Linking Corporate Social Responsibility to Workplace Deviant Behaviors: Mediating Role of Job Satisfaction.

Khalid Rasheed Memon,Dante Castillo,Mohammad Tahlil Azim,Bilqees Ghani,Muhammad Shujaat Mubarik,Rezwan Ullah,Muhammad Zada,Alejandro Vega-Muñoz

doi:10.3389/fpsyg.2021.803481

Abstract

The purpose of this article is to present a mechanism through which the deviant work behaviors of employees can be dealt-with positively through corporate good deeds in the form of fulfilling social responsibilities. Based on the spirit of social identity theory and social exchange theory, the study explores the relationships of various deviant behaviors with corporate social responsibility (CSR) through the mediation mechanism of job satisfaction. Data were collected from 385 employees of 40 large manufacturing organizations involved in CSR activities operating in Pakistan. A self-report survey was conducted using a close-ended questionnaire. Data analysis was performed using SEM through Mplus 7. The results reveal that both internal and external CSR contribute to the reduced level of turnover intention, counterproductive work behaviors, and prohibitive voice behaviors. Job satisfaction fully mediates the relationship for internal CSR while partially mediates for external CSR. The study encourages the practitioners to avail approaches that convey the feelings of care, concern, and safety, representing internal CSR practices through diverse HR interventions, organizational support, and justice. They should also keep up the socially responsible behaviors aiming toward the larger community.

Highlights

Employee perceptions of their working environment have a significant impact on their conduct
The studies indicate that the mediation occurs when both the independent to mediator and mediator to dependent path coefficients are significant (Lacobucci et al, 2007). 1AB Path represents the indirect relation of corporate social responsibility (CSR) dimensions on employee behaviors through the mediation of job satisfaction; Values outside brackets are a standardized indirect relation obtained from the hypothesized model; these paths represent single mediation. 2CB’ path represents the direct relations of CSR dimensions after partialing out the impact of the job satisfaction; here the values outside brackets are standardized regression weights obtained from the hypothesized model
Contrary to previous studies, which have focused on usual constructs for measuring the effect of CSR on, for instance, affective organizational commitment (Farooq et al, 2013; Shin et al, 2017), organizational identification and knowledge sharing behavior (Farooq et al, 2014; Wang et al, 2017; Mahmood et al, 2020), and organizational trust as mediators (Farooq et al, 2019), the current study has focused on the least focused construct of job satisfaction as mediator leading toward negative work behaviors

Summary

Introduction

Employee perceptions of their working environment have a significant impact on their conduct. Negative impressions relate to deviant actions such as counter-productive work behavior, prohibitive voice behavior (PVB), or turnover intention (Colbert et al, 2004). These aberrant behaviors can have significant negative impact on companies. PVB includes disparaging the company, criticizing work regulations and processes, all of which erode the organization’s culture and reputation (Maynes and Podsakoff, 2014; Memon and Ghani, 2020). Counterproductive work behaviors (CWB) revolve upon violating organizational norms and regulations, such as organizational fraud, production deviance, and sabotage (Griep et al, 2020)

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