Bridging corporate social responsibility and affective organizational commitment: The moderated mediation effect of organizational identification and sense of community

Existing literature highlights Corporate Social Responsibility (CSR) as an important antecedent to employee work attitudes, such as Affective Organizational Commitment (AOC). However, no widely accepted model for exploring how CSR affects AOC yet exists. Based on Social Identity Theory and the conceptual framework of Sense of Community, we posit that membership-related processes (i.e., employees' identification and sense of community with the organization) play a crucial role in explaining the impact of CSR on employee AOC. First, we hypothesize that the indirect effect of CSR on employee AOC is mediated through organizational identification (OI). Then, we suggest that such an effect is also moderated by community organization sense of community (COSOC). The proposed model was tested on a sample of employees (N = 354) from Italian small and medium-sized enterprises (SMEs). The results of the conditional process analysis and the bootstrap method for indirect effects indicate that the overall indirect effect of CSR on AOC through OI is conditionally dependent on COSOC levels, so it is stronger for employees with a higher perception of COSOC. In particular, we suggest the relationship between OI and AOC is stronger among employees with higher perceptions of COSOC, than among employees with lower COSOC levels.

现有文献强调企业社会责任（CSR）是员工工作态度（如情感性组织承诺，AOC）的重要前因。然而，目前尚无被广泛接受的模型用于探究CSR对AOC的影响机制。基于社会认同理论（Social Identity Theory）与社区感（Sense of Community）的概念框架，本研究提出，成员相关过程（即员工对组织的认同与社区感）在解释CSR对员工AOC的影响中发挥关键作用。首先，本研究假设CSR对员工AOC的间接效应通过组织认同（OI）中介实现。其次，该效应还受到社区组织社区感（COSOC）的调节。本研究提出的模型在来自意大利中小企业（SMEs）的354名员工样本（N=354）中进行了验证。条件过程分析与间接效应自举法的结果表明，CSR通过OI对AOC产生的整体间接效应依赖于COSOC水平，因此对于COSOC感知较高的员工而言，该效应更强。具体而言，OI与AOC之间的关系在COSOC感知较高的员工中比感知较低的员工中更为强烈。