The Impact Of Corporate Social Responsibility On Employees' Organizational Citizenship Behavior

Whereas an employee is a significant member among the corporation stakeholders,playing an extremely important role in both promoting corporation social responsibility and in improving corporation competitiveness.Therefore,in academic circle,the influence of corporate social responsibility on employees? attitude and behavior is becoming a new field that is gaining more and more attention with each passing day.Meanwhile,more and more scholars have emphasized that the organization can only achieve its goal and improve its efficient operation through employees? organizational citizenship behaviors other than the personal duty.In this context,the exploration of the impact of corporate social responsibility on employee?s organizational citizenship behavior has important theoretical and practical significance.The study on the relationship between corporate social responsibility and employees? organizational citizenship behaviors has the following deficiencies: first,although there are already some studies explaining the mechanism why integrated corporate social responsibility would influence employees? organizational citizenship behavior to some extent,there is no study explaining the mediating mechanism from the perspective of responsibility cognition.It can be seen that the mechanism of integrated corporate social responsibility on the impact of employees? organizational citizenship behavior is still not clear.Second,the current studies are mainly focused on employees? individual characteristics or attitudes towards corporate social responsibility,while the consideration on the person-organization value fit is still in shortage.Third,corporate philanthropy is a constituent part of integrated corporate social responsibility,but research conclusions of the impact of corporate philanthropy on employees? organizational citizenship behaviors have reported mixed results,especially neglecting the moderating variables of organizational levels.Fourth,integrated corporate social responsibility includes not only corporate philanthropy,but also the corporate social responsibility performed in daily operation and production practice.Comparing these two forms,focusing on daily corporate social responsibility and corporate philanthropy,the question of which form has greater influence on organizational citizenship behavior remains to be responded with a clear answer.Therefore,we comprehensively applied two empirical analysis methods to respectively discuss mediating mechanism of psychological contract between integrated corporate social responsibility and organizational citizenship behavior,the moderating mechanism of person-organization value fit in integrated corporate social responsibility and psychological contract,hierarchical moderating mechanism of commitment-based human resource management practices in corporate philanthropy and affective commitment and the influence differences of daily corporate social responsibility on organizational citizenship behaviors.In order to collect high-quality study data,with the support and help of the heads of the investigated enterprises,we set out 634 questionnaires to employees of 32 small and medium-sized enterprises,and the questionnaires were guaranteed to be collected effectively through on-the-spot guidance and one-by-one review.To eliminate the interference from irrelevant factors as many as possible,the study assumes that the enterprises have two different levels(high and low)of performance in daily corporate social responsibility and participation in philanthropy activities by method of setting experimental conditions.The method of random allocation in different experimental conditions was applied to further verify the different influence of the above two forms of corporate social responsibility on organizational citizenship behaviors.The result of Study ? shows:(1)Perceived integrated corporate social responsibility is positively related to organizational citizenship behaviors.(2)Perceived integrated corporate social responsibility is negatively related to transactional psychological contract.Perceived integrated corporate social responsibility is positively related to relational psychological contract.Perceived integrated corporate social responsibility is positively related to ideological psychological contract.(3)Organizational citizenship behaviors are influenced by perceived integrated corporate social responsibility via the mediation of psychological contracts.(4)Person-organization value fit moderates the effects of perceived integrated corporate social responsibility and psychological contract.The result of Study ? shows:(1)Perceived corporate philanthropy is positively related to organizational citizenship behaviors.(2)Organizational citizenship behaviors are influenced by perceived corporate philanthropy via the mediation of affective commitment.(3)Commitment-based human resource management practices moderates the effects of perceived corporate philanthropy and affective commitment.The result of Study ? shows:(1)Compared with corporate philanthropy,daily corporation social responsibility has greater influence on organizational citizenship behaviors.(2)There are four kinds of scenarios in terms of corporation social responsibility,focusing on performing daily social responsibility and actively participating in philanthropy activities at the same time,focusing on performing daily social responsibility but not actively participating in philanthropy activities,not focusing on performing daily social responsibility but actively participating in philanthropy activities,not focusing on performing daily social responsibility or actively participating in philanthropy activities.By comparing these four scenarios,the scenario of focusing on performing daily social responsibility and actively participating in philanthropy activities at the same time and the scenario of focusing on performing daily social responsibility but not actively participating in philanthropy activities shows no obvious difference in the influence on organizational citizenship behaviors;the scenario of not focusing on performing daily social responsibility but actively participating in philanthropy activities and the scenario of not focusing on performing daily social responsibility or actively participating in philanthropy activities have no obvious difference in the influence on organizational citizenship behaviors either.But the scenario of focusing on performing daily social responsibility but not actively participating in philanthropy activities and the scenario of not focusing on performing daily social responsibility or actively participating in philanthropy activities show obvious difference in the influence on organizational citizenship behaviors,and the first scenario has greater influence on organizational citizenship behaviors.The main innovations of the study lie in the following aspects:First,Study ? made a breakthrough in discussing the impact of perceived integrated corporate social responsibility on employees? organizational citizenship behaviors from the employees? affective reaction,and further explored the deep motivation from responsibility cognition.The conclusion remedied the deficiency of the past studies in studying the mediating mechanism between corporate social responsibility and organizational citizenship behavior,and became a significant supplement for the influential relationship between corporate social responsibility and employees? behaviors.Second,Study ? further put forward and verified the moderating mechanism of person-organization value fit on integrated corporate social responsibility and psychological contract.The study conclusion not only helps to enriche and develop the theory of integrated corporate social responsibility and organizational citizenship behaviors,but also expand the application range of person-organization value fit.Third,Study ? found that the commitment-based human resource management practices has substitution effect on corporate philanthropy.The conclusion effectively explained why the participation of an enterprise in philanthropy activities has great influence on employees? organizational citizenship behaviors but not the other.Fourth,study ? supplemented the deficiencies of the past researches in not differentiating performance of daily corporate social responsibility and participation in philanthropy,which is a significant supplement to the research of the relationship between corporate social responsibility and organizational citizenship behaviors.The practical significance of the study:First,summarizing the above three study conclusions,first we get a very significant inspiration that improving employees? organizational citizenship behavior can be started from two aspects,performance of corporate philanthropy and integrated corporate social responsibility.Meanwhile,a corporation needs to more actively apply daily corporate social responsibility while performing philanthropy,guaranteeing the legitimate rights and interests of its stakeholders to have long-term and stable protection in the daily operation and production practice of the enterprise,so as to provoke more organizational citizenship behaviors.Second,managers should help employees to better learn and understand the corporate social responsibility,including creating good moral environment and enterprise culture,communicating with the employees on the moral standard and principles in respect of corporate social responsibility and helping employees acknowledge the significance in performing corporate social responsibility.Third,commitment-based human resource management practices plays a substitution effect on the relationship between corporate philanthropy and employees? affective commitment,the conclusion reminds us that corporate philanthropy is an importante factor,but the influence of commitment-based human resource management practices on employees? attitude and behaviors still cannot be ignored.Fourth,managers should strengthen the employee?s approval on the core value of the enterprise and help the employee to effectively realize the value fit between person and organization,so as to improve the employee?s perception on the responsibility and value,approve the positive actions of the enterprise and decrease the proneness to negatively evaluate the corporation.