Abstract
A limited number of studies have emphasized the importance of corporate social responsibility (CSR) implementation in the health care sector. Based on social exchange theory and social identity theory, this paper examines the relationships between employees’ CSR perceptions, employee attachment, organizational identification, corporate reputation, employee organization relationship, and extra-role performance utilizing structural equation modeling. Data were obtained from Lebanese health care workers in private hospitals in two questionnaires. The results indicate that CSR perceptions positively affect employee attachment and organizational identification. Moreover, employees’ CSR perceptions positively affect work outcomes directly and indirectly via employee attachment. On the other hand, although organizational identification has a negative but significant relationship with employee organization relationships, it does not significantly influence corporate reputation and extra-role performance. Examining the two intervening variables that link CSR to work outcomes provides theoretical and practical implications. Contributions to health care management literature, as well as future research recommendations, are also presented.
Highlights
This study examines the interrelations among corporate social responsibility (CSR) and work outcomes, such as corporate reputation (CoRe), employee-organization relationship (EOR), and extra role performance (ERP) mediated by employee attachment (EA) and organizational identification (OI)
This paper shows associations between the investigated variables using data collected from health care workers’ (HCWs) in Lebanese private hospitals
This finding is consistent with social exchange theory (SET), social identity theory (SIT), and other studies, revealing that firms integrating CSR initiatives enhance employees’ OI [28] and strengthen their attachment to the workplace [6]
Summary
Publisher’s Note: MDPI stays neutral with regard to jurisdictional claims in published maps and institutional affiliations. Several empirical studies were conducted to determine the impact of CSR initiatives on work outcomes from a stakeholders’ (including employees) perspective [3,4,5,6,7,8]. This study intends to determine the extent to which employees understand their organizations’ CSR initiatives and how employees’ CSR perceptions influence work outcomes. If an organization implements CSR initiatives effectively, this would significantly influence employees’ CSR perceptions and, enhance work outcomes (4). Researchers examined various moderating and mediating constructs in the relationship between CSR and valuable employees’ outcomes in order to clarify how firms being engaged in CSR initiatives can stimulate beneficial outcomes [19].
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