Discussion
It is evident by now that there exists a clear consensus in the research fraternity on the existence of causal relationships among CSR, E–C, EE, and OC. Although, past research had linked CSR with EE (Ferreira and de Oliveira 2014) but to the best of the author’s knowledge, E–C and OC were not tested as antecedents and consequence of EE respectively in a single study before. Another important contribution of this research lies in the finding that EE is an important variable that partially mediates not only the CSR and OC relationship but also the E–C and OC relationship. Also, irrespective of the nature of mediation, EE does share significant variance with both, antecedents and consequence. One reason for such deviation could be the presence of mediators other than EE between E–C and OC as well as CSR and OC such as, work passion. Passionate employees are so much intrinsically motivated to complete their job that other things including characteristics of the company and acts of the company may not have much impact on their engagement. In such a case, where, there are possibilities that mediator is relevant only for a particular group and not for the other group, partial mediation may occur (Shrout and Bolger 2002). Thus, scholars are encouraged to do a two-group test for engaged and passionate employees separately. Nevertheless, the results indicate that direct relationships among the variables under investigation are significant and the proposed model is a good fit. Important theoretical contributions of this study’s findings have been presented in Table 6.
