Table 5.
Results of the structural model.
| Relationship | β | t-value | PCI |
|---|---|---|---|
| Economic Capital → Organisational Resilience | 0.163 | 2.710* | (0.071; 0.271) |
| Social Capital → Organisational Resilience | −0.007 | 0.120 | (−0.119; 0.086) |
| Human Capital → Organisational Resilience | 0.401 | 4.742* | (0.264; 0.541) |
| Physical Capital → Organisational Resilience | 0.014 | 0.166 | (−0.123; 0.156) |
| CSR Environment/Community → Organisational Resilience | 0.213 | 3.477* | (0.114; 0.313) |
| CSR Employees → Organisational Resilience | 0.292 | 4.644* | (0.186; 0.393) |
| Organisational Resilience → Organisational Response COVID-19 | 0.555 | 10.007* | (0.456; 0.639) |
| Organisational Resilience → Perceived Job Security | 0.458 | 6.526* | (0.339; 0.573) |
| Organisational Response COVID-19→ Perceived Job Security | 0.146 | 2.008** | (0.020; 0.259) |
| Perceived Job Security → Organisational Commitment | 0.416 | 7.004* | (0.310; 0.506) |
| Control relationships | β | t-value | PCI |
|---|---|---|---|
| Number of employees → Organisational Resilience | −0.094 | 2.204** | (−0.167; −0.027) |
| Number of employees → Organisational Response COVID-19 | 0.093 | 1.475 | (−0.015; 0.191) |
| Number of employees → Perceived Job Security | −0.004 | 0.076 | (−0.099; 0.091) |
| Number of employees → Organisational Commitment | −0.197 | 3.212* | (−0.296; −0.093) |
| Tenure → Perceived Job Security | 0.004 | 0.470 | (−0.125; 0.059) |
| Tenure → Organisational Commitment | −0.041 | 0.219 | (−0.076; 0.109) |
| Age → Perceived Job Security | −0.116 | 2.039** | (−0.210; −0.024) |
| Age → Organisational Commitment | 0.169 | 2.689* | (0.061; 0.269) |
| R2(RESIL) = 0.703; R2(RESP) = 0.329; R2(SECUR) = 0.310; R2(COMM) = 0.199 | |||
| Q2(RESIL) = 0.622; Q2(RESP) = 0.216; Q(SECUR) = 0.221; Q2(COMM) = 0.136 | |||
Note 1: * p < 0.01; ** p < 0.05.
Note 2: See Table 5.