员工企业社会责任归因对其帮助行为的影响:一个链式中介模型

The Study of the Impact of Employees CSR Attributions on Helping Behavior: A Chain Mediating Model

企业社会责任(Corporate Social Responsibility,简称CSR)是当前理论界关注的焦点领域。归因理论认为,CSR能否激发员工帮助行为取决于其对CSR的归因。构建员工内在/外在CSR归因通过组织认同和情感承诺作用于帮助行为的链式中介模型,并对来自3个时间点的328名员工数据进行分析。研究结果表明:员工内在/外在归因对其帮助行为具有显著正(负)向影响;员工内在归因通过提升其组织认同并促进情感承诺的形成,进而增加其帮助行为;员工外在归因通过弱化其组织认同并降低情感承诺的形成,进而减少其帮助行为。研究结论拓展和延伸了CSR相关文献以及员工帮助行为的研究,并对管理实践具有重要的指导意义。

Corporate social responsibility(CSR) is the focus of current theoretical circles. According to attribution theory, whether CSR can stimulate employees helping behavior depends on how CSR is attributed to. The paper aims to explore the serial mediation mechanism by proposing organizational identity and affective commitment as a mediator of the relationship between CSR intrinsic/extrinsic attributions and employees helping behavior. The results indicated that intrinsic(extrinsic) attribution of employees has a significant positive(negative) impact on their helping behavior;employees CSR intrinsic attribution promotes affective commitment through the promotion of organizational identity, and then promotes employees helping behavior;employees CSR extrinsic attribution weakens affective commitment through the reducing of organizational identity, and then reduces employees helping behavior. The paper makes theoretical implications for literature of CSR and employees helping behavior, and has important guiding significance for management practice.