Research on corporate social responsibility (CSR) has spanned across a few decades and in various fields. Yet only a handful of academic studies have investigated the relationship between CSR and a commonly neglected stakeholder – the employees. The employees are an essential part of the organization and will be highly influenced by the CSR initiatives carried out by the organization. In my paper, I intend to bridge the gap between CSR and the employee. A theoretical model is presented to show how employees' perception of CSR subsequently impacts their performance and turnover intentions, mediated by organizational justice and organization-based self-esteem. Performance here refers to both the employees' in-role and extra-role behaviors. The results of the study show that there is a link between employees' perceived CSR and their performance and turnover intentions. Two mediators, namely organization-based self-esteem (OBSE) and organizational justice (OJ) that affect this relationship had also been identified.
corporate social responsibility, employee behavior, employee performance, employee turnover, organizational justice, organization-based self esteem
MSc in Management
Business Law, Public Responsibility, and Ethics | Labor Relations | Organizational Behavior and Theory
TAN, Gilbert Yip Wei
HO, Alicia Ting Shiun.
The Impact of Perceived CSR on Employee Performance and Turnover Intention: An Examination of the Mediating Effect of Organizational Justice and Organization-Based Self-Esteem. (2012). Dissertations and Theses Collection (Open Access).
Available at: http://ink.library.smu.edu.sg/etd_coll/88
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