The Study Of The Relationship Between Employee Social Responsibility And Organizational Trust Work Value As Regulating Variable

Since1924, the American scholar Sheldon (Oliver Sheldon), put forward the concept of corporate Social Responsibility (Corprate Social Responsibility, CSR) in his book "management philosophy", whether the enterprise should bear the Social Responsibility become the focus of both theory and practice fields. After the mid-1990s, corporate social responsibility movements flourished in Europe and America, reflecting in the appearance of some responsibility standards, and the emergence of specialized organizations, Social Accountablity Internation of the United States (Social Accountability, Alternation, SAI) is the representative. In1997, the organization launched, and combined with multinational companies in Europe and the United States, along with other international organizations jointly formulated the social responsibility standard of SA8000, this is the world’s first corporate social responsibility management system standards that can be used for third party certification, and it is widely accepted around the world. However,we should notice that the enthusiasm for China’s enterprises to perform social responsibility is not high, there are still violations of consumer rights and interests. Corporate Social Responsibility is not only a product of social development to a certain stage, but also the pursuit of a more civilized economic activities spontaneously for enterprise as an social and economic organization, it is the result of both internal arid external driving force. Therefore, in order to make a better corporate social responsibility, in addition to propaganda the advantage of bearing corporate social responsibility, and more importantly, it is necessary to find the inner driving force for enterprises to implement the social responsibility, encouraging enterprise to assume social responsibility initiatively.The author believes that corporate social responsibility involves not only the shareholders, that is in addition to the creation of wealth, the enterprise must also be responsible for the whole society, generally including abiding by business ethics, protection of labor rights, protection of the environment, development of charity and public welfare undertakings, and protecting vulnerable groups, and so on. Although enterprise consider the various stakeholders that would affect and be affected by the enterprise behavior, the staff as enterprise’s important internal stakeholders, their actions can directly affect the economic performance of the enterprise, therefore, correctly and appropriately bear social responsibility for employees is of important value to enterprise development.This thesis mainly investigate the influence of enterprise staffs social responsibility to employees’ organizational trust, with the influence of work values as regulating variable for empirical research analysis. Once the enterprise is able to implement its social responsibility well, through its social responsibility implementation behavior employees can understand the fair management decision of enterprises, good salary and welfare benefits as well as the specific promotion channel, and so on, thus they would have a positive evaluation for enterprise management and the organization as a whole, improve employee’s trust in the organization and its members, prompting the enterprise to bear social responsibility actively. Work values is one’s value judge of individual behavior and his work gains from specific work environment. Because the values is stable psychological system of individual’s value judgment, and each staff would uphold different values, so considering the regulation of work values is not inevitable in researching the relationship of the social responsibility of enterprises to employees and their organizational trust, promoting enterprise to bear social responsibility properly. This article selects the enterprise employees as the research object for empirical research, corporate social responsibility of the staff mainly refer to Liu Gang, and Li Feng’s research, corporate social responsibility to the staff can be divided into two dimensions of security responsibility and incentive responsibility, work valus mainly refer to the study of Ros, the work values is divided into four dimensions of social,extrinsic,pretige and intrinsic, organizational trust refers to Robinson’s research, investigating the overall trust of employees to the organization.According to the results of empirical analysis, this paper get the following conclusion: (1) The two dimensions of enterprise social responsibility to employees-security responsibility dimension, and incentive responsibility dimension both have significant positive influence on organizational trust. But the extent of their respect differs, incentive responsibility dimension has more important influence on organizational trust, followed by employees security responsibility.(2) The employees’work values, social, prestige and intrinsic values have a significant positive impact on organizational trust, extrinsic work values has no significant impact on organizational trust.(3) The regulating impact of work values between the social responsibility of the employees and organizational trust has been verified. Social work values positively regulate security responsibility and organizational trust, and negatively regulate incentive responsibility and organizational trust; Regulatory of extrinsic work values,prestige work values and intrinsic work values is not significant.Finally, according to the conclusions of this study, the thesis provides some referential suggestions for the enterprise to bear the social responsibility of the employee reasonably, then further analyzes the limitations and future research direction.