Research on the Impact Mechanism of Employees’ Corporate Social Responsibility Perceptions on Organizational Citizenship Behavior and Job Satisfaction

Citation

Zhu, BaoQiang. (2021). Research on the impact mechanism of employees’ corporate social responsibility perceptions on organizational citizenship behavior and job satisfaction. (Master Independent Study). Bangkok: Siam University.

Abstract

With the rapid development of social economy, corporate social responsibility has gradually become a global trend, especially in western countries, where many companies have raised their social responsibility practices to a strategic management level. However, Chinese enterprises have not paid enough attention to this process of rapid development, which has led to the emergence of many social contradictions and roused widespread concern in the academic community and society. Existing literature usually focuses on the impact of corporate social responsibility on corporate performance, corporate image, and consumer response, with a lack of research on the impact of the behaviors and attitudes of major stakeholders within the enterprise. In addition, encouraging employees to participate in organizational citizenship behavior and improving employee job satisfaction is essential to improving the company’s competitiveness and achieving sustainable corporate development. Therefore, research on the relationship between corporate social responsibility and employee organizational citizenship behavior and job satisfaction has gradually become a focused research of academia. In addition, motivation can encourage employees to recognize the impact on their behavior and attitudes. Corporate social responsibility means that the company has higher prosocial value. As members of the organization, employees will implicitly internalize this prosocial value into self-worth, which will generate prosocial motivation, then stimulate organizational citizenship behavior and improve job satisfaction. In addition, an interactive fairness that focuses on the quality of exchange relationships in the process of interpersonal interaction allows employees to perceive the company to be consistent in words and deeds, which can promote employees’ perception of corporate social responsibility and positively affect organizational citizenship behavior and job satisfaction.

Through empirical research, this study found that employees’ perception of corporate social responsibility can positively affect employees’ prosocial motivation, organizational citizenship behavior, and job satisfaction, also prosocial motivation can also positively affect organizational citizenship behavior and job satisfaction. At the same time, prosocial motivation played a part of the mediating role in the relationship between employees’ corporate social responsibility perception and organizational citizenship behavior and job satisfaction. Finally, interaction fairness positively regulates the relationship between employees’ corporate social responsibility perception and prosocial motivation. When the level of interaction fairness was high, the relationship between employees’ perception of corporate social responsibility and prosocial motivation was stronger. Moreover, interaction fairness regulates the mediating role of prosocial motivation in the relationship between employees’ corporate social responsibility perceptions and organizational citizenship behavior and job satisfaction. At the end of the research, the research deficiencies and future prospects were summarized.

Keywords: Corporate social responsibility, Prosocial motivation, Interactive fairness, Organizational citizenship, Job Satisfaction.

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Master of Business Administration (International Program), Siam University, Bangkok, Thailand

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