Psychological Factors Linking Perceived CSR to OCB: The Role of Organizational Pride, Collectivism, and Person–Organization Fit
Eaint Yadanar Oo (),
Heajung Jung () and
In-Jo Park ()
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Eaint Yadanar Oo: Business School, Korea University; 145 Anam-ro, Seongbuk-gu, Seoul 02841, Korea
Heajung Jung: School of Business, Konkuk University, 120 Neungdong-ro, Gwanjin-gu, Seoul 05029, Korea
In-Jo Park: Department of Psychology, Henan University, 1 Jinming St., Kaifeng 475004, Henan, China
Sustainability, 2018, vol. 10, issue 7, 1-16
Despite a growing amount of research on the impact of perceived corporate social responsibility (CSR) on employee behavior, psychological factors explaining why and for whom the relationship holds have yet to be fully investigated. Drawing on social identity theory, this study examined organizational pride as the underlying psychological mechanism explaining the relationship between CSR perception and organizational citizenship behavior (OCB), and tested the moderating effects by two individual difference variables: collectivism orientation and person–organization fit. Analyses of survey data collected from 210 employees in South Korea showed that organizational pride mediated the CSR perception–OCB relationship. In addition, collectivism orientation strengthens the CSR–pride relationship, while person–organization fit strengthens the OCB–pride relationship. This research contributes to the relevant literature by stressing the importance of individual characteristics in predicting and understanding the effects of CSR perception on employee behavior.
Keywords: CSR perception; organizational citizenship behavior; organizational pride; collectivism; person–organization fit (search for similar items in EconPapers)
JEL-codes: Q Q0 Q2 Q3 Q5 Q56 O13 (search for similar items in EconPapers)
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Persistent link: https://EconPapers.repec.org/RePEc:gam:jsusta:v:10:y:2018:i:7:p:2481-:d:158199
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