Publication Type

PhD Dissertation

Version

publishedVersion

Publication Date

3-2026

Abstract

Why do some new employees voluntarily leave within a short period after joining a corporation, while others do not? Drawing on information asymmetry theory and adverse selection theory, this dissertation argues that information asymmetry and adverse selection between job seekers and firms before organizational entry, or during the job search process, are important reasons for new employees’ short-term voluntary turnover. Because corporate social responsibility (CSR) can provide people with information about a firm’s capabilities, willingness, and intentions, this dissertation proposes that firms’ CSR activities can provide job seekers with information about various aspects of the firm. In doing so, CSR helps reduce the information asymmetry and adverse selection problems that exist between job seekers and firms during the job search process, and in turn lowers the likelihood of short-term voluntary turnover after entry.This study examines how firms’ CSR activities influence new employees’ short-term voluntary turnover behavior. It proposes that the effect of CSR on new employees’ short-term voluntary turnover depends on three firm characteristics: (1) the level of ambiguous communication, (2) firm size, and (3) firm age.

Based on non-stationary time-series data from 465 Chinese firms between 2020 and 2023, this dissertation finds that: (1) before new employees join a firm, the firm’s CSR activities have a significant negative effect on those employees’ short-term voluntary turnover after entry; (2) the level of ambiguous communication moderates the relationship between a firm’s CSR activities before employees’ entry and their short-term voluntary turnover; (3) firm size moderates the relationship between a firm’s CSR activities before employees’ entry and their short-term voluntary turnover; and (4) firm age moderates the relationship between a firm’s CSR activities before employees’ entry and their short-term voluntary turnover.

This study also examines the effects of internal and external corporate social responsibility on new employees’ psychological well-being and sense of achievement. Drawing on ego depletion theory, this study proposes that corporate social responsibility influences new employees’ psychological well-being and sense of achievement through the depletion of their self-regulatory resources. This study argues that new employees’ business ethics attitudes moderate the relationships between corporate social responsibility and their psychological well-being and sense of achievement. Furthermore, the mediating effect of self-control resources on the relationships between internal and external corporate social responsibility and new employees’ psychological well-being and sense of achievement is moderated by new employees’ business ethics attitudes.

Keywords

Corporate Social Responsibility, New Hire Voluntary Turnover Within Short Period of Time, Psychological Well-being, Sense of Achievement

Degree Awarded

Doctor of Bus Admin (CKGSB)

Discipline

Human Resources Management | Organizational Behavior and Theory

Supervisor(s)

TAN, Hwee Hoon

First Page

1

Last Page

194

Publisher

Singapore Management University

City or Country

Singapore

Copyright Owner and License

Author

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