Employee response to CSR in China: the moderating effect of collectivism

Abstract

Purpose The purpose of this paper is to examine the relationship between employees’ corporate social responsibility (CSR) perception and their organizational identification in a Chinese context. The moderating effect of employees’ collectivist orientation on the relationship between CSR perception and organizational identification is also examined. Design/methodology/approach Data were collected from 308 employees of 7 firms in Zhejiang Province, located in southeast China. Hierarchical regression analyses were utilized to test the hypotheses. Findings The results indicate that all three dimensions of CSR perception in this study, specifically, economic, philanthropic and strategic CSR perception, are strongly and positively related to the organizational identification of employees. Employees’ collectivist orientation positively influences the relationship between strategic CSR perception and organizational identification. In contrast, collectivist orientation negatively influences the relationship between economic CSR perception and organizational identification. However, no moderating effect of collectivism on the relationship between philanthropic CSR perception and organizational identification was found. Research limitations/implications The findings highlight the positive relationship between employees’ CSR perception and their workplace attitudes, shedding particular light on how employees’ personal values influence their responses to CSR in Chinese organizations. Originality/value This study extends the current understanding on the relationship between CSR and organizational identification. Particularly, the authors include multiple dimensions of CSR (economic, philanthropic and strategic CSR) in the research model, demonstrating that the link between CSR perception and organizational identification is influenced by employees’ collectivist orientation.

Do CSR activities increase organizational citizenship behavior among employees? Mediating role of affective commitment and job satisfaction

“…Employees' CSR perception is their perspective of the company's willingness to go beyond their primary goal of earning profit and carry out activities that not only benefit the company but the society as a whole (Schaefer, Terlutter, & Diehl, 2020). Several scholars have suggested that CSR perceptions reflect positive organizational outcomes among stakeholders, both internal and external (Asante Boadi, He, Bosompem, Opata, & Boadi, 2019; Farrukh, Sajid, Lee, & Shahzad, 2020; Zhao, Lee, & Moon, 2019). As per the literature, researchers are focused on examining the outcome of CSR perceptions on employees' affective commitment, job satisfaction, and OCB in various contexts (Fu et al, 2014; Kim et al, 2017; Kunda et al, 2019; M. Lee & Kim, 2013; Manimegalai & Baral, 2018; Newman et al, 2015).…”

“…Employee's CSR perception improves the cognitive public image of the company. While employees positively view their organization, they also feel proud of being part of the company, which results in their behavioral and attitudinal outcomes to be favorable and positively contributing to the company (Zhao et al, 2019). Thus, the authors of this paper, theoretically predict that employees are more likely to be satisfied, committed, and willing to engage in extra‐role behavior for their organization when they perceive it is socially responsible.…”

Corporate Social Responsibility: Konsekuensi Praktik Dan Hubungannya Dengan Corporate Image Dan Loyalitas Pelanggan

“…Economic CSR. Economic CSR menunjukkan pada sejauh mana perusahaan telah memenuhi tanggung jawab dan kewajiban mereka terkait dengan bisnis mereka untuk mempertahankan pertumbuhan ekonomi, sehingga economic CSR merupakan tanggung jawab yang paling utama dari bisnis apapun (Zhao et al, 2019). Perusahaan yang telah menerapkan economic CSR dengan baik cenderung memiliki status yang lebih tinggi karena mereka mampu bekerja dengan baik, memberikan layanan serta memberikan keuntungan tidak hanya untuk perusahaan mereka saja melainkan untuk masyarakat yang tinggal di wilayah perusahaan tersebut (Zhao et al, 2019).…”

Perceived corporate social responsibility and affective commitment: The mediating role of psychological capital and the impact of employee participation

“…Employees' perceptions can provide a comprehensive understanding of the impact of CSR on job‐related outcomes and individual decisions, attitudes, and behaviors in the workplace (Gond et al, 2017). Given the incoherence between the “walk” (i.e., doing) and the “talk” (i.e., reporting) of CSR today (Papacharalampous et al, 2019), employees' subjective perception appears to be essential for capturing the true essence of CSR practices (Zhao et al, 2019). So far, most of employee‐focused empirical works have explored the impact of CSR perception on outcomes such as organizational commitment (Brammer et al, 2007; Hofman & Newman, 2014; Turker, 2009), organizational identification (Zhao et al, 2019), job satisfaction (de Roeck et al, 2014), job performance, and organizational citizenship behavior (Newman et al, 2015).…”