| Summary: | 碩士 === 南台科技大學 === 企業管理系 === 99 === The corporate social performance (CSP) concept recently has received an emerging attention from many researchers. It becomes a new force that permits organizations improving their holistic power. Many scholars have suggested that CSP may provide a competitive advantage to firms by attracting a larger pool of candidates and firms with higher CSP are perceived as more attractive employers than firms with low CSP. Base on social identity theory and signaling theory, we investigated the influence of CSP’s dimensions with regard to employee relations, quality products and services, treatment of women and the environment and community relations on organizational attractiveness and applicant intention. Specifically, our focus is one of the processes of the larger CSP model, the process of how firms attempt to attract one stakeholder, the potential employee. We conducted the experiment in Vietnam in which we manipulated CSP and found that job applicants are more likely to pursue jobs from socially responsible firms than from firms with poor social performance reputations. We hope that, this research can suggest some solutions for Vietnamese enterprises in establishing effectively social policy, then improve their company equity in general and attract more potential employee in particular.
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