Job Satisfaction as a Factor That Moderates the Relationship Between Internal Social Responsibility and Organizational Commitment: A Structural Equation Analysis

Oscar Licandro (), Pedro Severino-González (), Luis Ortigueira-Sánchez, Iván Veas-González, Patricia Correa, Pool Trigos-Tapia, Violeta Rojas-Bravo, Tomy Villanueva-Arequipeño and Guipsy Rebolledo-Aburto
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Oscar Licandro: Cathedra of Organizational Social Responsibility, Universidad CLAEH (Centro Latinoamericano de Economía Humana), Montevideo 11100, Uruguay
Pedro Severino-González: Departamento de Economía y Administración, Facultad de Ciencias Sociales y Económicas, Universidad Católica del Maule, Talca 3460000, Chile
Luis Ortigueira-Sánchez: Department of Business Sciences, Department of Business Sciences, Universidad Científica del Sur. Panamericana Sur Km 19, Villa, Lima 15831, Peru
Iván Veas-González: Departamento de Administración, Facultad de Economía y Administración, Universidad Católica del Norte, Antofagasta 1270709, Chile
Patricia Correa: Department of Administration and Finance, Universidad Católica del Uruguay, Montevideo 11600, Uruguay
Pool Trigos-Tapia: Departamento de Tecnología Médica, Facultad de Medicina, Universidad Nacional Mayor de San Marcos, Lima 15001, Peru
Violeta Rojas-Bravo: Departamento de Enfermería, Facultad de Enfermería, Universidad Nacional Hermilo Valdizan de Huánuco, Huánuco 10003, Peru
Tomy Villanueva-Arequipeño: Departamento de Ciencias Dinámicas, Facultad de Medicina, Universidad Nacional Mayor de San Marcos, Lima 15001, Peru
Guipsy Rebolledo-Aburto: Facultad de Ingeniería y Negocios, Universidad Adventista de Chile, Chillán 3780000, Chile

Sustainability, 2025, vol. 17, issue 18, 1-24

Abstract: Research on the relationship between employees’ perceptions of internal social responsibility and organizational commitment is a widely considered topic in the literature. The objective of this paper is to analyze whether job satisfaction moderates this relationship. A random sample was chosen of 419 workers residing in the same country (Uruguay). The participants answered a questionnaire that they received through Facebook. The perception of internal social responsibility and job satisfaction were operationalized through indicators selected by the research team based on the literature. For the organizational commitment, a shortened version of the Organizational Commitment Questionnaire was used. This questionnaire was constructed and validated in 1974 by professors Porter, Steers, Mowday and Boulian. The relationship between internal social responsibility, organizational commitment and job satisfaction was studied through correlations and structural equations. It was found that there exists a correlation between internal social responsibility and organizational commitment, and that job satisfaction moderates that relationship. In particular, it was found that the relationship between internal social responsibility and organizational commitment is stronger in the segments with less job satisfaction. From a practical point of view, these results suggest that the strategies of internal social responsibility allow an increase in the commitment of employees, but that when applying them, the state of their job satisfaction must be considered. For those same reasons, this study contributes with arguments for those who promote internal social responsibility as a strategy that improves the performance of employees.

Keywords: internal social responsibility; organizational commitment; job satisfaction; moderation; structural equations; Uruguay (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2025
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