Perceived Corporate Social Responsibility And Employee Attitudes

On the one hand,it has long been argued that corporate social responsibility is very important to enterprises and society,thus research has pay attention to the issues that how to push enterprises carry out corporate social responsibility.On the other hand,employees' attitudes such as job satisfaction and affective commitment is of vital importance to competitiveness and sustainable of enterprises.Therefore,recent research has emphasized the importance of corporate social responsibility to employees' job satisfaction and affective commitment.Previous studies suggested that employees' perceived corporate social responsibility(PCSR)have positive relationship with employees' job satisfaction and affective commitment(e.g.Roeck et al.,2012;Muller et al.,2012;Kim et al.,2010;Jones et al.,2010;Vlachos et al.,2013),this line of research has mainly focused on the main effects of employees' perceived corporate social responsibility on employees' attitudes.There have less researchs examine the mediating effects of the relationship between PCSR and employees' attitudes.Furthermore,few studies have examined the moderating effects of relationship between PCSR and employees' attitudes,even more less the moderating effects of CSR attributions on the relationship between PCSR and employees' attitudes.According to attribution theory,effects of act or event results on individuals' attitudes depends on what they attribute the cause of such acts or events.Thus the effects of PCSR on employees' attitudes are likely to depend on the attribution employee make for corporate social responsibility.So far,there is little empirical research examine the moderating effect of CSR attributions on the relationship between PCSR and employees' attitudes.While Roeck ?(2012)is an exception,this research have examine the moderating effect of egoistic CSR attributions on PCSR and employees' attitudes,there are still four issues need to deeply research :First,as have noted by Christopher & Skitka(2012)? Rupp(2006),PCSR have positive effects on work meaningfulness of employees which further promote employee attitudes such as employees' job satisfaction and affective commitment.Unfortunately,up to now there have little empirical evidence to support the mediating role of employees' work meaningfulness.Second,as Ellen ?(2006)has noted that altruistic CSR attribution is not reverse of egoistic CSR attributions,and both of them coexist.While Roeck ?(2012)have examine the moderating effect of egoistic CSR attributions on PCSR and employees ' attitudes,this research haven't examine the moderating effects of altruistic CSR attributions on PCSR and employees' attitudes.Besides,because there is no theoretical explanation in the paper of Roeck ?(2012),so there is still need to examine how and why egoistic CSR attribution have moderation effects on the relationship between PCSR and employees' attitudes.Third,based on Weiner's attributions theory(1985,1989),cognitive is most important factor to attribution of employees,and because self-esteem reflects self-cognition(Swann,1996),thus employees self-esteem would likely have an effect on CSR attributions.Based on this argument,the relationship of PCSR and employees' attitudes depends on employees' self-esteem.Unfortunately,so far no research examine the moderating effects of employees' self-esteem on the relationship between PCSR and employees' attitudes.Fourth,Addition to self-cognition,Weiner(1985,1989)argued that cognition of actor also affects attribution.Because employees business attitudes reflect cognition of enterprise CSR initiatives,so employees' business attitudes is likely affect CSR attributions,and further to moderate the relationship between PCSR and employees' attitudes.So far no research examines the moderating effects of employees' business attitudes on the relationship between PCSR and employees' attitudes.The aims of this study is to address above gaps in the literature by examine:(1)the mediating effects of work meaningfulness on the relationship between PCSR and employees job satisfaction and affective commitment.(2)How and why altruistic CSR attributions and egoistic CSR attribution dependently and jointly moderating the relationship between PCSR and employees' job satisfaction and affective commitment?(3)How self-esteem moderate the relationship between PCSR and employees' job satisfaction and affective commitment? And whether or not CSR attribution explains the moderating effects of self-esteem on the relationship between PCSR and employees' job satisfaction and affective commitment?(4)How business attitudes moderate the relationship between PCSR and employees job satisfaction and affective commitment? And whether or not CSR attribution explains the moderating effects of business attitudes on the relationship between PCSR and employees' job satisfaction and affective commitment?According to Alreck and Settle's suggestion(2004),we use questionnaire method to collect data.Among which,CSR attribution's measure was based on the work of Ellen ?(2006),we have found that CSR attribution have two dimension: altruistic CSR attribution and egoistic CSR attribution,and our measure of CSR attribution have good validation.Business attitudes measure was based on the work of Neumann & Reichel(1987).Other construct measure was use mature scale.This study use longitudinal design to examine hypothesis in this paper.We have four main results from data analysis:(1)Work meaningfulness has positive mediating effects on the relationship between employees job satisfaction and affective commitment.(2)The positive relationship between PCSR and job satisfaction and affective commitment is stronger when the level of altruistic CSR attribution is high than when it is low.In addition,using a configuration approach,we find that the strongest positive relationship between PCSR and employees attitudes occurs with high altruistic CSR attributions and with high egoistic CSR attributions;and the second strong positive relationship occurs with high altruistic CSR attributions and with low egoistic CSR attributions;& the third relationship occurs with high altruistic CSR attributions & with high egoistic CSR attributions,and the weakest relationship occurs with low altruistic CSR attributions & with low egoistic CSR attributions.(3)The results show that PCSR was more positively related to employees job satisfaction & affective commitment when employee self-esteem was high.However when employees' selfesteem was low,PCSR was less positive related to job satisfaction and was unrelated to affective commitment.In addition,the results were consistent with the idea that the attributions employees make for the corporate social responsibility initiatives explain the moderating effect of employee self-esteem on the relationship between PCSR and employees' attitudes.(4)The results suggested that PCSR was much positively related to job satisfaction and affective commitment when employees hold the attitudes that enterprises should pay attention to business ethic.However,when employees hold the attitudes that enterprises should not pay attention to business ethic,P-CSR was less positively related to job satisfaction and affective commitment.Three innovations in this paper are:1.This study found that egoistic CSR attribution and altruistic CSR attribution dependently and jointly moderate the relationship between PCSR and employees' attitudes.Different with Roeck etc's results(2012),this study suggest that egoistic CSR attribution alone have no effect on the relationship between PCSR and employee attitudes.However,when combined with high altruistic CSR attribution,egoistic CSR attribution affects relationship between PCSR and employees' attitudes.In addition to the moderating effect of altruistic CSR attribution,this study suggests that the strongest positive relationship between PCSR and employees' job satisfaction and affective commitment occur when combined with high altruistic CSR attribution and high egoistic CSR attribution.Second strong positive relationship between PCSR and employees' job satisfaction and affective commitment occur when combined with high altruistic CSR attribution and low egoistic CSR attribution.Weakest and equally positive relationship between PCSR and employees' job satisfaction and affective commitment occur when combined with low altruistic CSR attribution and high(low)egoistic CSR attribution.2.This study found that altruistic CSR attribution explains the moderating effect of self-esteem on the relationship between PCSR and employees' attitudes.Previous study hasn't examined the moderating effects of self-esteem on the relationship between PCSR and employees' attitudes.This study has examined the moderating effects of selfesteem on the relationship between PCSR and employees' attitudes.Besides,this study found that altruistic CSR attribution explains the moderating effect of self-esteem on the relationship between PCSR and employees' attitudes.3.This study found that altruistic CSR attribution explains the moderating effect of business attitudes on the relationship between PCSR and employees' attitudes.Previous study hasn't examined the moderating effects of business attitudes on the relationship between PCSR and employees' attitudes.This study has examined the moderating effects of business attitudes on the relationship between PCSR and employees' attitudes.Besides,this study found that altruistic CSR attribution explains the moderating effect of business attitudes on the relationship between PCSR and employees' attitudes.Four managerial implications from this paper are:1.The positive relationship between PCSR and employees' job satisfaction and affective commitment suggest that managers who want to improve employees' attitudes should promote employees perceived corporate social responsibility.2.The strongest positive relationship between PCSR and employees' job satisfaction and affective commitment occur when combined with high altruistic CSR attribution and high egoistic CSR attribution suggest that manager should communicate CSR information from altruistic and egoistic aspect to employee.3.The moderation effects of self-esteem on the relationship between PCSR and employees' attitudes suggest that manager should improve employees' self-esteem.4.The moderation effects of business attitudes on the relationship between PCSR and employees' attitudes suggest that manager should improve employee business attitudes.