al, 2016). Organizational performance is defined as the aggregate of all business/department achievements.…”