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In this qualitative article, the researchers studied how diverse types of corporate social responsibilities would either reduce or increase the magnitude of work output of an employee. The purpose of the research was to prove companies’ employees should be factored into the corporate social responsibility equation and not just the customers and stakeholders. The researchers conducted a thorough literature review in which the following subject categories were studied. These subject categories encompassed: a) the motivating factor to the external prestige of workers; b) there is no “best way” of carrying out CSR; c) key role in evaluating activities; and d) employees’ calling orientation. From the literature review, the researchers developed four hypotheses, and three will be discussed. The first hypothesis tested was, “Perceived external prestige mediates the relationship between external CSR and organizational identification.” (4). The second hypothesis tested was, “Perceived internal respect mediates the relationship between internal CSR and organizational identification” (4). The third hypothesis tested the relationship between external CSR and perceived external prestige is moderated by employees’ calling orientation such that the stronger the calling orientation, the stronger will be the relationship and vice versa” (5). The population studied encompassed of Pakistani citizen (85% male) which worked for five different multinational corporations. These corporations included banking and telecommunication organizations. The method used was questionnaires that were distributed and returned. The data was analyzed using SPSS 21 and AMOS 21. The results of the study confirmed all three hypotheses. There were three limitations in the research. The first limitation the researchers only focused on two types organizations, which does not represent the whole sector of workers across various levels of companies. The second limitation was the research, was conducted in a male-dominated country, hence the 85% male majority of respondents. There was no fair representation of male and female employees’ The third limitation the research did not employ the psychological and behavioral part of analysis; in the next study, I recommend that one statistical application is used in computing data to give the results a uniformity score.

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