How Corporate Social Responsibility Reduces Employee Turnover

Carnahan, Seth; Kryscynski, David; Olson, Daniel

doi:10.5465/ambpp.2015.14792abstract

Cited by 7 publications

(4 citation statements)

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“…First, perceived CSR promotes employees’ positive attitudes and behaviours, such as organisational commitment (Erdogan, Bauer, & Taylor, ), organisational identity (De Roeck, El Akremi, & Swaen, ), organisational trust (Farooq, Payaud, Merunka, & Valette‐Florence, ), job satisfaction (Glavas & Kelley, ), employees’ creativity (Spanjol, Tam, & Tam, ), organisational citizenship behaviour (Farooq, Rupp, & Farooq, ), and so on. Second, perceived CSR reduces employees’ negative attitudes and behaviours, such as organisational cynicism (Sheel & Vohra, ), turnover intention (Carnahan, Kryscynski, & Olson, ), and organisational deviation (Evans, Goodman, & Davis, ). Although most of the research has reached an agreement about perceived CSR and employees’ attitudes and behaviours, some inconsistent findings remain (see Wisse et al, ) due to some interfering factors, such as measurement and sampling errors and some possible moderators such as the samples’ demographic characteristics.…”

Section: Literature Reviewmentioning

confidence: 99%

The consequences of employees’ perceived corporate social responsibility: A meta‐analysis

Wang

2020

Business Ethics: A Eur Rev

100

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This paper reviews the relationship between employees' perceived CSR and its dimensions and work outcomes, and explores the moderating effects of the samples' demographic characteristics (i.e., gender, age), and national culture, based on a metaanalysis of 65 studies from 67 samples. Results show that perceived CSR and its dimensions are positively related to employees' positive attitudes and behaviours, and negatively related to their negative attitudes and behaviours. The results also partially support the moderating effects of the samples' demographic characteristics in terms of age and gender, and national culture. This study supplements existing theoretical review articles, and further confirms the psychological effects of perceived CSR. In addition, the results further confirm the rationality of CSR practices and provide suggestions for enterprises to better use CSR strategies to motivate their employees.

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Section: Literature Reviewmentioning

confidence: 99%

The consequences of employees’ perceived corporate social responsibility: A meta‐analysis

Wang

2020

Business Ethics: A Eur Rev

100

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“…Further, Bauman and Skitka [38] propose that CSR perceptions are positively related to overall employee satisfaction through group distinctiveness and belongingness. Employees' perceptions of CSR have been shown to positively relate to employee outcomes such as organizational commitment [5,58,59], affective commitment [41,60], job satisfaction [61], and performance [22], and negatively correlate with staff turnover intention [62]. Rupp et al [4] analyzed the influence of employees' perceptions of CSR on their subsequent attitudes and emotions.…”

Section: Employee Perception Of Csrmentioning

confidence: 99%

Linking Perceived Corporate Social Responsibility and Employee Well-Being—A Eudaimonia Perspective

Bauer

2022

Sustainability

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In recent decades, there has been a shift at the organizational and individual level from merely pursuing financial goals to bearing corporate social responsibility (CSR) and towards finding meaning in one’s work. In light of this, there is a need for a comprehensive understanding of the influence of CSR on employees’ eudaimonic well-being. Firstly, a conceptualization of job-related eudaimonic well-being was proposed. The data provided evidence that job-related eudaimonic well-being comprises aspects such as job self-efficacy, meaningful work, job autonomy, job-related aspiration, job involvement, and positive relationships with others. Second, based on the literature and qualitative data, this study examined and shed light on the relationship between employee perceptions of CSR and eudaimonic well-being in the work context. A theoretical framework was established to illustrate this relationship. I find that companies’ CSR commitment to stakeholders as perceived by employees positively affects employees’ eudaimonic well-being at work. Specifically, employees perceive internal CSR practices to positively influence work meaningfulness, job autonomy, job involvement, and job aspiration. Additionally, the results show that employees seem to experience closer job involvement when they perceive their business as engaging in CSR for customers, community stakeholders, and the environment. The influence of perceived CSR on the eudaimonic well-being of employees can be affected by boundary conditions, namely leadership’s role and companies’ motives for engaging in CSR. I propose avenues for future research and offer practical guidelines for managers.

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“…CSR, the term often used as "context-specific organizational actions and policies that take consideration of expectation of stakeholders along with triple bottom line including economic, social and environmental performance" (Aguinis, 2012), has been used a tool for pursuing competitive advantage and achieving commercial success (Arnahan, 2015). A significant increase in research has been observed for CSR at various levels but very few have been done with respect to employees' perspective towards CSR and this creates a research gap for this study.…”

Section: Introductionmentioning

confidence: 99%

An empirical study on the impact of corporate social responsibility in the manufacturing and service sector in India

Gujrati

2022

JIBR

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Purpose This study aims to understand the corporate social responsibility (CSR) perspective of the employees working in manufacturing sector and service sector and further investigates whether there is any significant difference in their opinion on the basis of their gender and their hierarchical position in the organization. Design/methodology/approach In total, 300 employees of manufacturing and service sector companies have participated in this study. To test the hypotheses, the researcher has used two-way ANOVA, with diagrammatic presentation with the help of SPSS. Findings The results showed that there was a non-significant effect of gender on the perceived impact of CSR and employees at various level of hierarchy perceived the impact differently by the type of companies in which they work. Specifically, there was significant difference in the perceived impact for officers, managers and assistant managers in manufacturing and service sector, whereas for executives, the perceived impact varied significantly in manufacturing and service sector. Research limitations/implications This study has analysed the perception of 300 employees including the employees of the manufacturing and service sectors. Also, the analysis is based on two demographic variables, i.e. gender and hierarchical level which may be considered as the limitation of the study. Practical implications The major contribution of this study is the fact that the employees have similar kind of opinion for the efforts and initiatives taken by their companies for CSR practices. The work culture, corporate ethics, managerial support and sectorial priorities do not have much influence on the employees in terms of CSR. However, the employee’s opinion may change after reaching to higher position in organization. Originality/value This study is totally unique in nature. As per the researcher’s knowledge, no documented study is available that investigates the CSR perspective of employees from two major sectors, i.e. manufacturing and service sector that validates this study.

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How Corporate Social Responsibility Reduces Employee Turnover

Cited by 7 publications

References 0 publications

The consequences of employees’ perceived corporate social responsibility: A meta‐analysis

The consequences of employees’ perceived corporate social responsibility: A meta‐analysis

Linking Perceived Corporate Social Responsibility and Employee Well-Being—A Eudaimonia Perspective

An empirical study on the impact of corporate social responsibility in the manufacturing and service sector in India

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