摘要 :
In 21st century, thе concept of Corporate Social Responsibility (CSR) has gained prominence and attracted the attention of researchers and practitioners. In spitе of scant research on thе topic of CSR only a handful academic st...
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In 21st century, thе concept of Corporate Social Responsibility (CSR) has gained prominence and attracted the attention of researchers and practitioners. In spitе of scant research on thе topic of CSR only a handful academic studies have explored the relationship between CSR and the key internal stakeholders’ attitudes, i.e, organization’s workforce. In the contemporary social structure of businesses, the firm’s philanthropic representation is keenly and closely observed by stakeholders. Now, substantiveness of the firm’s giving is being differentiated on quantitative and qualitative scales. This research is aimed to check the employee-specific viability of potential philanthropic initiatives of wholly foreign-owned enterprises (WFOEs). While WFOEs have the opportunity to introduce and launch a variety of corporate social responsibility (CSR) programs in the different cultures, the scope of this study covers the investigation of five potential volunteering programs based on emerging social needs of the community and their employees.
A ‘need’ becomes ‘want’ when it is shaped by culture or personality. Matchmaking, marriage-arrangement and poverty alleviation through skill development are three potential external CSR programs whereas anti-sexual harassment awareness campaigns and assistance to low paid workers are projected as new internal CSR initiatives to cover the unattended wants of people. This study mainly explores the impact of intrinsic motivation for corporate volunteering and internal volunteering of proposed CSR programs on employee’s vital attitudes being workplace attributes as the human resource (HR) outcomes. Taking Self-Determination Theory (SDT), the importance of intrinsic motivation of employees has been discussed and the gap to investigate its link with the proposed (not implemented) CSR programs is identified. This research attempts to answer the questions that why intrinsic motivation of employees for corporate volunteering is necessary, how it relates to their satisfaction and affective commitment, and is the impact of this motivation for volunteering in different potential programs is different on employee attitudes or not. After extensive literature review and critical analysis of relevant theories, a model has been designed and empirically tested by collecting the data from 507 employees of culturally diversified WFOEs’ format companies operating in China, Pakistan, Qatar, UK, and UAE.
Using multimethod typology, this research employed Qual plus Quan approach to first delineate the need for five volunteering programs followed by quantitative determination of the relationship of intrinsic motivation to volunteer in these potential programs with job satisfaction and affective commitment. The methodology differentiates from a mixed-method approach on ontological and epistemological assumptions in a pragmatist stance. After conducting exploratory factor analysis (EFA) and partial confirmatory factor analysis (P-CFA) for the existing measures and confirmatory factor analysis (CFA) for the adopted measures of intrinsic motivation for corporate volunteering (IMCV) and intrinsic motivation for internal volunteering (IMIV) through SPSS and AMOS, hierarchical multiple linear regression (HMLR) analysis was performed. Good Cronbach’s alpha values (>0.7) were found in reliability tests. To check the effect of information technology usage, moderated mediation of organizational pride in the model was tested using PROCESS.
The results of HMLR and PROCESS analyses demonstrate that moderated mediation effects of IMIV for the same program are significant in the same direction for job satisfaction and affective commitment; however, IMIV for each volunteering program has multifarious strength (change in beta values with the change in controls). On the other hand, the impact of IMCV for two external volunteering programs is significant on employee attitudes whereas for the third potential program it is insignificant. The main theoretical implication of this study is that the understanding of the specific intrinsic motivation for volunteering is the important factor to concatenate the“people”line of triple bottom line theory (TBL) with SDT to optimally exhibit CSR. The findings also imply the major practical implication that prior to designing a volunteering program, companies should determine the level of intrinsic motivation of their employees for fruitful investment in CSR. The present study has theoretical contributions in terms of micro aspects of human motivation in existing macro factors of self-motivation without the choices of external interference and influence. Additionally, this research contributes to SDT by integrating ‘people’ tier of 3Ps from TBL and established the link of satisfaction to the intentional CSR activities such that to aid in workplace attributes through the intrinsically motivated attitude of employees. Other theoretical contributions, theoretical and pr
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