Abstract
Although there is much research on the relationships of corporate social responsibility and employee-related outcomes, a systematic and quantitative integration of research findings is needed to substantiate and broaden our knowledge. A meta-analysis allows the comparison of the relations of different types of CSR on several different outcomes, for example to learn what type of CSR is most important to employees. From a theoretical perspective, social identity theory is the most prominent theoretical approach in CSR research, so we aim to investigate identification as a mediator of the relationship between CSR and employee-related outcomes in a meta-analytical mediation model. This meta-analysis synthesizes research findings on the relationship between employees' perception of CSR (people, planet, and profit) and employee-related outcomes (identification, engagement, organizational attractiveness, turnover (intentions), OCB, commitment, and job satisfaction), thereby distinguishing attitudes and behavior. A total of 143 studies (N = 89,396) were included in the meta-analysis which was conducted according to the methods by Schmidt and Hunter (except of the meta-analytical structural equation model). Mean effect sizes for the relationship between CSR and employee-related attitudes and behaviors were medium-sized to large. For attitudes, the relationships were stronger than for behavior. For specific types of CSR, average effect sizes were large. Identification mediated the relation between CSR and commitment, job satisfaction, and OCB, respectively. Based on our results, we give recommendations concerning the design of CSR initiatives in a way that benefits employees.
Highlights
Corporate social responsibility (CSR) initiatives are already well-established in companies worldwide (KPMG International, 2015)
In micro-CSR research, it is already well-known from literature reviews that CSR is positively associated with engagement, job satisfaction, commitment, and organizational citizenship behaviors (OCB), and negatively related to turnover intentions and actual turnover (e.g., Rupp and Mallory, 2015; Glavas, 2016; De Roeck and Maon, 2018)
We investigate the relationship of CSR and identification, engagement, commitment, job satisfaction, attractiveness to potential employees, turnover, and organizational citizenship behavior as employee-related outcomes
Summary
Corporate social responsibility (CSR) initiatives are already well-established in companies worldwide (KPMG International, 2015). We investigate the relationship of CSR and identification, engagement, commitment, job satisfaction, attractiveness to potential employees, turnover (turnover intentions and actual turnover), and organizational citizenship behavior as employee-related outcomes. These constructs are derived from Aguinis and Glavas’ (2012) comprehensive review on an analysis of CSR on the organizational, institutional, and individual level. The main goal of this meta-analysis is to examine the relationship of different foci of CSR and employee-related outcomes Another goal is to test identification as a mediator meta-analytically according to social identity theory (Ashforth and Mael, 1989)
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