دانلود رایگان مقاله انگلیسی تاثیر مسئولیت اجتماعی شرکتی بر جذابیت سازمانی: تحقیق در زمینه انتخاب کارفرمایان - Sage 2018

Abstract

While most studies of corporate social responsibility (CSR) have been conducted at the firm level, there is a nascent interest in research at the individual, particularly the employee, level of analysis. However, the extant literature has revealed that the effect of CSR on organizational attractiveness (OA) remains under-examined. Previous studies have overlooked the complex nature of the decisions that potential employees make about job choices while addressing the isolated effect of CSR on OA. Addressing this research gap, the present study aims to answer the question: What will be the result if CSR is compared to other factors when choosing an employer? Therefore, this study provides meaningful insights for both researchers and practitioners not only by analyzing how CSR affects the OA but also by showing the importance of CSR relative to other factors, such as remuneration, location, and intellectual challenge.

Conclusions

Summary and theoretical implications

The results of this analysis showed that not all factors of employer choice have the same relevance for potential employers: CSR is the most important factor, followed in order by remuneration, intellectual challenge, and location. Thus, for the respondents, the social engagement of employers plays a prominent role. As the results showed, CSR can improve the attractiveness of a company and, in terms of the theory of social identity, can have a positive impact on the individual’s self-esteem. In agreement with signaling theory, a positive external effect of CSR can also be assumed. Because of the social commitment of the company (and the associated values), potential employees likely value the organization as more attractive. As a possible reason for the different weighting of each factor, it was assumed that each dimension sends specific signals or values that have different personal significance for study participants. The results showed a new trend in the context of employer choice: As a few years ago, the factor of remuneration was decisive for young graduates (Montgomery and Ramus, 2007); it is now obvious that ‘‘soft’’ factors, such as CSR, have increasingly gained importance in recent years. For companies, the results indicate that it is no longer sufficient to pay much money to graduates. Instead, emphasis is placed by graduates on ‘‘soft’’ factors, in agreement with the current demands of society for socially responsible companies. CSR is not limited to the environmental awareness of enterprises, but it also implies socially responsible behavior and, consequently, factors such as diversity management, family-friendly behavior, and retirement plans. These factors have all won enormous importance for employees in the recent past. CSR is thus a versatile aspect that has won importance for the whole society in the recent past and it is likely to continue in the near future.