School of Industrial Management, Korea University of Technology and Education, 1600, Chungjeol-ro, Byeongcheon-myeon, Dongnam-gu, Cheonan-si 31253, Korea.
College of Business Administration, University of Ulsan, Ulsan 44610, Korea.
Int J Environ Res Public Health. 2021 Mar 18;18(6):3128. doi: 10.3390/ijerph18063128.
Although there has been extensive research on the corporate social responsibility (CSR)-performance link, full understanding is still elusive. A possible reason for this is the limited understanding of the underlying processes that affect the relationship. Grounded in institutional theory, which emphasizes the importance of micro-level intermediating processes (e.g., employees' perceptions and attitudes) to explain a macro-level association (i.e., CSR to organizational performance), we built a moderated mediation model where: (i) organization commitment mediated the influence of CSR on organizational performance, and (ii) an employee's prosocial motivation moderated the relationship between CSR and organizational commitment. Using three-wave time-lagged survey data obtained from 302 Korean workers, we found that organizational commitment is an important micro-level process in the CSR-performance link, and that the level of an employee's prosocial motivation can positively moderate that link. We discuss theoretical and practical implications, along with limitations and future research directions.
尽管已经有大量关于企业社会责任（CSR）-绩效关系的研究，但仍难以完全理解。造成这种情况的一个可能原因是对影响这种关系的潜在过程的理解有限。本研究根植于制度理论，该理论强调微观层面中介过程（例如，员工的看法和态度）对于解释宏观层面关联（即 CSR 与组织绩效）的重要性，构建了一个调节中介模型，其中：（i）组织承诺中介了 CSR 对组织绩效的影响，以及（ii）员工的亲社会动机调节了 CSR 与组织承诺之间的关系。我们使用从 302 名韩国工人那里获得的三波时间滞后调查数据，发现组织承诺是 CSR-绩效关系中的一个重要的微观过程，并且员工的亲社会动机水平可以积极调节这种关系。我们讨论了理论和实践意义，以及局限性和未来的研究方向。
