CORPORATE SOCIAL RESPONSIBILITY AND EMPLOYEE WORK-RELATED ATTITUDES: MODERATION ROLES OF CSR ATTRIBUTIONS

Abstract

In this dissertation, I examine the contingent link of CSR and employee work-related attitudes (e.g. staff affective commitment and job satisfaction). Based on Weiner’s (1986) stability theory, I identify two types of CSR attribution: self-centred CSR attribution and other-centred CSR attribution. I have developed two arguments and use survey data to test them. Firstly, I argue that a positive link of corporate social responsibility (CSR) and employee work-related attitudes is more likely to occur when the level of self-centred CSR attribution is high or the level of other-centred CSR attribution is high. Secondly, based on organization theory, I argue that the link of CSR and staff affective commitment and job satisfaction will be positively mediated by employee work-meaningfulness. Results using a longitudinal study justify both arguments. I find that: (1) CSR has a positive link with staff affective commitment and job satisfaction ; (2) employee work-meaningfulness positively mediates the link of CSR and employee work-related attitudes; (3) the link of CSR and employee work-related attitudes is positively moderated by self-centred CSR attribution and other-centred CSR attribution; (4) CSR is positively related with employee work-related attitudes when both self-centred CSR attribution and other-centred CSR attribution are high; (5) the mediation role of employee work-meaningfulness on the link of CSR and staff affective commitment and job satisfaction is moderated by self-centred CSR attribution and other-centred CSR attribution respectively and jointly. These findings contribute to our knowledge of how CSR can have a positive effect on employee work-related attitudes. Theoretical and managerial implications are discussed.

Date of Award	1 Aug 2019
Original language	English
Awarding Institution	The University of Manchester
Supervisor	Ping Gao (Supervisor)