دانلود رایگان مقاله انگلیسی مسئولیت اجتماعی شرکت، شناسایی شرکت-کارمند و تعهد سازمانی: مشارکت کارکنان - اشپرینگر 2017

Abstract

Contrary to the theory and research on employee engagement in the western countries, less consideration has been given to the importance of employee engagement in Asian countries wherein its need is felt more. As more and more companies in Asia realize the importance of a productive workforce, this research examines the mediating role of employee engagement in the relationships of corporate social responsibility (CSR), employee–company identification (E–C) and organizational commitment (OC). Structural analysis of 290 online responses of employees working for various Indian and foreign information technology enabled services (ITES) companies in India, confirms the presence of partial mediation by employee engagement in between its antecedents (CSR and E–C) and its consequence (OC). The proposed model was found to be a good fit. The study provides empirical support to the argument that CSR and E–C are distant antecedents of OC. The results may encourage managers of ITES companies to consider CSR as an investment rather than an expense.

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.