Abstract:
We propose that affective organizational commitment (AOC) and perceived organizational support (POS) play extremely valuable intermediary roles in the relationship among organizational citizenship behaviors (OCBs) of employees and corporate social responsibility (CSR) integrated toward workforce, with the cultural trade hypothesis as main focus. Using time-lag information, the theoretical hypothesis was evaluated. In addition, the information on the workers' organizational citizenship activities was obtained by their managers or supervisors. The findings showed a positive and strong relationship between CSR aimed at OCBs and employees, along with an intervention influence on recognized organizational support and subjective organizational commitment, between the CSR directed at firms. We put a significant emphasis on CSR activities organized by employees, and our results suggest that these CSR activities are important for improving fair representative performance outcomes.
