Spanish–speaking validation of the internal corporate social responsibility questionnaire

Abstract

The purpose of this study is to validate a Spanish-speaking version of the internal corporate social responsibility questionnaire (ICSR Q), a questionnaire that is based on the social exchange theory and assess the perception of employees related to seven internal practices that reflect how responsible are organizations toward its workforce The questionnaire was applied to two samples of Colombian employees (N = 433). Confirmatory factor analysis revealed that the original structure of seven factors was maintained in the Spanish—speaking version, with appropriate levels of convergent and discriminant validity. Positive and significant relationships were found between internal corporate social responsibility and organizational commitment, both at affective and normative levels. Finally, type of employment contract (permanent or fixed term) implied significant differences in employee perceptions of internal corporate social responsibility. Our results provide evidence for the validity of the Spanish—speaking version of the internal corporate responsibility scale, suggesting its future application in investigations of internal aspects of corporate social responsibility in Spanish-speaking organizational contexts.

Responsible Leadership and Affective Organizational Commitment: The Mediating Effect of Corporate Social Responsibility

“…According to the literature review, this increase in AOC levels is due to higher levels of identification and reciprocity of the employee with the organization that is concerned with generating social, environmental, and not only economic value. This finding is in line with the positive and significant relation between internal CSR and AOC found the Colombian context ( Ávila-Tamayo and Bayona, 2022 ). However, the use of the multidimensional CSR scale, developed by El Akremi et al (2018) allowed to identify that the CSR dimension with the community was not relevant in the Colombian context; its slight manifestation may be due to organizations prioritizing other CSR dimensions.…”

“…The results also indicate that it is not enough for managers to recognize and show their willingness to incorporate CSR, it is necessary to effectively deploy CSR projects in such a way that employees perceive their development, which in turn enhance their self-identity and levels of AOC. For the Colombian context it has been found that is desirable to develop internal CSR practices to develop higher levels of AOC ( Ávila-Tamayo and Bayona, 2022 ).…”