Empirical Research On The Relationship Among Corporate Social Responsibility, Organization Based Self-Esteem And Employee Engagement

There expose a large number of wrongdoings that cause accidents and endanger consumers’ lives on March 15 each year, and many businesses do not pay enough attention to these problems, such as natural environment, limited resources, employment relationships. Government and scholars focus their eyesight on corporate social responsibility, they call on every business not to take efficiency as the only goal of management. Companies should fulfill the corporate social responsibility positively. Only in this way can achieve the sustainable development of enterprises and build a harmonious socialist society. Meanwhile, more and more enterprises realize that excellent human resources are the ultimate competitive advantage, they pay special attention to how to reduce staff turnover、retain the core staff、 drive up employee engagement、motivate employees and contribute a great deal to organizations, and they can not ignore that staff are influenced easily by companies’ CSR performances as members. However, there are still many factors that influence employees’ attitudes and behaviors in the present management. For example, workers have high satisfaction on their organization and think they can contribute to company by their efforts. Employees are aware of their own existence that are of great importance to enterprises. This psychology improves their engagement. Organization members believe that they can achieve their roles through organizational environment, this degree of fulfillment of needs is organization based self-esteem. So, based on existing theories, this thesis introduce OBSE as the intermediary variable to research how CSR affects the employee engagement, and build a hypothesis model, which can develop and enrich existing theories and provide theoretical guidance.The empirical results show that research variables have significant differences on some demographic variables and other control variables. Staff, integrity, charity and environment can significantly predict the two dimensions of employee engagement:work engagement and organizational engagement. Product responsibility can significantly predict work engagement, but cannot significantly predict organizational engagement. Staff, product, integrity, charity and environment can significantly predict the OBSE. OBSE can significantly predict the two dimensions of employee engagement. OBSE has a mediation effect only to some extent on how the corporate social responsibility to employee engagement. The empirical findings effectively validate the hypothesis proposed in this paper.