The influence of employee perceptions of corporate social responsibility on affective commitment
Date
2019-04
Authors
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Journal ISSN
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Publisher
Stellenbosch : Stellenbosch University
Abstract
ENGLISH SUMMARY : The study investigated the relationship between Perceived Corporate Social Responsibility (CSR) and Affective Commitment, drawing on Social Identity Theory. The aim of the study was to investigate the complex nomological network of variables playing a role in the relationship between Perceived CSR and Affective Commitment.
A total of 172 questionnaires were completed, comprising of questionnaires to measure Affective Commitment, Perceived CSR, Organisational Social Identity, Perceived Organisational Justice (Overall Justice), Psychological Contract (Relational Contract), as well as Cultural Dimensions (Collectivism, Power Distance and Masculinity.
Partial Least Squares Structural Equation Modelling (PLS-SEM), was used to statistically evaluate the measurement and structural model. The postulated relationships between the variables were thus empirically tested. The study revealed the complex nomological network of variables playing a role in the relationship between Perceived CSR and Affective Commitment.
The present study contributes to existing literature as it is the first study of its nature, investigating the relationship between Perceived CSR and Affective Commitment, which has been conducted in the South African context.
The most significant finding of the study was the positive relationship between Perceived CSR and Affective Commitment. However, this relationship was not mediated by Organisational Social Identity as initially hypothesised.
The results furthermore revealed that Perceived CSR has a positive impact on Perceived Organisational Justice and fulfilment of the Relational Contract. Both variables impacted on Organisational Social Identity, which is positively related to Affective Commitment. Organisational Social Identity is regarded as a key variable in the Perceived CSR and Affective Commitment relationship. The effect of Cultural Values on the Perceived CSR and Affective Commitment relationship was not found to be significant. Lastly, the practical implications of the findings are discussed, as well as recommendations for future research.
AFRIKAANSE OPSOMMING : Die studie het die verband tussen werkers se Waargenome Korporatiewe Sosiale Verantwoordelikheid (Perceived Corporate Social Responsibility) en Affektiewe Toewyding (Affective Commitment) bestudeer. Sosiale Identiteitsteorie (Social Identity Theory) was beskou as een van die sleutelveranderlikes wat hierdie moontlike verband tussen die konstrukte kon verduidelik. Die doel van die studie was om die komplekse nomologiese netwerk van veranderlikes wat die verband tussen hierdie konstrukte verklaar, te ondersoek. Toewyding, Waargenome Korporatiewe Sosiale Verantwoordelikheid, Organisatoriese Sosiale Identiteit (Organisational Social Identity), Waargenome Organisatoriese Regverdigheid (Perceived Organisational Justice), Sielkundige Kontrak (Psychological Contract), asook Kulturele Waardes (Kollektivisme, Magsverskil en Manlikheid) ondersoek het. “Partial Least Squares Structural Equation Modelling (PLS-SEM)” statistiese metodes is gebruik om die meting- en strukturele model empiries te evalueer. Die betrokke studie is die eerste van sy aard in Suid-Afrika wat die verband tussen Affektiewe Toewyding (Affective Commitment) en Waargenome Korporatiewe Sosiale Verantwoordelikheid (Perceived Corporate Social Responsibility) bestudeer. Die studie het bevind dat daar ‘n beduidende positiewe verband tussen Affektiewe Toewyding en Waargenome Korporatiewe Sosiale Verantwoordelikheid bestaan, maar Organisatoriese Sosiale Identiteit het nie ‘n bemiddelende effek getoon nie. Die resultate het verder ‘n beduidende positiewe verband tussen Waargenome Korporatiewe Sosiale Verantwoordelikheid en Waargenome Organisatoriese Regverdigheid en die voldoening aan die Sielkundige Kontrak getoon. Beide veranderlikes het ‘n impak op Organisatoriese Sosiale Identiteit getoon, wat ‘n positiewe verband met Affektiewe Toewyding gehad het. Die impak van Kulturele Waardes op die verband tussen Waargenome Korporatiewe Sosiale Verantwoordelikheid en Affektiewe Toewyding was nie beduidend nie. Daar is verder ook bevind dat Kulturele Waardes nie ‘n bemiddelende impak op die verband tussen die hoof veranderlikes gehad het nie. Die praktiese implikasies, sowel as voorstelle vir toekomstige navorsing, word laastens bespreek.
AFRIKAANSE OPSOMMING : Die studie het die verband tussen werkers se Waargenome Korporatiewe Sosiale Verantwoordelikheid (Perceived Corporate Social Responsibility) en Affektiewe Toewyding (Affective Commitment) bestudeer. Sosiale Identiteitsteorie (Social Identity Theory) was beskou as een van die sleutelveranderlikes wat hierdie moontlike verband tussen die konstrukte kon verduidelik. Die doel van die studie was om die komplekse nomologiese netwerk van veranderlikes wat die verband tussen hierdie konstrukte verklaar, te ondersoek. Toewyding, Waargenome Korporatiewe Sosiale Verantwoordelikheid, Organisatoriese Sosiale Identiteit (Organisational Social Identity), Waargenome Organisatoriese Regverdigheid (Perceived Organisational Justice), Sielkundige Kontrak (Psychological Contract), asook Kulturele Waardes (Kollektivisme, Magsverskil en Manlikheid) ondersoek het. “Partial Least Squares Structural Equation Modelling (PLS-SEM)” statistiese metodes is gebruik om die meting- en strukturele model empiries te evalueer. Die betrokke studie is die eerste van sy aard in Suid-Afrika wat die verband tussen Affektiewe Toewyding (Affective Commitment) en Waargenome Korporatiewe Sosiale Verantwoordelikheid (Perceived Corporate Social Responsibility) bestudeer. Die studie het bevind dat daar ‘n beduidende positiewe verband tussen Affektiewe Toewyding en Waargenome Korporatiewe Sosiale Verantwoordelikheid bestaan, maar Organisatoriese Sosiale Identiteit het nie ‘n bemiddelende effek getoon nie. Die resultate het verder ‘n beduidende positiewe verband tussen Waargenome Korporatiewe Sosiale Verantwoordelikheid en Waargenome Organisatoriese Regverdigheid en die voldoening aan die Sielkundige Kontrak getoon. Beide veranderlikes het ‘n impak op Organisatoriese Sosiale Identiteit getoon, wat ‘n positiewe verband met Affektiewe Toewyding gehad het. Die impak van Kulturele Waardes op die verband tussen Waargenome Korporatiewe Sosiale Verantwoordelikheid en Affektiewe Toewyding was nie beduidend nie. Daar is verder ook bevind dat Kulturele Waardes nie ‘n bemiddelende impak op die verband tussen die hoof veranderlikes gehad het nie. Die praktiese implikasies, sowel as voorstelle vir toekomstige navorsing, word laastens bespreek.
Description
Thesis (MCom)--Stellenbosch University, 2019.
Keywords
Corporate social responsibility, Social responsibility of business, Employee perception, Organizational commitment, Corporate culture -- Psychological aspects, Affective commitment, UCTD