Table 1:
Studies included in the review (N = 16)
| Author(s) and year | Study | Country | Aim | Sample/ methods | Outcome | Summary of findings |
|---|---|---|---|---|---|---|
| Brammer et al. (2007) | The contribution of corporate social responsibility to organizational commitment | UK | The paper examines the impact of three aspects of socially responsible behaviour on organizational commitment: employee perceptions of CSR in the community, procedural justice in the organization and the provision of employee training | (n = 4712) Survey | Job satisfaction | The results emphasize the importance of gender variation and suggest both that external CSR is positively related to organizational commitment and that the contribution of CSR to organizational commitment is at least as great as job satisfaction |
| Celma et al. (2018) | Socially responsible HR practices and their effects on employees' well-being: empirical evidence from Catalonia, Spain | Spain | The article empirically analyses the effectiveness of several practices of responsible human resource management, in relation to three well-known dimensions of employees' well-being at work: job stress, job satisfaction and trust in management | (n = 1647) Survey | Health and well-being | The results show that, in general, higher job quality increases employees' well-being at work, but some practices are more effective than others for each specific well-being dimension. The paper also suggests that some practices, such as job security and good environmental working conditions, seem to positively affect all domains of employees' well-being at work |
| Closon et al. (2015) | Perceptions of corporate social responsibility, organizational commitment and job satisfaction | Belgium | The paper aims to, investigate the impact of CSR's various dimensions on organizational commitment and job satisfaction, and to examine the moderating role of employee expectations in this relationship | (n = 621) Survey | Job satisfaction | The results show that ethical and legal internal and external practices significantly influence the affective organizational commitment. The results also indicate that job satisfaction is positively influenced by internal and external ethico-legal practices as well as by philanthropic practices |
| De Roeck et al. (2014) | Understanding employees' responses to corporate social responsibility: mediating roles of overall justice and organisational identification | Belgium | This study examines the impact of two aspects of an organization’s socially responsible behaviours, directed at internal and external stakeholders, on employees’ job satisfaction | (n = 181) Survey | Job satisfaction | The findings indicate that perceived CSR relates positively to job satisfaction through its effects on overall justice perceptions and organizational identification |
| Gaudencio et al. (2017) | The role of trust in corporate social responsibility and worker relationships | Portugal | The purpose of this paper is to show how organizational CSR can influence workers’ attitudes and behaviours, especially in terms of affective commitment (AC), job satisfaction (JS), and turnover intention (TI). A second aim is to explore the social exchange process that may underlie this relationship, by examining the mediating role of organizational trust (OT) | (n = 315) Survey (cross sectional) | Job satisfaction | The findings show that perceptions of CSR predict workers’ attitudes and behaviours directly through the mediating role of organizational trust. They suggest that managers should implement CSR practices because these can contribute towards fostering organizational trust, improving workers’ affective commitment and job satisfaction, and reducing turnover intention |
| Hadjimanolis and Boustras (2013) | Health and safety policies and work attitudes in Cypriot companies | Cyprus | The purpose of the paper is to investigate the association of organizational health and safety policies and procedures and safety perceptions of employees as reflected in safety climate with safety performance | (n = 272) Survey | Job satisfaction | Positive work attitudes have a positive impact on safety climate perceptions of the employees. A good safety climate contributes to improved safety performance. Safety policies have a direct impact on safety climate and safety performance. Safety policies increase job satisfaction and organizational commitment |
| Jain et al. (2011) | Corporate social responsibility and psychosocial risk management in Europe | Europe | This paper aims to explore the potential role of CSR in promoting well-being at work through the development of a framework for the management of psychosocial risks | (n = 43) EU15 members pre 2004, (n = 32) EU27, post 2004 members. Focus group interviews (n = 15) | Health and well-being | All stakeholders considered CSR to be an effective tool for improving social dialogue concerning psychosocial risk factors, with trade union representatives rating it as very useful, while government agency representatives and employer representatives considered |
| Kowal and Roztocki (2015) | Do organizational ethics improve IT job satisfaction in the Visegrád Group countries? Insides from Poland | Poland | To examine three dimensions of organizational ethics, ethical optimism, CSR and top management | 391 respondents | Job satisfaction | The study found that the three dimensions of organizational ethics, ethical optimism, CSR and top management action affected job satisfaction of information technology professionals |
| Pérez et al. (2018) | Sustainability in organizations: perceptions of CSR and Spanish employees attitudes and behaviours | Spain | To explore the relationship between perception of CSR company and employees behaviour and attitudes | 602 respondents | Job satisfaction | CSR three dimensions were positively and significantly related to job satisfaction and OCB behaviour |
| Raub and Blunschi (2014) | The power of meaningful work: how awareness of CSR initiatives foster task significance and positive work outcomes in services employees | UK | Test a model of the impact of employees’ awareness of CSR initiatives | 211 respondents | Job satisfaction | Employees awareness of CSR activities was positively related to job satisfaction and engagement |
| Ruiz-Palomino et al. (2011) | Employee organizational citizenship behaviour: the direct and indirect impact of ethical leadership | Spain | To examine supervisor ethical leadership (SEL), in banking and insurance companies to understand its relationship to employee job satisfaction, affective commitment and organizational citizenship behaviour | 525 respondents | Job satisfaction | SEL was directly and positively associated with both job satisfaction and affective commitment. The relationship between ethical leadership and employee organizational citizenship was mediated by job satisfaction and affective commitment |
| Tsourvakas and Yfantidou (2018) | Corporate social responsibility influences employee engagement | Greece | To explore the influence of CSR on employee engagement, motivation and job satisfaction on the staff members of two multinational companies | 154 respondents | Job satisfaction | Employees were proud to identify themselves with companies that had a caring image. CSR was positively linked to employee engagement |
| Vlachos et al. (2013) | Feeling good by doing good: employee CSR-induced attributions, job satisfaction, and the role of charismatic leadership | Greece | The study examined the impact of CSR initiatives on an important stakeholder group—employees | 438 respondents | Job satisfaction | Perceived charismatic leadership in managers was motive for engaging in CSR activities as well as job satisfaction. CSR-induced extrinsic attributions were not explained by charismatic leadership and did not predict job satisfaction |
| Vveinhardt et al. (2017) | Integrated actions for decrease and/or elimination of mobbing as a psychosocial stressor in the organizations accessing and implementing corporate social responsibility | Lithuania | The purpose of this research is, having examined the expression of mobbing as a psychosocial factor in organizations accessing or implementing CSR, to form integrated actions for the decrease and/or elimination of the phenomenon | 1512 respondents | Health and well-being | Comparing the organizations which declared and did not declare CSR, approval of the statements about psychosocial well-being was more significant in the latter ones, while in the organizations which declared CSR, orientation towards external interested subjects was revealed |
| Wisse et al. (2018) | Catering to the needs of an ageing workforce: the role of employee age in the relationship between corporate social responsibility and employee satisfaction | The Netherlands | To demonstrate that the effect of CSR on employee satisfaction will be more pronounced for older than for younger employees, because CSR practices address those emotional needs and goals that are prioritized when people’s future time perspective decreases | 643 respondents | Job satisfaction | CSR indeed has a stronger positive effect on employee satisfaction for older relative to younger employees. Accordingly, engaging in CSR can be an attractive tool for organizations that aim to keep their ageing workforce satisfied with their job |
| Zientara et al. (2015) | Corporate social responsibility and employee attitudes: evidence from a study of Polish hotel employees | Poland | This study tested a research model that investigated whether there were links between CSR, operationalized as ‘self-related’ CSR experiences and ‘others-related’ CSR experiences, and job satisfaction and organizational commitment, and between both attitudes and work engagement | 412 respondents | Job satisfaction | The results indicated that ‘others-related’ CSR experiences were positively associated with satisfaction and commitment, while ‘self-related’ CSR experiences with the latter variable. Likewise, organizational commitment, unlike job satisfaction, was linked to work engagement |