Abstract
This study investigated the moderating effects of person–corporate social responsibility (CSR)-fit for the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. The study was conducted in South Korea and sampled 393 full-time employees from several conglomerates. The study found CSR participation to be positively related with job satisfaction, organizational identification, and organizational commitment. Furthermore, person–CSR fit significantly moderated the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. These findings suggest that CSR participation positively affects organizational outcomes and that person–CSR fit enhances the relationships between CSR participation and the organizational outcomes. Therefore, the study suggests the importance of CSR participation and person–CSR fit in CSR initiatives, as CSR participation and person–CSR can promote a healthy work environment.
Highlights
Corporate social responsibility (CSR) has become a strategic imperative for an organization’s sustainability as the concept of CSR has evolved to become a sustainable co-development facet with society [1]
The current study aimed to delve into the boundary condition in the relationship between employees’ CSR participation and organizational outcomes
We focused on identifying the moderating effects of person–CSR fit to significantly moderate the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment
Summary
Corporate social responsibility (CSR) has become a strategic imperative for an organization’s sustainability as the concept of CSR has evolved to become a sustainable co-development facet with society [1]. Previous studies have argued that employees’ CSR perceptions and participation have positive effects on organizational outcomes such as job satisfaction, organizational commitment, and organizational loyalty (e.g., [17,18]). Previous consumer studies have argued the importance of the moderating role of fit for CSR effects as the importance of the connection between organizational and personal values has been emphasized in CSR participation [9,11,19]. As the role of the relevance between organizational and employee values have yet to be investigated, this study empirically examines the moderating effects of person-CSR fit for the relationships between CSR participation and job satisfaction, organizational identity, and organizational commitment. The findings of this research could be applied to the development of potential CSR strategies for organizations that significantly invest in employee CSR activities
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