A Study Of Influencing Factors And Mechanism Of Employees’ Donation Behavior In Workplace Mobilization In China

Charitable giving is one of main ways of the organizations undertaking social responsibility. Mobilizing the employees to donate is one of the indispensable activities which the organizations carry out to fulfill the social responsibility and develop the public welfare. Therefore, employees’donation behavior in workplace mobilization concerns the realization of organization social responsibility. Meanwhile, contributing to charitable causes organized in the workplace is the most common method of an individual donation method in China. By combing the exiting literature, it’s found that foreign scholars have analyzed the effect of the mobilization in workplace on employees’donation behavior, but these researches are aimed at the contribution organized by the nonprofit rather than by the workplace as in China. Some Chinese scholars only have analyzed the characteristics of employees’ donation behavior in workplace mobilization, and realized the effect of workplace mobilization on employees’donation behavior, but no one analyzes to the influencing factors and mechanism. Based on the above practical background and literature research status, the influencing factors and mechanism of employees’ donation behavior in workplace mobilization in China was originally explored.The following questions were answered in this study answered by using the methods of focus group interview, open and situational questionnaire survey.1) What are the causes and factors affecting employees’intention to donate in workplace mobilization?2) What are the differences of the amount of donations among the employees with different demographic characteristics?3) What are the differences of employees’donation intention and the amount of donations in different mobilization contexts?4) What is the influence mechanism of employees’donation intention in workplace mobilization?5) What is the employees’donation decision-making process in workplace mobilization?The influencing factors and mechanism of employees’donation behavior in workplace mobilization, which is unique to Chinese employees of organizational citizenship behavior, was explored. The following research conclusions were obtained. Firstly, the factors affecting employees’donation intention in workplace mobilization in China have explored from organization level and the individual value level, respectively. The results show that the perceptive importance of charitable cause, organizational trust and tendency of collectivism have significantly positive impact on employees’ donation intention. The results also show that tendency of collectivism and organizational identification indirectly affects employees’ donation intention by organizational trust. Secondly, the amount of employees’ donations is significantly different with different gender, age, education level, incomes, jobs, except the unit properties. Thirdly, there are significant differences in perceived pressure, employees’ donation intentions and donation amounts in different mobilization contexts. Specifically, when the organizer is a supervisor and the list of donors and the donated amount are released, the perceived pressure and the amount of donations are the highest, and the donation intention is the lowest. When the organizer is a peer and the list of donors and donated amounts are not released, the perceived pressure is the lowest, whereas the donation intention is the highest. When the organizer is a peer and the list of donors and donated amounts are released, the donated amount is lowest. Fourthly, demographic characteristics such as incomes, jobs and unit properties play moderating roles in the relationship between mobilization context and the amount of employees’ donation. Fifthly, the dimension of face orientation, fear of losing face doesn’t play a moderating role in the relationship between mobilization context and the amount of donation, while win-face has a moderating role, that is, the higher of employees’ win-face desire, the more they will donate when the list of donors and the amount of donations are released. Finally, perceived pressure plays a mediating role in the relationship between mobilization context and employees’ donation intention. Employees’ donation intention plays a mediating role in the relationship between perceived pressure and the amount of donations. Perceived pressure has a negative effect on donation intention. The donation intention positively affects the amount of donations.