Abstract
AbstractThe success and competitiveness of an organization recruiting the emerging workforce i.e., millennials can be ascribed in part to the organization's corporate social responsibility (CSR) engagement. This study explores the impact of organizational CSR on Nigerian millennials' joining intention through CSR motive perceptions: CSR-based organizational attractiveness (CSR-based OA) and perceived altruism (PA). To examine the empirical relationship among variables, data were obtained from respondents who were seeking employment or in-between jobs. Results revealed that CSR-based OA and PA significantly mediate the relationship between CSR and millennial joining intention. Findings present a unique perspective that significantly expands the literature. The implications of results are discussed and recommendations to managers are presented.
Highlights
The complex, competitive, and ever-changing operational conditions and stakeholder expectations that characterize the business environment, have motivated organizations to utilize corporate social responsibility (CSR) as a strategic instrument that signals them as a preferred employer among potential employees
This underlines the relationship between CSR and human resource management (HRM) (Turner, McIntosh, Reid, & Buckley, 2019), where an organization’s CSR practice can influence its HRM practices as it competes for the latest generation entering the workforce, i.e., millennials
We examine if millennials as prospective applicants perceive the motive underlying organizations’ CSR engagement, and the study seek to understand whether CSR motive perception plays any role in the indirect relationship between CSR and millennial’s intention to seek employment with an organization
Summary
The complex, competitive, and ever-changing operational conditions and stakeholder expectations that characterize the business environment, have motivated organizations to utilize corporate social responsibility (CSR) as a strategic instrument that signals them as a preferred employer among potential employees This underlines the relationship between CSR and human resource management (HRM) (Turner, McIntosh, Reid, & Buckley, 2019), where an organization’s CSR practice can influence its HRM practices as it competes for the latest generation entering the workforce, i.e., millennials. Millennials’ values, attitudes, and expectations have been shaped by factors such as increased environmental awareness and impact, television talk shows, social media, and technological developments that were dominant in their formative years (Onukwuba, 2020) They are highly motivated by and sensitive to social issues (Waples & Brachle, 2020); largely politically and environmentally conscious, have unlimited access to information (Ahmad, 2019) and they pursue outcomes that guarantee their maximum profit (Alonso-Almeida & Llach, 2019). At the workplace they possess distinct attributes, perceptions, and expectations from their employers and are anticipated to influence and revolutionize the workplace with their unique work attitude
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