The Effect of CSR on Employees' Turnover Intention: Comparative Study on Harmful and Non-Harmful Industry

Yoo, Jae Mee; Chon, Mi Lim

doi:10.17485/ijst/2015/v8i21/79157

Cited by 3 publications

(4 citation statements)

References 13 publications

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“…This study demonstrates that a positive perception of CSR in all its aspects, including internal CSR and external CSR, results in positive employee outcomes, including job satisfaction, retention intention, and job performance. The findings of this study echo previous studies in that employee perceptions of CSR are positively related to employee outcomes (Du et al, 2015; Maignan & Ferrell, 2001; Yoo & Chon, 2015). Next, the findings of this study echo previous studies in that a high level of perceived justice is associated with high employee outcomes (e.g., Ahmad et al, 2014; Cohen‐Charash & Spector, 2001; Colquitt et al, 2001; Peterson, 2004).…”

Section: Discussionsupporting

confidence: 87%

Section: Discussionsupporting

confidence: 86%

“…According to social identity theory, when an organization is perceived as socially responsible, employees feel proud to be a part of the organization, and this enhances their self‐image. Employees feel more confident, are proud of their work, and feel that their work is meaningful, which subsequently generates a higher job satisfaction (Maignan & Ferrell, 2001; Peterson, 2004) and makes it less likely they will leave the company (Chaudhary, 2017; Yoo & Chon, 2015). In addition, when employees consider their organization to be ethical and socially responsible, they tend to believe they are treated fairly by the company (Eici & Alpkan, 2009).…”

Section: Conceptual Background and Hypotheses Developmentmentioning

confidence: 99%

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Configurational paths of employee reactions to corporate social responsibility: An organizational justice perspective

Chen

Khuangga

2020

Corp Soc Responsibility Env

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Corporate social responsibility (CSR) is critical for organizations who want to pursue sustainable development and competitive advantage by influencing employee attitudes. Drawing on the deontic justice theory, we argue that internal and external CSR initiatives promote self‐focused and other‐focused justice, respectively, which contribute to employee‐perceived organizational justice and shape positive employee behaviors. This study applied a fuzzy‐set qualitative comparative analysis method to determine the interactive effects of employee perceptions of CSR practices and organizational justice on employee outcomes. An examination of data from 1,231 employees in Taiwan revealed that high CSR perceptions lead to high perceived justice among employees who attach high importance to justice. In addition, while high perceived justice by itself is insufficient to determine positive employee outcomes, the combination of high perception of internal CSR, external CSR, and organizational justice is sufficient to predict positive employee outcomes. The findings provide implications for both research and practice.

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Section: Discussionsupporting

confidence: 87%

Section: Discussionsupporting

confidence: 86%

Section: Conceptual Background and Hypotheses Developmentmentioning

confidence: 99%

See 1 more Smart Citation

Configurational paths of employee reactions to corporate social responsibility: An organizational justice perspective

Chen

Khuangga

2020

Corp Soc Responsibility Env

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“…In recent years, in addition to provide career growth opportunities and work-life benefits, the perceptions of CSR has become one of strategy that is used to attract as many best talent to the organization (Leveson & Joiner, 2014;Ersoy & Aksehirli, 2015;Klimkiewicz & Oltra, 2017). Some literatures indicated that to make employees work more productively and lower their turnover intention were effected by their perceptions of CSR (Ghosh & Gurunathan, 2014;Yoo& Chon, 2015;Yoon & Lee, 2016). indicated whether the employees' perceptions of CSR impact the job choice or not will vary according to cultural differences.…”

Section: Home-based Reablement Servicesmentioning

confidence: 99%

Explore the Intention of Medical Personnel to Participate in the Home-Based Reablement Services

Huang¹

2019

JBEP

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This study applies the theory of planned behavior to investigate the intention of medical personnel to participate in the home-based reablement services. Altogether101 valid data was collected in this study. Empirical results revealed that the corporate social responsibility, attitude, subjective norm, and perceived behavioral control have respectively positive effect on their intention. Perceived behavioral control has the most significant impact on intention. Attitude has a partial mediation effect on the corporate social responsibility to the intention and subjective norm to the intention. Perceived behavioral control has a partial mediation effect on subjective norm to the intention. Through the optimal home-based reablement services plans, pre-employment training, reduce the barriers of participate and affirming the contribution of medical personnel to residents reported by the mass media can help to increase the professional ability, positive attitude, perception of corporate social responsibility and intention of the medical personnel to participate in the services.

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The Relationship between Corporate Social Responsibility and Voluntary Turnover in a Governmental Sector Organization of Qatar

Thani¹

2019

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The Effect of CSR on Employees' Turnover Intention: Comparative Study on Harmful and Non-Harmful Industry

Cited by 3 publications

References 13 publications

Configurational paths of employee reactions to corporate social responsibility: An organizational justice perspective

Configurational paths of employee reactions to corporate social responsibility: An organizational justice perspective

Explore the Intention of Medical Personnel to Participate in the Home-Based Reablement Services

The Relationship between Corporate Social Responsibility and Voluntary Turnover in a Governmental Sector Organization of Qatar

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