积极建言还是消极离职?员工感知CSR的差异化反应——以组织认同为中介变量的PLS-SEM分析

Positive Voice Advice or Negative Resignation? Differentiating Responses of Employee-Perceived CSR—Based on PLS-SEM Analysis of the Mediation Role of Organizational Identification

基于325份问卷数据,通过PLS-SEM模型,考察了员工感知的企业社会责任对员工组织建言和离职意愿的影响机制。结果表明:员工感知的企业社会责任正向显著影响员工组织建言,但是负向显著影响离职意愿;同时,组织认同在员工感知的企业社会责任和组织建言及离职意愿之间起到部分中介的作用。因此,企业实施的社会责任实践一旦被员工感知时,将有助于提升员工的组织认同感,进而激发员工的组织建言和减少员工的离职意愿。建议鼓励企业积极对员工、消费者、政府和社会利益相关者履行相应的责任,以提高员工对组织的认同感、组织建言和工作的稳定性。

Based on the questionnaires which were filled by 325 knowledge employees, current study examined the impact of perceived corporate social responsibility (CSR) on employees’ organization voice and turnover intention. Data were examined through a two-stage approach in the PLS-SEM. The empirical test results indicated that perceived CSR positively and significantly influenced employees’ organization voice, but negatively and significantly influenced employees’ turnover intention. Meanwhile, recent study also found that organizational identification partially mediated both the relationship between perceived CSR and organization voice, CSR and turnover intention. Therefore, the perceptions of CSR practices will help employees to enhance their organization identification, and then motive them to express their voice in the organization and reduce their turnover intention. Therefore, it is encouraging when corporates fulfill their social responsibility within employees, consumers, governments and social or non-social stakeholders.