Micro CSR intervention towards employee behavioral and attitudinal outcomes: a parallel mediation model

The study examines the impact of perceived micro Corporate Social Responsibility (micro-CSR) on organizational (trust, justice, identification) and employee job-related behavioral and attitudinal outcomes; tests the mediating influence of organizational justice, identification, and trust between perceived micro-CSR and those outcomes; and conducts a meta-analysis on CSR–employee outcomes. Guided by social exchange theory, questionnaires were collected from senior and junior executives of cellular network companies in Pakistan (n=767 usable; 92% response rate). Data were analyzed via factor analysis, measurement model estimation, and structural equation modeling (SEM) for a parallel mediation model; a PRISMA-based meta-analysis was also conducted. Perceived micro-CSR positively predicts organizational commitment and job satisfaction and negatively predicts counterproductive work behaviors (CWB) and turnover intent. Organizational trust, justice, and identification significantly mediate between perceived micro-CSR and commitment, satisfaction, and CWBs; mediation between micro-CSR and turnover intent was reported as insignificant in the abstract, while later analyses show significant small indirect effects. The findings provide evidence encouraging firms to engage in CSR initiatives and clarify micro-CSR pathways.

Sheikh Raheel Manzoor, Atif Ullah, Rezwan Ullah, Afraseyab Khattak, Heesup Han, Sunghoon Yoo