This study investigates the impact of perceived micro-Corporate Social Responsibility (micro-CSR) on employee behavioral and attitudinal outcomes. It examines the mediating role of organizational trust, justice, and identification in the relationship between perceived micro-CSR and commitment, satisfaction, counterproductive work behaviors (CWBs), and turnover intent. A meta-analysis of existing literature on CSR and employee outcomes is also conducted. The study finds that perceived micro-CSR positively predicts organizational commitment and job satisfaction while negatively predicting CWBs and turnover intent. Organizational trust, justice, and identification significantly mediate the relationship between perceived micro-CSR and commitment, satisfaction, and CWBs, but not turnover intent. The findings support a parallel mediation model based on social exchange theory and provide evidence encouraging businesses to engage in CSR initiatives.
