Department of Psychology, University of Osnabrück, Seminarstraße 20, 49069 Osnabrück, Germany.
J Appl Psychol. 2012 Nov;97(6):1186-200. doi: 10.1037/a0030204. Epub 2012 Oct 15.
This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed.
本研究调查了几种全球领导力和组织行为有效性（GLOBE）文化价值维度对员工对组织社会责任的看法与他们对组织的情感承诺之间关系的调节作用。基于来自 17 个国家的 1084 名员工的样本数据，结果表明，在控制个体工作满意度和性别以及失业率的国家差异后，感知到的企业社会责任（CSR）与员工的情感承诺（AC）呈正相关。此外，GLOBE 的几个价值维度调节了 CSR 对 AC 的影响。特别是，在人文导向、制度集体主义、内群体集体主义和未来导向较高的文化中，以及权力距离较低的文化中，对 CSR 的看法与 AC 的关系更为积极。讨论了对未来 CSR 研究和跨文化人力资源管理的启示。
