A Study On The Relationship Between Employee Social Responsibility And Employee Engagement

The theory and practice of Corporate Social Responsibility (CSR) has been acertain development in China since it was introduced in1990s. But CSR research hasbeen carried out for more than one hundred years in foreign countries. So the CSR inChina is still a younger field which has a vast space for all of us to take a further explore.The employee social responsibility is probably the most worthwhile.Previous researches and practice on CSR, which are in favor of externalstakeholders, always ignore the internal stakeholders-employee of a company. In fact,the employee social responsibility can lead to employee’s positive attitude and behaviorwhich are beneficial to the long-term development of the enterprise. In the review of theliterature, this paper choose employee as the research object and try to find out therelationship between the employee social responsibility and employee engagement.Besides, the perceived organizational support is been taken as an intermediary variableto explore the intrinsic mechanism of employee social responsibility on fromemployee’s psychological perception.By combing the three aspects of literature from employee social responsibility,perceived organizational support, employee engagement, the paper designs theevaluation system of those three variables. The employee social responsibility is dividedinto salaries and benefits responsibility, work environment responsibility, training anddevelopment responsibility. The perceived organizational support is divided intoworking support, identifying value and caring about well-being. The employeeengagement is divided into job engagement and organization engagement. Then thisstudy constructs the research model and proposes the hypothesis basing on the resultsgot in the former charters.Through the support of SPSS11.5software, the paper counts and analyzes the225pieces of questionnaires from the listed companies in Zhejiang province. This research’smain conclusion is as follows:1. There is a significant positive correlation between employee social responsibilityand perceived organizational support. In addition to training and developmentresponsibility can’t forecast the identifying value, the rest of the employee socialresponsibility are positive and significant predictors of perceived organizationalsupport; 2. There is a significant positive correlation between employee social responsibilityand employee engagement. The salaries and benefits responsibility, work environmentresponsibility, training and development responsibility are positive and significantpredictors of work engagement and organization engagement;3. There is a significant positive correlation between perceived organizationalsupport and employee engagement. The working support, identifying value and caringabout well-being are positive and significant predictors of job engagement andorganization engagement;4. In addition to identifying value doesn’t have the intermediary role betweentraining and development responsibility and job engagement, working support,identifying value and caring about well-being all have the intermediary role betweenemployee social responsibility and job engagement;5. In addition to identifying value doesn’t have the intermediary role betweentraining and development responsibility and organization engagement, working support,identifying value and caring about well-being all have the intermediary role betweenemployee social responsibility and organization engagement.The paper chooses perceived organizational support as mediating variables. Inconsideration of the theory of employee social responsibility, this research started fromthe promotion of employee engagement and finally verified the model. Not only doesthe paper support advices to the companies, but also make an exploration for the studyof employee social responsibility and employee engagement.