College of Economics and Management, Hubei Polytechnic University, Huangshi, Hubei, People's Republic of China.
College of Public Administration, Huazhong University of Science and Technology, Wuhan, Hubei, People's Republic of China.
PLoS One. 2022 Mar 3;17(3):e0260125. doi: 10.1371/journal.pone.0260125. eCollection 2022.
Based on the social identity theory, this study investigates the mediation and moderation mechanism of CSR on job applicant attraction. A total of 395 job seekers are recruited to join in the experiment survey. The results indicate that job seekers' perceptions of CSR positively relate to job applicant attraction, employer reputation and expected pride mediate this relationship, respectively, and the serial mediating role of employer reputation and then expected pride in the relationship between CSR and job applicant attraction. Additionally, the findings show that job applicants' materialism orientation plays a moderating role in the indirect effect of CSR on job applicant attraction via expected pride, but the moderating effect of job seekers' materialism orientation in the indirect effect of CSR on job applicant attraction via employer reputation is not statistically significant. These findings enrich the new culture-driven evidence on the impacting mechanism of CSR on job applicant's attitude and provide valuable insight into how CSR motivates job applicant attraction.
基于社会认同理论，本研究考察了企业社会责任对求职者吸引力的中介和调节机制。共有 395 名求职者参与了实验调查。结果表明，求职者对企业社会责任的认知与求职者吸引力呈正相关，雇主声誉和预期自豪感分别在这一关系中起中介作用，而雇主声誉和预期自豪感在企业社会责任与求职者吸引力之间的连续中介作用。此外，研究结果表明，求职者的物质主义取向在企业社会责任通过预期自豪感对求职者吸引力的间接效应中起调节作用，但求职者的物质主义取向在企业社会责任通过雇主声誉对求职者吸引力的间接效应中的调节作用不具有统计学意义。这些发现丰富了新的文化驱动的关于企业社会责任对求职者态度影响机制的证据，并为如何通过企业社会责任激发求职者吸引力提供了有价值的见解。
