Abstract
Corporate social responsibility (CSR) refers to the set of behaviors that businesses ought to or are expected to perform in a society. Many companies expect to increase profits through CSR behavior. However, it is a reasonable question to consider whether employees commit to an organization when they do not agree with the organizations’ CSR behavior. Therefore, this study explores the effect of fit between employees’ perceptions of CSR and organizations’ CSR behavior on organization commitment. This study found that the fit between employees’ perceptions and organizations’ CSR behavior has a positive effect on commitment. Among the four CSR dimensions of economic, legal, ethical and philanthropic social responsibility, all dimensions excluding philanthropic responsibility are positively related to organizational commitment. Finally, comparing the effects of fit in Korea and China the effect of fit for ethical social responsibility differed between the two countries.
Highlights
Corporate social responsibility (CSR) refers to the set of behaviors businesses ought to or are expected to perform in a society [1]
Based on these research questions drawn from the literature review, this study attempts to explore the relationships between organizational commitment and the fit between perceived needs of CSR of individual employees and CSR behavior in Korea and China
Discussion regarding the relationship between society and business have continued for a long time, and these discussions have extended to the topics of CSR
Summary
Corporate social responsibility (CSR) refers to the set of behaviors businesses ought to or are expected to perform in a society [1]. It is needed to study further about CSR at the individual level and socially responsible human resource management, as well. The fit between the business’ CSR behavior and the fairness of internal management of the business [9], and the fit between the business’ CSR behavior and ethical level of individuals in the business, will have different effects on employees’ attitudes and behaviors [10]. The question of whether each dimension of economic, legal, ethical, and philanthropic CSR has the same positive effect on employees is an important consideration. Based on these research questions drawn from the literature review, this study attempts to explore the relationships between organizational commitment and the fit between perceived needs of CSR of individual employees and CSR behavior in Korea and China. To obtain a better understanding of the effect of fit between employees’ CSR needs and organizations’ CSR behavior on employees’ organizational commitment, this study adopts the person–organization fit theory (P-O fit theory)
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