This study investigates the relationship between organisational commitment and employee perceptions of corporate social responsibility (CSR) within a model which draws on social identity theory. Specifically, we examine the impact of three aspects of socially responsible behaviour on affective commitment: employee perceptions of corporate social responsibility in the community, procedural justice in the organisation and the provision of employee training. The relationship between affective commitment and each aspect of CSR is investigated within a model which controls for job satisfaction, leadership, employee level, age and tenure and discriminates between the direct and moderating effects of gender. The analysis is based on a sample of 4,712 employees drawn from a financial services company. The results provide evidence of a positive relationship between all three measures of CSR and affective commitment and suggest that the contribution of CSR to affective commitment is at least as great as that of job satisfaction. Corporate social responsibility in the community has positive implications therefore not only to external stakeholders but also to the commitment of employees within the organisation. While no direct effect was found between gender and affective commitment, the results emphasise the moderating effect of gender on the relationship between CSR and affective commitment.

This study explores the relationship between corporate social performance (CSP) and corporate financial performance (CFP) within the context of a specific component of CSP: corporate charitable giving. A model of the determinants of the extent of corporate charitable giving is estimated and used as the basis of a classification that groups firms according to the difference between their actual and their predicted intensity of gift giving. The financial performance attributes of the classification are explored. We found that firms with both unusually high and low CSP have higher financial performance than other firms, with unusually poor social performers doing best in the short run and unusually good social performers doing best over longer time horizons.this backdrop a large amount of empirical literature has developed that examines the link between corporate social performance (CSP) and corporate financial performance (McGuire, Sundgren, and Schneewiess, 1988). In spite of the very mixed empirical findings to date (see Orlitzky et al., 2003;Griffin and Mahon, 1997 for comprehensive reviews), and some suggestion of the futility of the quest for a general relationship (Margolis and Walsh, 2003), the relationship between corporate social and financial performance retains a high degree of salience among business practitioners and within the strategic management literature.The existing empirical literature on the CSP-CFP relationship is characterised by a vast diversity of methods. Most studies focus on the relationship between a broad definition of corporate social performance and either profitability, a marketbased measure of performance, or both (Orlitzky CSP CFP Model (ii) CSP CFP Model (i) CSP CFP Model (iv) CSP CFP Model (iii)

Utilizing data on a sample of large firms, we estimate a model of corporate reputation. We find reputation, derived from the assessments of managers and market analysts, to be determined by a firm's social performance, financial performance, market risk, the extent of long-term institutional ownership, and the nature of its business activities. Furthermore, the reputational effect of social performance is found to vary both across sectors, and within sectors across the various types of social performance. Specifically, our results demonstrate the need to achieve a 'fit' among the types of corporate social performance undertaken and the firm's stakeholder environment. For example, a strong record of environmental performance may enhance or damage reputation depending on whether the firm's activities 'fit' with environmental concerns in the eyes of stakeholders. Copyright Blackwell Publishing Ltd 2006.

Many firms choose to communicate their environmental strategies through voluntary environmental disclosures. This paper examines patterns in the quality of voluntary environmental disclosures made by a sample of around 450 large UK companies drawn from a diverse range of industrial sectors. The analysis distinguishes between five facets of quality, including the disclosure of group-wide environmental policies, environmental impact targets and an environmental audit. We examine how the decisions firms face regarding each facet of quality are determined by firm and industry characteristics, and find the quality of disclosure to be determined by a firm's size and the nature of its business activities. Specifically, we find high quality disclosure to be primarily associated with larger firms and those in sectors most closely related to environmental concerns. In contrast to several recent contributions, we find that the media exposure of companies plays no role in stimulating voluntary disclosures.

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