Most studies view organizational commitment as an outcome of the social exchange between an organization and the employee. However, there is reason to believe that perceived socially responsible behavior of the organization toward external parties will also influence the commitment of its employees. Few studies have examined the influence of an organization’s actions toward external parties on the commitment of its internal employees. Corporate Social Responsibility (CSR) refers to social commitments that organizations have toward stakeholder groups during the course of conducting routine business. We argue, on the basis of social exchange and social identity perspectives, that perceptions of CSR will have a positive influence on the commitment of employees and this relationship will be mediated by job satisfaction of the employees. Possible implications of this model have been identified.
|Journal||24th Annual ANZAM Conference|