How Corporate Social Responsibility Influences Organizational Commitment

Corporate Social Responsibility (CSR) is obtaining a global consensus under the trend of economic globalization and sustainable development. Current research around the definition and dimension of CSR. the relationship between CSR and consumer behavior, or between CSR and corporate financial performance is relatively large, but round the impact of CSR on employee behavior is still very limited. With the market economy developing, a value system of employees is undergoing a diversified change, so how to improve organizational commitment and retain talents is one priority of the corporate. This study attempts to analyze the mechanism of how CSR affects organizational commitment combining with the moderator variable---the importance of CSR for employees based on the social identity theory (SIT), and then provides some guidance and advice to enterprise practice.This paper started from the evolution history of CSR and organizational commitment researches, and then we surveyed and organized the academic circles regarding CSR and organizational commitment definition, dimension and measurement, reviewed the impact of CSR on organizational commitment. At the same time the author introduces the social identity theory, explained the definition and process of social identity, and highlighted the impact of CSR on organizational commitment and affective commitment is most closely associated with CSR based on SIT. So this study puts focus on the impact of CSR on affective commitment. Through the above literature review and analysis, this study straightened its thinking, put forward the hypothesis, selectively refined the dimension of CSR, ICSR and affective commitment, and selected a high degree of reliability and validity of the scales as measurement tools. Then the author obtained456valid questionnaires as sample data through the questionnaire method to study the impact of CSR on organizational commitment. With the help of methods of reliability analysis, validity analysis, T test, ANOVA. correlation analysis and hierarchical regression analysis, the findings of the study revealed that CSR to the first category of stakeholders, employees, and customers were the significant predictors of organizational commitment; There was no link between CSR to government and organizational commitment; The strength of the relationship between CSR to the first category of stakeholders or employees and organizational commitment increases as ICSR increases; The link between CSR to customers or government and organizational commitment was not affected by ICSR. In addition, the impact of gender, tenure and organizational size on organizational commitment was verified in this paper, but the factor of education and position were not.Finally, this study put forward some advice and countermeasures for human resource management with practice based on the findings.