Corporate social responsibility and employees’ affective commitment

Abstract

Purpose The purpose of this paper is to examine the relationship between corporate social responsibility (CSR) and employees’ affective commitment. Three underlying mechanisms are used to explain the relationship between CSR and commitment, namely, deontic justice, social identity theory and social exchange theory. Design/methodology/approach Data were collected through survey questionnaires. The sample consisted of 161 employees who work in private and public organizations in Tunisia. Regression analysis was conducted using a multiple mediation model. Findings The results reveal a positive and significant relationship between CSR and employees’ affective commitment. The perception of person–organization fit, organizational identification and perceived organizational support mediates the relationship between CSR and affective commitment. Originality/value With regard to CSR, past studies have never deal with deontic values in analyzing work behaviors. Furthermore, most previous studies have considered a direct effect between CSR perceptions and affective commitment. This study extends the literature by conceptualizing the indirect mechanisms linking CSR to employees’ affective commitment.

Do CSR activities increase organizational citizenship behavior among employees? Mediating role of affective commitment and job satisfaction

“…Thus, when employees get to know that their organization possesses a good reputation in the market, so employees feel proud of being part of the organization. This ultimately motivates them to contribute to the goals of the organization through affective commitment (Bouraoui, Bensemmane, Ohana, & Russo, 2019). On the contrary, socially irresponsible organization results in negative attitudes of the workforce.…”

The Impact of Perceived Organizational Support and Proactive Personality on Affective Commitment: Mediating Role of Prosocial Motivation

“…Job structure is the key indicator of affective organizational commitment, while the intrinsic job satisfaction and job enrichment identified as job structure features also determined the affective commitment (Oyinlade, 2018). A study of Bouraoui, Bensemmane, Ohana, and Russo (2019) illustrated that affective organizational commitment is an outcome of corporate social responsibility. Meyer and Allen (1997) indicated that affective commitment is strongly influenced by work experiences as opposed to personal and structural characteristics.…”

The Interplay between Corporate Social Responsibility at Employee Level, Ethical Leadership, Quality of Work Life and Employee Pro-Environmental Behavior: The Case of Healthcare Organizations

“…Hence, employee engagement in CSR activities assures that such actions become part of corporate culture and DNA [ 18 ]. There is a growing stream of researchers establishing that employees are enactors for an organization to achieve CSR-related outcomes [ 19 , 20 , 21 ]. However, prior CSR literature in the domain of employees is still limited because most of the previous researchers have explored CSR to achieve other outcomes rather than focusing on employees [ 4 , 7 , 8 ].…”