ESG and the perception of JS

This is a repository of data and runs in smartPLS for the development of the model mentioned in the study titled: "An assessment of ESG practices on the perception of job satisfaction in Mexican companies: a PLS-SEM analysis."

Abstract
This paper defines the ESG factors that determine the perception of job satisfaction in Mexican employees. We used a custom instrument in a way of survey and collected data from 102 full-time and part-time employees across a wide range of hierarchical levels, tenure, and organizations in Mexico. After list-wise deletion of responses with missing values, we concluded in a usable sample of 97 employees. The majority of respondents were male (66.7%) in the 31 to 40 age range. Additionally, we used demographic values as control variables for gender, age, marital status, and hierarchical position within the organization. We proposed 21 hypotheses divided into 4 types: direct relationship, mediation, moderation, and multigroup analysis. Demographic variables were used in the last two types of hypotheses. Significance tests are shown for the path coefficients of the model, for total effects using bootstrap analysis, for moderation analysis, and multigroup analysis. Additionally, reliability and validity tests of our model are presented, along with fit parameters, which are highly satisfactory compared to the reference thresholds. The findings suggest that there is a direct and positive relationship between ESG factors and the perception of job satisfaction. The environmental and social dimensions mediate the relationship between other factors and job satisfaction. The marital status of the employee moderates the relationship between the social dimension and job satisfaction. Furthermore, age, marital status, and hierarchical position of the employee influence the strength of the relationship between certain ESG dimensions and their perception of job satisfaction.

Sample.
To test our hypotheses, we conducted a field study. We collected data from 102 full-time and part-time employees across a wide range of hierarchical levels, tenure, and organizations in Mexico. Due to any potential sensitivity of the data collected, participants responded to the questionnaire anonymously online. After list-wise deletion of responses with missing values, we concluded in a usable sample of 97 employees. PLS-SEM offers solutions with small sample sizes when models comprise many constructs and a large number of items (Fornell & Bookstein, 1982; Willaby et al., 2015; (Hair et al., 2017). The majority of respondents were male (66.7%) in the 31 to 40 age range. A database with 97 observations was used for the empirical analysis of PLS-SEM.