Abstract
The present study aims to investigate the relationship between perceived internal corporate social responsibility (CSR) practices and affective organisational commitment. Based on a primary data sample of 300 bank employees, a structural equation model (SEM) was developed to test the research hypotheses. The results indicated that the research model fitted well with the empirical data. The findings show that employee perception of internal CSR dimensions was significantly related to affective organisational commitment. Therelationship between affective commitment and internal CSR was also investigated within a model that moderates effects on employee gender. This study provides an understanding that motivations could encourage employee’s affective commitment, which might translate to effective human resource management policies.
Highlights
Positive employee attitudes such as job satisfaction and organisational commitment play a vital role in employee’s positive behaviours in the context of organisational change and innovation demand (Gharleghi et al, 2018; Herold et al, 2007; Meyer et al, 2007; Shum et al, 2008; Van Dierendonck & Jacobs, 2012)
The discriminant validity was tested through two criteria, including (1) maximum shared variance (MSV) values need to below-average variance extracted, and (2) square root of AVE (SQRTAVE) values neet to above interconstruct correlations (Farrell, 2010; Fornell & Larcker, 1981; Hair et al, 2010)
This study aims to assess the relationship between internal Corporate social responsibility (CSR) perception and affective commitment among bank employees in the Vietnamese market context
Summary
Positive employee attitudes such as job satisfaction and organisational commitment play a vital role in employee’s positive behaviours in the context of organisational change and innovation demand (Gharleghi et al, 2018; Herold et al, 2007; Meyer et al, 2007; Shum et al, 2008; Van Dierendonck & Jacobs, 2012). Mercurio (2015) proposes a conceptual framework in which affective commitment, or the emotional attachment to the organisation, is a vital essence of organisational commitment. The results of empirical studies measuring commitment indicate that affective commitment repeatedly correlated more strongly with consequences such as turnover and firm performance (Cooper-Hakim & Viswesvaran, 2005; Mathieu & Zajac, 1990; Meyer et al, 2002). In another situation, firms have coped with increasing pressure to pursue social and environmental responsive behaviour from a variety of stakeholder groups (Laidroo & Sokolova, 2015; Roush et al, 2012). CSR is valued by employees, which intensifies positive attitude, behaviour, and performance in the organisations (Backhaus et al, 2002; Barakat et al, 2016; Brammer et al, 2007; Chaudhary, 2017; De Roeck et al, 2014; Greening & Turban, 2000; Rupp & Mallory, 2015; Story & Castanheira, 2019)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
