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theses

There has been a growing interest in studying the influence of corporate social responsibility (CSR) on employees. Previous studies focused on the consequences of CSR on employees within the organizational context. In this dissertation, I propose that CSR affects employees’ behaviors outside of the organizational context, too. I hypothesized that when employees participate in CSR programs, they experience positive outcomes, which enables them to be more socially responsible and transfer such behaviors to other roles outside the work context. I then introduce organizational identification as a mediator that can influence employees’ behavior beyond the work context. I assert that organizational identification affects how employees perceive their identities, as a result of exercising these new socially responsible roles. The results demonstrate that when employees are involved in socially responsible behaviors at work and view themselves as members of a socially responsible organization, they develop a similar view of themselves outside of work, and hence, they demonstrate similar behaviors outside of work. I also examine positive affective residue as a mediator that explains the positive relationship between socially responsible behavior at work and outside of work. The results demonstrate that when employees participate in socially responsible programs at work, they experience a positive affective residue that strengthens their identification with their organization and motivates them to repeat and transfer similar experiences outside of work. Consequently, employees who participate in CSR programs at work will be more involved in socially responsible programs outside of work.

ETD_5896

Ph.D.

Includes bibliographical references

Includes vita

by Mohammed AlSuwaidi

doi:10.7282/T36W9CQ9

ETD doctoral

The author owns the copyright to this work.