Table 2.
Results of mediation tests predicting employee engagement: indirect effects of CSR through two mediators (perceived organizational support and authenticity).
| BC 95% CI |
||||
|---|---|---|---|---|
| Indirect and direct effects | Estimate | SE | Lower | Upper |
| Indirect effects | ||||
| CSR → Perceived Organizational Support → Engagement (H1) | -0.642 | 0.108 | -0.882 | -0.465 |
| CSR → Authenticity → Engagement (H2) | 1.719 | 0.439 | 1.090 | 2.792 |
| Direct effects | ||||
| CSR → Engagement | -0.341 | 0.388 | -1.355 | 0.162 |
| CSR → Perceived Organizational Support | 1.144 | 0.045 | 1.058 | 1.233 |
| CSR → Authenticity | 1.612 | 0.059 | 1.499 | 1.727 |
| Perceived Organizational Support → Engagement | -0.561 | 0.086 | -0.745 | -0.410 |
| Authenticity → Engagement | 1.066 | 0.289 | 0.657 | 1.764 |
BC 95% CI refers to the bias-corrected 95% confidence interval; Estimate refers to the effect estimate using 1,000 bootstrap samples; estimates with CIs that do not include zero are statistically significant and bolded; CSR, corporate social responsibility.