The consequences of employees’ perceived corporate social responsibility: A meta‐analysis

Abstract

This paper reviews the relationship between employees' perceived CSR and its dimensions and work outcomes, and explores the moderating effects of the samples' demographic characteristics (i.e., gender, age), and national culture, based on a metaanalysis of 65 studies from 67 samples. Results show that perceived CSR and its dimensions are positively related to employees' positive attitudes and behaviours, and negatively related to their negative attitudes and behaviours. The results also partially support the moderating effects of the samples' demographic characteristics in terms of age and gender, and national culture. This study supplements existing theoretical review articles, and further confirms the psychological effects of perceived CSR. In addition, the results further confirm the rationality of CSR practices and provide suggestions for enterprises to better use CSR strategies to motivate their employees.

Impact of Internal CSR Perception on Affective Organisational Commitment among Bank Employees

“…The relationship between affective commitment and internal CSR in this study was also investigated within a model that moderates effects of gender, which is consistent with recent evidence (Ko et al, 2018;Wang et al, 2020). However, contrary to this study, other studies addressing the relationship between affective commitment and CSR perception show that gender did not impact the relationship between CSR dimension and employee affective commitment (Chaudhary, 2017;Ditlev-Simonsen, 2015;Kahreh et al, 2014;Mensah et al, 2017).…”

“…Employees might reply on organisational working conditions, reputation, ethical, and behaviour through firms' CSR disclosures and practices to select and contribute to the organisation (Ashforth & Mael, 1989;Behrend et al, 2009;Turban & Greening, 1997). The dedication to the firm performance is manifested through positive attitudes and behaviours through employees CSR perceptions, including organisational identification, satisfaction, engagement, commitment, citizenship behaviour, creative involvement, and innovative behaviour (Hur et al, 2018;Wang et al, 2020). Recent studies have emphasised on the external CSR aspects of the organisations and their macro concepts (Rasool & Rajput, 2017).…”

Meta-analyses on Corporate Social Responsibility (CSR): a literature review

“…We identify a variety of moderator variables on the environmental-financial performance link: employees' age, gender and culture (Wang et al 2020), event windows related to event studies (Endrikat 2016), proactive strategic approaches, sampling, addressing endogeneity and financial risks (Endrikat et al 2014), performance measures, regions, industry, time frame (Albertini 2013) and the differentiation between small firms, public firms and US-settings (Dixon-Fowler et al 2013). Tsai et al (2020) stressed that financial performance proxies, the year of data collection, industry, economic development and cultural aspects moderate the environmental-financial performance link.…”

“…However, Pletzer et al (2015) did not find any significant relationship. Cultural aspects (Hoobler et al 2018), the degree of shareholder protection(Post and Byron 2015) and employees' perceived CSR and employees' perception of organization performance(Wang et al 2020) can be qualified as main moderator variables on this relationship.…”

Different forms of corporate philanthropy, different effects: A multilevel analysis

“…Second, existing research in corporate philanthropy and the general CSR literature has overly focused on work‐related attitudes (Jamali et al., 2019; Rodrigo, Aqueveque, & Duran, 2019; Wang, Xu, & Wang, 2020), which may impose limits on the adequacy of employee outcomes. In particular, corporate philanthropy involves organizational practices extended toward external stakeholders, which may not be directly related to employees' attitudes toward their jobs.…”