An Empirical Research Of Relationship Between Perceptions Of Corporate Social Responsibility And Employee Affective Commitment

In recent years, corporate social responsibility has attracted a lot of attention home and abroad. The Government, scholars and research institutions have called for companies to fulfill their social responsibilities. However, in order to persuade the companies to invest in social responsibility activities, we have to prove that doing this is beneficial for the company. Based on the above consideration, this paper will research on the relationship between perceptions of corporate social responsibility and employee affective commitment. The main research methods used in this paper are literature research and survey method.In the review of the literature, this paper sums up the answers to the question "why should the corporate take social responsibilities?". Through this, the author finds out the trends of theoretical and empirical researches in this field. Based on the Social Identity Theory and Organizational Ethic Climate related research, this paper also establishes the theoretical link between corporate social responsibility and employee affective commitment.In the empirical research, based on the research model and hypothesis, this paper analyses the survey data. The main statistical methods used in this part are Independent samples T-test,One-way ANOVA,Correlation Analysis and Regression Analysis. The main results are showed as follows:(1) There is a significant positive correlation between perceptions of corporate social responsibility and employee affective commitment;(2) The three dimensions of corporate social responsibility have different degrees of influence on the employee affective commitment. Two of the dimensions (corporate responsibility for employees and corporate responsibility for consumers) are the forecast variables of employee affective commitment, but corporate responsibility for the community is not;(3) Corporate social responsibility has different explanation capacities on the two dimensions of affective commitment. It has a greater explanation capacity on employee value and efforts commitment than employee continuance commitment; (4) The size of the business does influence the relationship between perceptions of corporate social responsibility and employee affective commitment, but the moderating effect is small.