The Study On The Cross-level Impact Mechanism Of Corporate Social Responsibility Initiative On Employees Job Performance

China’s economy enters the new normal after a long period of rapid development.Enterprise and employees start to seek the development with innovation, coordination as well as green, opening and sharing concept. Enterprises need to fulfill their social responsibilities besides the pursuit of profit maximization goal. What impact will be enterprises’ fulfilling social responsibility on employees’ thoughts and behavior?What is the mechanism among that? What kinds of corporate social responsibility initiative(CSRI) will promote employees job performance more substantialy?This study focus on the above problems, pay close attention to employees’ both demands of spiritual pursuit and self-interest in current China with harsh competition environment, to place the eyes on employees’ reaction to CSRI. Based on the existing theory and literature, the study explores the following issues: how will CSRI affect employees job performance? What are the differences among CSRI towards different stakeholders influencing employees job performance? How do they happen? Whether are there cross-cultural differences of the impact of CSRI on employees job performance on the background of Chinese culture?The paper utilizes Stakeholder Theory, Social Learning Theory, Workplace Spirituality Theory, Self-determination Theory, Rational Choice Theory and Social Comparison Theory(Equity Theory) to analyze above problems before bringing forward the research hypothesis. The research sample including 45 corporate and 503 employees is chosen in Shanxi and other fewer provinces in China. The hypothesis is tested by some statistical analysis methods giving priority to with Hierarchical Liner Modeling(HLM) and the conclusions are drawn following:(1) The two dimensions of CSRI affect employees job performance in different way, internal CSRI(ICSRI) positively influences on employees job performance, the relationship between of external CSRI(ECSRI) and employees job performance follow an inverted U-shaped. ICSRI refers to the respecting, caring and fair treatment to employees, which belong to the category of corporate human resources management and are embedded in the enterprise human resources management practice, and consist with corporate interests. ICSRI play a role of promoting employee task performance and organizational citizenship behavior. ECSRI focuses on external response to social needs;therefore it seems to be conflicted with corporate interests. ECSRI shows the impact on employees’ task performance and organizational citizenship behavior on the way of inverted U-shaped through the employees’ social learning process and the psychological process of social comparison. ECSRI has a positive influence on employees’ task performance and organizational citizenship behavior, but there is a boundary. When ECSRI is stronger up to employees’ psychological expectations, employees’ task performance and organizational citizenship behavior will drop.(2) ICSRI and ECSRI have an interaction impact on employees’ task performance.Being two dimensions of one variable, ICSR and ECSRI affect employees’ behavior not independently with each other, but interactively. When ICSRI is higher, which means the corporate respect, care employees more and treat them fairly, the impact of ECSRI on employees’ task performance following inverted U-shaped will be strengthened;Conversely, when ICSR is lower, namely the corporate fails to respect, care employees and to treat them on the way of inequity, the inverted U-shaped relationship between ECSR and employees’ task performance will be weakened.(3) The impact of CSRI on employees job performance is mediated by employees’ personal initiative. Personal initiative refers to the behavior characterized by proactive,self-starting and persisting towards difficulties or barriers. The impact of CSRI on employees job performance is mediated by employees’ personal initiative. The impact of ICSRI on employees job performance is mediated partly by employees’ personal initiative. The impact of ECSRI on employees job performance is mediated completely by employees’ personal initiative.(4) The cross-cultural differences of CSRI affecting employees job performance exist on the background of Chinese "guanxi" culture. "Guanxi" culture significantly positively influences on ECSR and its four components including social public responsibility, customer responsibility, government responsibility and environmental responsibility initiative. "Guanxi" culture positively moderates the inverted U-shaped relationship between ECSR and employees’ personal initiative, between ECSR and organizational citizenship behavior. The inverted U-shaped relationship between ECSR and employees’ personal initiative, between ECSR and organizational citizenship behavior will be strengthened on Chinese "guanxi" culture backgroundThe innovation is mainly reflected as the following four aspects:(1) The inverted U-shaped relationship between ECSRI and employees job performance is discovered. Most existing literature which explored ECSR influenced onemployees job performance brought forward linear relationship, and all of the conclusions have been not yet unified. This study on the basis of corporate practice,through the theoretical analysis and evidence test, discovers the inverted U-shaped relationship between ECSRI and employees job performance.(2) A new path is explored of CSRI affecting employees job performance. Most existing literature on the relationship between CSRI and employees job performance follow the path of CSRI—corporate reputation--employee organization identification--employee’s job performance. Current study puts forward that CSRI improves employees’ work attitude and behavior through the interaction function of CSRI and employees’ cognition based on the Theory of Social Learning. A new path of ECSRI--employees’ personal initiative--employee’s job performance is explored.Employees’ personal initiative as mediate variable belongs to intrinsic motivation, and influences employee’s job performance more forcefully and directly than corporate reputation as mediate variable, which is extrinsic motivation.(3) The interaction impact of ICSRI and ECSRI on employees’ task performance is revealed. Existing literature on CSRI influence on employees’ outcome, CSRI was sometimes treated as one variable, or was divided into several responsibilities initiative towards different stakeholders. The former discussed the relationship between CSRI and employees’ outcome in general; the latter explored different responsibilities initiative towards different stakeholders respectively. Current study reveals the interaction impact of ICSRI and ECSRI on employees’ task performance through theoretical analysis and evidence test. When ICSRI is higher, the impact of ECSRI on employees’ task performance following inverted U-shaped will be strengthened; conversely, when ICSR is lower, the inverted U-shaped relationship between ECSR and employees’ task performance will be weakened.(4) The cross-cultural differences of the impact of CSRI on employee’s job performance on the background of Chinese "guanxi" culture are studied. The existing literature on CSRI influencing on employees’ outcome drew different conclusion on different cultural background. Because of the feature of the “guanxi” between corporate and their stakeholder, the cross-cultural differences of the impact of CSRI on employee’s job performance on the background of Chinese "guanxi" culture is studied.The conclusions are drawn that "Guanxi" culture positively influence ECSR significantly; "Guanxi" culture positively moderates the inverted U-shaped relationship between ECSR and employees’ personal initiative, between ECSR and organizationalcitizenship behavior.