How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model.
Front Psychol. 2016; 7:788.FP

Abstract

The literature examines the impact of firms' corporate social responsibility (CSR) activities on employees' organizational identification without considering that such activities tend to have different targets. This study explores how perceived external CSR (efforts directed toward external stakeholders) and perceived internal CSR (efforts directed toward employees) activities influence employees' organizational identification. In so doing, it examines the alternative underlying mechanisms through which perceived external and internal CSR activities build employees' identification. Applying the taxonomy prescribed by the group engagement model, the study argues that the effects of perceived external and internal CSR flow through two competing mechanisms: perceived external prestige and perceived internal respect, respectively. Further, it is suggested that calling orientation (how employees see their work contributions) moderates the effects induced by these alternative forms of CSR. The model draws on survey data collected from a sample of 414 employees across five large multinationals in Pakistan. The results obtained using structural equation modeling support these hypotheses, reinforcing the notion that internal and external CSR operate through different mediating mechanisms and more interestingly employees' calling orientation moderates these relationships to a significant degree. Theoretical contributions and practical implications of results are discussed in detail.

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Authors+Show Affiliations

Hameed I

Lahore Business School, The University of Lahore Lahore, Pakistan.

Riaz Z

Faculty of Business Administration, Lahore School of Economics Lahore, Pakistan.

Arain GA

Department of Human Resources, Effat College of Business, Effat University Jeddah, Saudi Arabia.

Farooq O

Kedge Business School Marseille, France.

Pub Type(s)

Journal Article

Language

eng

PubMed ID

27303345

Citation

Hameed, Imran, et al. "How Do Internal and External CSR Affect Employees' Organizational Identification? a Perspective From the Group Engagement Model." Frontiers in Psychology, vol. 7, 2016, p. 788.

Hameed I, Riaz Z, Arain GA, et al. How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model. Front Psychol. 2016;7:788.

Hameed, I., Riaz, Z., Arain, G. A., & Farooq, O. (2016). How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model. Frontiers in Psychology, 7, 788. https://doi.org/10.3389/fpsyg.2016.00788

Hameed I, et al. How Do Internal and External CSR Affect Employees' Organizational Identification? a Perspective From the Group Engagement Model. Front Psychol. 2016;7:788. PubMed PMID: 27303345.

* Article titles in AMA citation format should be in sentence-case

TY - JOUR T1 - How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model. AU - Hameed,Imran, AU - Riaz,Zahid, AU - Arain,Ghulam A, AU - Farooq,Omer, Y1 - 2016/05/30/ PY - 2015/12/22/received PY - 2016/05/10/accepted PY - 2016/6/16/entrez PY - 2016/6/16/pubmed PY - 2016/6/16/medline KW - CSR KW - group engagement model KW - organizational identification KW - prestige KW - respect SP - 788 EP - 788 JF - Frontiers in psychology JO - Front Psychol VL - 7 N2 - The literature examines the impact of firms' corporate social responsibility (CSR) activities on employees' organizational identification without considering that such activities tend to have different targets. This study explores how perceived external CSR (efforts directed toward external stakeholders) and perceived internal CSR (efforts directed toward employees) activities influence employees' organizational identification. In so doing, it examines the alternative underlying mechanisms through which perceived external and internal CSR activities build employees' identification. Applying the taxonomy prescribed by the group engagement model, the study argues that the effects of perceived external and internal CSR flow through two competing mechanisms: perceived external prestige and perceived internal respect, respectively. Further, it is suggested that calling orientation (how employees see their work contributions) moderates the effects induced by these alternative forms of CSR. The model draws on survey data collected from a sample of 414 employees across five large multinationals in Pakistan. The results obtained using structural equation modeling support these hypotheses, reinforcing the notion that internal and external CSR operate through different mediating mechanisms and more interestingly employees' calling orientation moderates these relationships to a significant degree. Theoretical contributions and practical implications of results are discussed in detail. SN - 1664-1078 UR - https://www.unboundmedicine.com/medline/citation/27303345/How_Do_Internal_and_External_CSR_Affect_Employees'_Organizational_Identification_A_Perspective_from_the_Group_Engagement_Model_ DB - PRIME DP - Unbound Medicine ER -

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How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model.Front Psychol. 2016; 7:788.FP