Impact of corporate social responsibility practices on employee commitment

Abstract

Purpose The purpose of this paper is to critically review the existing literature on corporate social responsibility (CSR) to develop a framework to analyse the impact of CSR on employee commitment to the organisation. Design/methodology/approach Using the scoping review, this paper reviewed the published articles on CSR and employee commitment and how CSR and employee commitment were defined, theoretically supported and conceptualised for a comprehensive understanding of current and future research directions in the field. Findings This paper presents a framework developed through the analysis of existing literature on the impact of CSR) on employee commitment to the organisation. This framework aims to explore the impact of internal CSR and external CSR on employee commitment while using the contractual position of employees as an intervening variable. Originality/value During a time where employee attraction and retention is widely discussed as a competitive advantage, this framework could be used by any industry, especially those with high staff turnover such as mining. The researchers propose to use this framework to explore how perception towards external CSR (directed towards external stakeholders) and perception towards internal CSR (directed towards the own employees) can influence organisational identification and commitment levels. To address several gaps in the literature, this model is based on the Maslow’s Hierarchy of Needs and Social-Identity Theory.

How does organizational leadership contribute to the firm performance through social responsibility strategies?

“…Furthermore, some studies tried to focus on the effects of CSR on internal stimulus of CSR such as employees' behaviour, such as employees' commitment, employees' motivation, employees' satisfaction, employees' productivity and performance. It was mostly found by those studies that CSR as an independent variable that integrate interests of all stakeholders is affecting positively the employees' commitment ( Ali et al., 2010 ; De Silva and Lokuwaduge, 2019 ; Weerasekara and Ajward, 2020 ; Zafar and Ali, 2016 ), employees' motivation ( Jie and Hasan, 2016 ; Skudiene and Auruskeviciene, 2012 ), employees' satisfaction ( Barakat et al., 2016 ; Brancato, 2017 ; Wisse et al., 2018 ), employees' productivity ( Romi et al., 2018 ) and employees’ performance ( Ali et al., 2020 ; Story and Castanheira, 2019 ). Compared to this volume of studies on CSR, less study was performed on the leadership as an influential internal stimulus and their mutual effects on CSR.…”

Corporate Social Responsibility: A Modern Approach in Greek Enterprises

“…It is also aligned with those reported in the studies of Fordham et al (2017) and Alhouti & D'Souza (2018), according to which, the higher levels of CSR, on the part of an organization, lead to the creation of a better and safer work environment, in which more incentives are given to employees, which lead to higher levels of job satisfaction and commitment. It also comes into full alignment with the researches of Azanza et al (2013), Farooq et al (2013) and De Silva & De Silva Lokuwaduge (2019), who advocated high levels of correlation between an organization's CSR and employees' commitment.…”

“…While salary used to play an important role in retaining employees within the company, today responsible social practices by the employer are more important than a high salary. In addition, the humanitarian culture within an organization leads to CSR practices that will enhance employee morale and their commitment to business values (De Silva & De Silva Lokuwaduge, 2019).…”

Ảnh hưởng của nhận thức về trách nhiệm xã hội của doanh nghiệp đến hiệu quả công việc và vai trò điều tiết của thu nhập cá nhân

“…Vì, CSR có thể đại diện cho một hình ảnh tốt về tổ chức, nên nhân viên có khả năng đồng nhất mạnh mẽ và cảm thấy tự hào khi làm việc trong tổ chức có giá trị xã hội sự tích cực như vậy. Các nghiên cứu cũng hỗ trợ mối liên hệ giữa CSRP và thái độ làm việc tích cực (De Silva Lokuwaduge & De Silva, 2019;Story & Castanheira, 2019). Dựa vào lý thuyết và các nghiên cứu trước, các giả thuyết sau được đề xuất: H2: Nhận thức về CSR của nhân viên tác động tích cực đến sự gắn kết của nhân viên H3: Nhận thức về CSR của nhân viên ảnh hưởng tích cực đến sự hài lòng trong công việc Theo Bui và Suntrayuth (2020), mối quan hệ giữa nhân viên và tổ chức là có đi có lại.…”