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Perceived CSR on Career Satisfaction: A Moderated Mediation Model of Cultural Orientation (Collectivism and Masculinity) and Organisational Pride
Previous studies depicted an association between perceived corporate social responsibility (CSR) and career satisfaction. Yet, the understanding of this fundamental connection is limited. This study examined the micro-foundations of CSR to elucidate the impact of workers’ CSR opinions on their career satisfaction. We established a moderated mediation model that incorporated perceived CSR, career satisfaction, organisational pride, and cultural alignment (collectivism and masculinity) based on a sample of 383 respondents using convenience sampling. Data were gathered on employees working in Saudi Arabian industries with well-executed CSR programs. Andrew Hayes’ Process Macros were used to test the hypotheses. Results showed that organisational pride partially mediated the association between perceived CSR and career satisfaction. Masculinity weakened the association between perceived CSR and organisational pride, and negatively moderated the association between perceived CSR, organisational pride, and career satisfaction. Conversely, collectivism positively moderated the perceived CSR and organisational pride link. This study extends the CSR literature by investigating one of the under-researched outcomes of CSR at an employee level, that is, career satisfaction. It also adds to the current body of knowledge by exploring the boundary conditions of the perception–emotion–behaviour link in employees. This study recommends that policymakers should focus more on CSR programs and collectivism to improve the career satisfaction of employees. Limitations and future recommendations are also discussed at the end.
Perceived CSR on Career Satisfaction: A Moderated Mediation Model of Cultural Orientation (Collectivism and Masculinity) and Organisational Pride
Previous studies depicted an association between perceived corporate social responsibility (CSR) and career satisfaction. Yet, the understanding of this fundamental connection is limited. This study examined the micro-foundations of CSR to elucidate the impact of workers’ CSR opinions on their career satisfaction. We established a moderated mediation model that incorporated perceived CSR, career satisfaction, organisational pride, and cultural alignment (collectivism and masculinity) based on a sample of 383 respondents using convenience sampling. Data were gathered on employees working in Saudi Arabian industries with well-executed CSR programs. Andrew Hayes’ Process Macros were used to test the hypotheses. Results showed that organisational pride partially mediated the association between perceived CSR and career satisfaction. Masculinity weakened the association between perceived CSR and organisational pride, and negatively moderated the association between perceived CSR, organisational pride, and career satisfaction. Conversely, collectivism positively moderated the perceived CSR and organisational pride link. This study extends the CSR literature by investigating one of the under-researched outcomes of CSR at an employee level, that is, career satisfaction. It also adds to the current body of knowledge by exploring the boundary conditions of the perception–emotion–behaviour link in employees. This study recommends that policymakers should focus more on CSR programs and collectivism to improve the career satisfaction of employees. Limitations and future recommendations are also discussed at the end.
Perceived CSR on Career Satisfaction: A Moderated Mediation Model of Cultural Orientation (Collectivism and Masculinity) and Organisational Pride
Mourad Mansour (author) / Mohammed Abdulrazzaq Alaghbari (author) / Baligh Beshr (author) / Basheer M. Al-Ghazali (author)
2023
Article (Journal)
Electronic Resource
Unknown
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