Employee's CSR perceptions and their organizational commitment: An analysis of the moderating role of need to belong and the mediating role of Person Organization Fit

Abstract

Corporate Social Responsibility (CSR) is an approach that is of great importance to many companies. It is part of their strategic objectives and their concerns about the overall performance. According to many theoreticians and professionals, CSR would have consequences for extra-financial outcomes, namely the behaviors and the attitudes of stakeholders. In order further promote the issues associated with CSR practices and deal with the risks that threaten the internal resources of the company, it would be important to look at employees' perceptions and their ultimate reactions, particularly their organizational commitment. The purpose of this research is to understand the consequences of CSR perceptions on the organizational commitment of employees in a new perspective, that of the underlying mechanisms. So, this study considers that the organizational commitment of employees can be anticipated with the help of psychological elements. By integrating deontic justice with other psychological mechanisms in mediation or moderation, we try to better understand the organizational commitment of employees. A model incorporating both a mediator and moderator is presented to show that limitative conditions can better explain the effects of CSR on organizational commitment. Our results show that employees are sensitive to CSR because it reinforces their sense of fit with the values of their organization. The theoretical and managerial implications of the model are discussed.