Abstract
The objective of this study is to examine the relationship between corporate social responsibility (CSR) and job performance through the mediating role of job attitudes. In addition, the moderating role of organizational reputation is also considered. Based on stakeholder theories, signaling theory, social exchange theory, and social identity theory, a research model has been developed. Data has been collected from 636 employees working in SMEs in Vietnam to provide empirical evidence. Research results showed that corporate social responsibility has made a positive contribution to improving job performance and this relationship was partially mediated by job attitudes. In addition, organizational reputation strengthened the positive connection between CSR and job attitudes. Finally, the study suggested some managerial implications to help leaders have appropriate policies to improve employees’ job performance.
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.
