relationship is a positive correlation between an employees’ commitment to an organization and their perception of that organizations CSR (Mensah, 2017). 2.4 OC and Employee Perception of Their Organization’s CSR The underlying idea of this relationship is that employees will be more committed to their organization because “[they are] proud to identify with work organizations that have favorable reputations ” (Peterson, 2004, p. 299). One reason that employees may take more pride in their citizenship with a socially responsible organization is that because of the organization's CSR initiatives, they feel that their role within the organization also has a positive impact on people, society, and the environment. Similarly, this may be due to the fact that because socially responsible organizations are often seen as more fair, honest, and accountable, workers feel that by working with these types of organizations others will also associate them with these same
CSR AND OC: DOES A CAUSAL RELATIONSHIP EXIST 4 characteristics (Vitaliano, 2009). Using data from the Center for World Leadership’s Employee Commitment Survey Project, Stawiski et al. (2010) are able to support the finding above of a positive correlation between an employees’ commitment to an organization and their perception of that organizations CSR. Figure 1 shows that the more an employee “agrees” that their company acts as a good corporate citizen the higher those same individuals score on OC. In addition, a case study from 2002 conducted by Brammer et al. (2002) of 4712 randomly sampled employees at a UK bank also shows this relationship between employees’ perception of their organizations CSR and OC to be true. In Table 1 (which displays the results of the survey), we see that both employees’ views of “External CSR” and sense of “Organizational Commitment” rate highly, which supports the existence of a positive correlation between the two. Interestingly, while both “External CSR” and “Organizational Commitment” rate highly we see that nearly 70% of this bank’s employees have worked there five or more years. That is, employees rate the bank’s CSR highly and also say that they are committed, and because such a large share of employees have been there for five or more years, the evidence shows that they actually are committed. This further proves the argument that employees’ perception of CSR has a positive effect on OC. 2.5 Factors Affecting Employee Perception of an Organization’s CSR That said however, most studies allude to the fact that the strength of this relationship is affected by certain individual characteristics like age, gender, work experience, time employed by and position in the organization (Mensah, 2017). In fact, Stawiski et al. (2010) find the correlation between these factors and OC to be factual. For instance: as workers get older they value job satisfaction over anything else (including CSR); even though women and men rate their organization’s CSR the same “the relationship between CSR and commitment is stronger for
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