Examining the Mediating Role of Work Engagement in the Relationship between Corporate Social Responsibility and Turnover Intention: Evidence from Nigeria

Abstract

The subject of corporate social responsibility (CSR) has drawn the attention of many scholars and practitioners in the administrative sciences field. However, few studies have been carried out on Nigerian employees’ perspectives on CSR and on how CSR affects their attitudes and behaviors at work. The present study sought to contribute to narrowing this gap by examining how CSR perceptions, work engagement, and turnover intention are related in a sample of Nigerian workers. More specifically, this study had triple aims: first, describe employees’ perceptions of their employers’ involvement in different CSR domains; second, examine how CSR perceptions were related to employees’ levels of work engagement and turnover intention; third, analyze work engagement intervention as a mediator in the relationship between CSR perceptions and turnover intention. The sample included 118 employees from different organizations who voluntarily participated in an online survey. The findings revealed that respondents consider that their employer organizations have relatively high involvement in CSR activities, especially activities towards customers, employees, and stockholders. Findings also revealed that employees’ perceptions of CSR are related to diminishing levels of turnover intention, via increased work engagement. Therefore, organizations can invest in CSR activities to foster positive employee outcomes in Nigeria.

A new perspective on behavior-based sales control system and salespersons’ job outcomes: an outbound pharmaceutical sales perspective

“…The current study results related to the role of work engagement as a mediator between BBSC systems and salesperson’s performance and turnover intentions discovered a high level of variance in salesperson’s performance 60% and 36% in turnover intentions. These findings are also aligned with prior research such as Bayode and Duarte (2022), Chadha et al (2022), Timms et al (2015); Dorssen‐Boog et al (2021).…”

“…Retaining talented employees is one of the major concerns for organizations nowadays (Boyer et al, 2020;Romão et al, 2022). Empirical evidence suggested that work engagement is a strong antecedent of employee turnover intention (Azharudeen and Arulrajah, 2021;Bayode and Duarte, 2022;Bufquin et al, 2021;Gomes and Seruca, 2023;Mallin et al, 2022;Peltokorpi and Allen, 2023). Studies in this domain showed that work engagement as a motivational construct has an inverse relation with workers' intentions to leave (Albrecht and Marty, 2020;Firzly et al, 2021;Memon et al, 2019;Wang, 2020).…”

“…Individuals with a high level of work engagement form exceptional relationships with their managers/supervisors. As such, they are likely to display more positive attitudes and behaviors (Bayode and Duarte, 2022). Additionally, engaged employees tend to be more satisfied with their work, show devotion to the organization and do not intend to leave the organization (Salanova and Schaufeli, 2008).…”

“…Third, studies from Bayode and Duarte (2022), Mascarenhas et al (2022), Rahaman et al (2022); Suárez-Albanchez et al (2022); Swaroop and Dixit (2022) have highlighted that it is important for the firms to engage the workforce as it leads to positive psychological and behavioral consequences. Fourth, underpinned by SDT, it could be concluded that the mediation effect of work engagement between the BBSC system and the salesperson’s job outcomes will be developed due to its affective and cognitive components.…”

How socially responsible human resource management fosters work engagement: the role of perceived organizational support and affective organizational commitment

“…Despite the abovementioned findings, few researchers have explored SR-HRM's effect on employees' WE (Jer onimo et al, 2020) despite evidence that both HRM (Alfes et al, 2013) and internal CSR practices (Bayode and Duarte, 2022;Glavas and Piderit, 2009;Gu ¨rlek and Tuna, 2019) are positively related to WE. This relationship can be explained by SET (Blau, 1964).…”