| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所在職專班 === 103 === Over decades, it was commonly believed that the critical responsibility of organizations was maximizing profit. However, organizations nowadays have begun to recognize the importance of corporate social responsibility (CSR), which has much to do with sustaining business operations, and regard CSR as part of their essential obligations. Thus, people start to be concerned about the motives of companies conducting CSR; especially employees who are primary stakeholders can perceive companies’ motives directly. In this study, I examine the effects of different psychological contracts on employee CSR attributions, and it is further impact on employee CSR participation. In addition, the moderating effect of employee CSR attribution is also investigated.
In this study, 34 companies were selected by convenience sampling and each company was distributed with 20 questionnaires. With a response rate of 90.3%, 614 valid questionnaires were retrieved. Analysis results reveal that:
1. When employees perceive employers providing relational psychological contract, there is a significant positive influence on employee CSR participation; however, under transactional psychological contract, there is no significant influence.
2. When employees perceive employers providing relational psychological contract, there is a significant positive impact on internal CSR attribution due to altruism-driven CSR motives of companies; when under transactional psychological contract, significant positive relationship would impact on external CSR attribution due to interest-driven CSR motives of companies.
3. Internal CSR attribution has a significant positive impact on employee CSR participation and moderates the relationship between relational psychological contract and employee CSR participation.
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