Specification of corporate social responsibility effect on relationship quality and its outcomes (Case study: Kayson Construction & Engineering Services Company)

Document Type : Research Paper

Authors

1 MA in Business Administration, University of Sistan and Baluchestan, Iran

2 Associate Prof., School of Management, University of Sistan and Baluchestan, Iran

Abstract

The current study aims to specify corporate social responsibility effect on relationship quality (organizational trust and job satisfaction) and its outcomes (organizational commitment and turnover intention). CSR was measured by four dimensions: economic, legal, ethical and philanthropic. This research is a descriptive- correlative one and is done as a survey. The statistical population is from Kayson Company. 7 running projects of the company were chosen. This company has 1662 employees. 315 persons were selected as sample. The sampling method was random and the members of sample are proportional to the number of employees in Kayson Company in each project. For the analysis of questionnaire data, SPSS and LISREL software packages were used. Statistical results are presented in statistical and descriptive analysis. The results of the research model by LISREL software show the reliability and validity of the proposed model. The findings of structural equation modeling showed that among four dimensions of social responsibility, only the economic model has a significant positive effect on organizational trust; moreover, ethical and philanthropic dimensions have shown to have an effect on job satisfaction. Also the effect of relationship quality on its outcomes is  significant among all the variables (except the effect of organizational trust on turnover intention).

Keywords

Main Subjects


Ali, I., et al. (2010). Corporate social responsibility influences on employee commitment and organizational performance. African Journal of Business Management, 4(12): 2796-2801.
 
Alizadeh, E. (2007). Factors influencing the willingness of staff turnover. Journal of Police Human Development, 2(11): 73-89. (In Persian)
 
Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1): 1–18.
 
Asgari, Gh. & Mohamadi Zanjirani, D. (2013). Examining influencing factors on corporate image of governmental banks. Journal Of Business Management, 5(2): 131-148. (In Persian)
 
Bauman, Ch. W. & Skitka, L. J. (2012). Corporate social responsibility as a source of employee satisfaction. Research in Organizational Behavior, 32(0): 63-86.
 
Callaway, L. P. (2006). The relationship of organizational trust and job satisfaction: An analysis in the U.S. federal work force, P.h.D. Disseration, Capella University.
 
Carroll, A. B. (1991). The pyramid of corporate social responsibility: Toward the moral management of organizational stakeholders. Business Horizons, 34(4): 39–48.
 
Carroll, A. B. (1999). Corporate Social Responsibility: Evolution of a definitional construct. Business Society, 38: 268-295.
 
Chiang, C. C. S. (2010). How corporate social responsibility influences employee job satisfaction in the hotel industry. UNLV Theses, Dissertations, Professional Papers, Capstones, Paper 598.
 
Collier, J. & Esteban, R. (2007). Corporate social responsibility and employee commitment. Business Ethics, A European Review, 16(1): 19–33.
 
Daves, H. A. (2002). The predictors of turnover intentions: An investigation of front-line employees in the retail industry. Ph.D Dissertation, University of Tennessee, Knoxville.
 
Dessler, G. (1998). Fundamentals of human resource management: content. Competencies and Applications, New Society. New York.
 
Faisal Mahdi, A., et al. (2012). The relationship between job satisfaction and turnover intention, American Journal of Applied Sciences, 9(9): 1518- 1526.
 
Gavin, J. F. & Maynard, W. S. (1975). Perceptions of corporate social responsibility. Personnel Psychology, 28: 377-387.
 
Ghadiri, M., Beshlide, K., Hashemi Shikh Shebani, S. E., & Mashkalani, F. (2013). The Relationship between ethical climates (caring, law & code, rules, instrumental and independence climate) and job satisfaction, organizational commitment and turnover intention. Journal of Ethics in Science and Technology, 8(2): 62-75. (In Persian)
 
Haibo, Y., Liluo, F., Wenquan, L. & Xiaoming, Zh. (2007). Effects of organizational trust on individual attitudes, turnover intentions and organizational financial performance of Chinese companies. Acta Psychologica Sinica, 39(2): 311-320. (In Chinese)
 
Hansen, S. D., Dunford, B. B., Boss, A. D., Boss, R. W. & Angermeier, I. (2011). Corporate social responsibility and the benefits of employee trust: A cross-disciplinary perspective. Journal of Business Ethics, 102(1): 29-45.
 
Jamali, D. & Mirshak, R. (2007). Corporate social responsibility (CSR): Theory and practice in a developing country context. Journal of Business Ethics, 72: 243–262.
 
Joseph, D. & Ang, S. (2003). Turnover of IT professionals: A quantitative analysis of the literature. Paper presented at the Proceedings of the 2003 SIGMIS conference on Computer personnel research, Freedom in Philadelphia--leveraging differences and diversity in the IT workforce, Philadelphia, Pennsylvania.
 
Khanifar, H., Moghimi, S. M., Jandaghi, G. R. & Zarvandi, N. (2009). Analysis of relation between elements of trust and organizational commitment of personnel (social welfare organization of Qom province and education organization of Qom province). Journal of Public Administration, 1(2): 2-18. (In Persian)
 
Khatri, N., Budhwar, P. & Chong, T. F. (2001). Explaining employee turnover in an Asian context. Human Resource Management Journal, 11(1): 54-74.
 
Lantos, G. P. (2001). The boundaries of strategic corporate social responsibility. Journal of Consumer Marketing, 18(2): 595-630.
 
Lee, C-K., HakJun, S. & Bernhard, B. J. (2013). The impact of CSR on casino employees' organizational trust, job satisfaction, and customer orientation: An empirical examination of responsible gambling strategies. International Journal of Hospitality Management, 33: 406-415.
 
Lee, H., et al. (2009). Corporate philanthropy, attitude towards corporations, and purchase intentions: A South Korea study. Journal of Business Research, 62(10): 939–946.
 
Lee, Y. K., Kim, Y., Lee, K. H. & Li, D. X. (2012). The impact of CSR on relationship quality and relationship outcomes: A perspective of service employees. International Journal of Hospitality Management, 31(3): 745-756.
 
Loong, L. K. (2011). The impact of organizational commitment among executives in retail industry, Klang Valley (Malaysia), The 2nd International Research Symposium in Service Management Yogyakarta, INDONESIA, 26–30 July.
 
 
Lucy, F., Mellor, D. J., Moore, K. A. & Loquet, C. (2004). How can managers reduce employee intention to quit? Journal of managerial psychology, 19(2): 170-187.
 
Malik, E., Nawab, S., Naeem, B. & Danish, R. Q. (2010). Job satisfaction and organizational commitment of university teachers in public sector of Pakistan. International Journal of Business and Management, 5(6).
 
Mannheim, B., Baruch, Y. & Tal, J. (1997). Alternative models for antecedents and outcomes of work centrality and job satisfaction of high-tech personnel. Human Relations50(12): 1537-1562.
 
Mayer, R. C., Davis, J. H. & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3): 709–734.
 
Meleki, M. (2011). Study on the relationship between emotional intelligence and organizational trust: Understanding of the role of organizational culture, Master Thesis within Management and Economy. Tarbiat Modarres University. Tehran. (In Persian)
 
Moghimi, S. M. (2006). Organization and management: Research approach, Termeh Publications. Tehran. (In Persian)
 
Monji, L. & Ortlepp, K. (2011). The Relationship between organisational trust, job satisfaction and intention to leave: An exploratory study, Management, Informatics and Research Design, 18(1): 192- 214.
 
Mortazavi, S., Pourazad, N., Amirrazavi, P. & Sadeghi Moghaddam, M. (2012). Investigating the moderating role of importance of social responsibility in the relationship between social responsibility and organizational accountability; Case study: Food industry companies in Mashhad. Journal Of Social Sciences (Biannual), 2(7): 193-217. (In Persian)
 
Mueller, M., Gomes, D. S., Virginia, S. & Seuring, S. (2009). The contribution of environmental and social standards towards ensuring legitimacy in supply chain governance. Journal of Business Ethics, 89: 509–523.
 
Nadi, M. & Hazeghy, F. (2011). Structural equation modeling of the relationship between the intention to quit and ethical climate, job satisfaction, and organizational commitment among the staff of Shiraz private hospitals. Health Information Management, 8(5): 699-708. (In persian)
 
Rezaei Dolatabadi, H., Joshyar Najafabadi, L., Khazaeipool, J. & Verij Kazemi, R. (2013). Analysis the impact of corporate social responsibility on symbolic image, performance image and brand loyalty. Journal of Business Management, 5(2): 69-88. (In Persian)
 
Sager, J. K., griffeth, R. W. & Hom, P. W. (1998). A comparison of structural models representing turnover cognitions. Journal of Vocational Behavior, 53(2): 254-273.
 
Sajjadi, H., Khamesipoor, M., Hassanzadeh, A. & Vali, L. (2009). Organizational commitment and job quitting among staff in administrative chancellery of Isfahan University of medical sciences. Iran Occupational Health Journal, 6 (3): 37-40. (In Persian)
 
Sastararuji, D. (2007). Exploring CSR in Sweden, Thailand and Brazil Insights from the construction industry. Umea University, Sweden, 1-83.
 
Seyyed Javadein, S. R., Abedi, E., Yazdani, H. R. & Pourvali, B. (2013). Reviewing the mediating role of organizational trust and commitment on the relationship between organizational justice and organizational citizenship behaviors. Journal of Business Management, 5(1): 105-118. (In Persian)
 
Tamm, K., Eamets, R. & Mõtsmees, P. (2010). Relationship between corporate social responsibility and job satisfaction: The Case of baltic countries. Faculty of economics and business administration, University of Tartu.
 
 
Tett, R. P. & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention and turnover: Path analysis based on meta-analytic findings. PersonnelPsychology, 46(2): 259–294.
 
Tziner, A., Oren, L., Bar, Y. & Kadosh, G. (2011). Corporate social responsibility, organizational justice and job satisfaction: How do they interrelate, if at all? Journal of Applied Psychology and Organizational, 27(1): 67- 72.
 
Valentine, S., Godkin, L., Fleischman, G. M. & Kidwell, R. (2011). Corporate ethical values, group creativity, job satisfaction and turnover intention: The impact of work context on work response. Journal of Business Ethics, 98(3): 353-372.
 
Vitell, S. J. & Davis, D. L. (1990). The relationship between ethics and job satisfaction: An empirical investigation. Journal of Business Ethics, 9(6): 489–494.
 
Vlachos, P., Theotokis, A. & Panagopoulos, N. (2010). Sales-force reactions to corporate social responsibility: Attributions, outcomes and the mediating role of trust. Industrial Marketing Management, 39(7): 1207–1218.
 
Yasrebi, A. (2006). Relationshipbetweenteachers'professionalcommitment & organizational climate in Saghez schools, Unpublished MS Dissertation, Urmia University. Urmia. (In Persian)
 
Yilmaz, K. (2008). The relationship between organizational trust and organizational commitment in Turkish Primary Schools. Journal of Applied Sciences, 8(12): 2293-2299.
 
Yucel, I. & Bektas, C. (2012). Job satisfaction, organizational commitment and demographic characteristics among teachers in Turkey: Younger is better? Procedia-Social and Behavioral Sciences, 46: 1598-1608.
 
Yurchisin, J. & Park, J. (2010). Effects of retail store image attractiveness and selfevaluated job performance on employee retention. Journal of Business and Psychology, 25(3): 441–450.