战地2 1.41,汕大树洞,湖北高考减招
| Relative Strength Of An Individuals Identification 个人识别的相对强弱指标 研究人员做的研究中对所有的变量进行了详细的解释和讨论。理论基础也在文献综述的基础上进行了讨论。除此之外，本章还提出了概念框架和研究假设。 组织承诺可以被定义为一个个体识别的相对强弱指标，并在特定组织中参与。这是一个组织的纽带，而不是工作，工作团队，或者相信工作本身的重要性。此外，组织承诺也作为理解员工工作相关行为的一个重要因素。组织承诺的定义反映了其结合或连接个人和组织的重要性（(Benson & Brown, 2007）。 组织承诺已广泛应用于各种主题的研究，研究表明，组织承诺与大量的组织结果有关，如成交量（Porter, Steers, Mowday, & Boulian, 1974），旷工（Farrell & Peterson, 1984），和工作绩效等。 Studies done by past researchers are reviewed. All of the variables is explained and discussed in detail. Theoretical foundation is discussed after the literatures review. Other than that, proposed conceptual framework and hypothesis of the research are formed in this chapter. Organizational commitment may be defined as the relative strength of an individual's identification with and involvement in a particular organization. It is a bond to the organization and not to the job, work group, or belief in the importance of work itself. Moreover, organizational commitment is also as an important factor in understanding employees' work related behavior. The definition of organizational commitment reflects its importance of binding or linking the individual to the organization (Benson & Brown, 2007). Organizational commitment has been widely used in studies on a variety of topics, and research has shown that organizational commitment is related to a number of organizational outcomes, such as turnover (Porter, Steers, Mowday, & Boulian, 1974), absenteeism (Farrell & Peterson, 1984), and work performance (Meyer, Paunonen, Gellatly, Goffin, & Jackson, Thus, it may be reasonable to assume that employees work attitudes will be affected by their evaluations of how well their organizations meet societal expectations whereby an organization's commitment to CSR leads to a positive impact on employees' work attitudes (Peterson, 2004). Relationship between Philanthropic CSR and Organizational Commitment慈善企业社会责任与组织承诺的关系 Carroll (1979) states that philanthropic CSR addresses the voluntary aspect of the social responsibilities of businesses and encapsulates businesses' response to society's expectations that corporations should be good corporate citizens. He categorized philanthropic CSR as external CSR. Corporate philanthropy is synonymous with monetary and non-monetary contributions, corporate sponsorship of community and nonprofit events, and donation of material or services in kind (Ali, Nasruddin, & Soh, 2010). Another researcher, Grigore (2010) mentioned that philanthropic CSR are the voluntary responsibilities of the enterprise and reflect the current expectations of the public towards the enterprise. In the journal, Grigore (2010) also mentioned that the public expects that an enterprise should involve itself in philanthropic actions, and thus this category became a part of the social agreement between the enterprise and society. Organization's involvement in philanthropic CSR activities will make employees feel good about being a part of these organizations because they are a part of the organization that is in good faith. This will likely enhance job satisfaction (Lee Y. K., Kim, Lee, & Li, 2011). In addition, philanthropic CSR also refer to management affirmative and voluntary duties. Swanson explains in his research, philanthropic CSR include corporate philanthropy and involvement in efforts that benefit society (Swanson, 1999). According to Peterson (2004), women employees developed greater levels of organizational commitment than men employees when their organizations take on a high level of philanthropic CSR. The findings came from a survey of 1,000 degree holders randomly selected from the database of a college between 1981 and 1987 in the United States. The researcher suggests that women employees are more impressed by the charitable causes of their organizations than the men. Another research investigates the role of CSR in predicting the relationship quality and relationship outcome between service employees and service organizations. The researchers conduct their research by using questionnaires in 21 franchised foodservice enterprises in South Korea. They found out that the philanthropic dimension of CSR has a positive relationship toward organizational trust. They further mentioned that organizational trust positively influences organizational commitment (Lee et al., 2011). Brammer et al., (2007) investigated the relationship between organizational commitment and employee's perception of CSR in financial institutions in the UK. They found a positive relationship between philanthropic CSR and organizational commitment. Maignan, Ferrell and Hult (1999) studied the nature of corporate citizenship and its relevance to marketing practitioners and academic researchers. The researchers mailed the questionnaires to 1,000 marketing executives drawn from the 1996 Directory of Members of the American Marketing Association. 229 of 1000 questionnaires were collected back from the respondents. After they analyze the data, there is a positive relationship found between philanthropic CSR and organizational commitment. Not all researchers have found a positive link between philanthropic CSR and organizational commitment. Researchers in Seoul studied employees in five deluxe hotels and found no relationship between philanthropic CSR and organizational commitment of the staff. The researchers suggested that the negative result might be because these hotels had done few philanthropic activities, or because the staff had little awareness of their hotels' philanthropic CSR (Lee, Kim, & Lee, 2010). Based on the past studies mentioned above, we identified three cases that show a positive relationship between philanthropic CSR and organizational commitment. There is only one past study showing no such relationship. So far, we could not find any other past studies to further support a negative relationship. Thus, we form the hypotheses as below H1: There is a significant relationship between philanthropic CSR and organizational commitment. Relationship between Ethical CSR and Organizational Commitment企业社会责任与组织承诺的关系 Ethical CSR come from society's expectation that businesses follow established moral principles and values (Roberts, 2003). It is a theory that promotes strong corporate self-restraint and unselfishness and open public policies that include stakeholder rights (Windsor, 2006). Ethical CSR includes responsibilities that go beyond contractual or regulatory compliance, such as fair wages, women's rights, skills requirements, ability to join trade unions and collective bargaining (Blowfield & Murray, 2011). Furthermore, the environment is one area where companies in the past relied on government to say what was permissible, but which in the face of global challenges (climate change, water scarcity, and deforestation), companies begin to be willing to go beyond contractual or regulatory compliance (Blowfield & Murray, 2011). A prior study involving 278 randomly selected respondents shows that ethical CSR is most relevant to organizational commitment. Employees will assume if their company is ethical, they will be treated ethically also (Peterson, 2004). A web - based survey investigated the predictive abilities of the four dimensions of CSR towards organizational commitment in South India. It demonstrated that when companies adhere to high standards of ethics, employees experience a higher sense of emotional attachment to their companies and tend to believe that staying on with the company is the right thing to do (Dhanesh, 2012). A research in Taiwan with respondents from 1,000 top manufacturing companies also proves that ethical CSR significantly enhances organizational commitment. The researchers believe that employees will assume that if their company is ethical, the company will also treat them in an ethical manner (Lee et al., 2008). Another research with 237 respondents from five super deluxe hotels in Korea has also showed that ethical CSR had a positive impact towards organization commitment. Furthermore, the result also shows that of the four dimensions of CSR, the ethical dimension has the strongest positive effect towards organizational commitment. The respondents reported that they felt most affected by the level of ethics of employers (Lee et al., 2010). All these past studies show that the more ethical companies are in their social performance, the more employees will assume that they will be treated ethically, and believe that staying in the company is the right thing to do. Thus, the hypothesis tested was as follow: H2: There is a significant relationship between ethical CSR and organizational commitment. Relationship between Legal CSR and Organizational Commitment企业社会责任与组织承诺的关系 Legal CSR activities are obligations of businesses to fulfill their economic mission within the confines of the law (Blowfield & Murray, 2011). The law represents the basic "rules of the game" by which business is expected to function. Society expects business to fulfill its economic mission within the framework of legal requirements set forth by the society's legal system (Carroll, 1979). Recent research felt that legal CSR should not comprise only demands and requirements set out by law. Businesses that comply with laws and public offices are meeting a minimum level of accountability expected by the public (Lawrence & Weber, 2010). The definition of legal CSR has also been changed to include corporate governance such as executive compensation, the independence and inclusivity of boards of directors, and transparency and accountability to shareholders and other stakeholders, as important part of the corporate responsibility agenda of legal aspect. Legal CSR is about voluntary, not mandatory actions (Blowfield & Murray, 2011). Legal CSR was found to be positively related to organizational commitment. Dhanesh (2012) found that companies who step beyond legal requirements in the name of high standard of transparent governance have employees who experience higher organizational commitment (Dhanesh, 2012). Peterson (2004) found that legal CSR is positively related to organizational commitment, but showed that legal CSR has the lowest effect towards organizational commitment in the hotel employees. Employees surveyed had felt that legal CSR was the minimum level of social performance in their hotels and did not perceive legal CSR appreciatively. A study in Taiwan had examined the relationship between organizational commitment, job satisfaction, CSR and personality separately in employees of the top 1,000 corporations. They found a significant positive influence on legal CSR toward job satisfaction and organizational commitment (Lee et al., 2008). Another past study to determine the effect of CSR on organizational commitment of the Korean hotel employees shows that legal CSR positively influence organizational commitment (Lee et al., 2010). Lastly, there was a study conducted in France had examined the effect of CSR activities on organizational commitment in France business. The finding showed that Legal CSR has no direct relationship on organizational commitment. This might be because of those employees in France business are much more responsive to the efforts undertaken by their organization to meet their social responsibilities beyond those imposed by economic, legal, and ethical requirements (Maignan & Ferrell, 2001). Based on all the empirical evidence above, it is shown that there is a positive relationship between legal CSR and organizational commitment except for one past study in France found no relationship between legal CSR and organizational commitment. Therefore, the hypothesis set to be tested is: H3: There is a significant relationship between legal CSR and organizational commitment. Relationship between Economic CSR and Organizational Commitment经济社会责任与组织承诺的关系 Economic CSR refers to the basic responsibility of businesses to produce goods and services that are demanded by society (Blowfield & Murray, 2011). This responsibility is described as the obligation to supply society with high-quality goods and services, investing in innovation and making profit to meet shareholders' expectations (Almeida & Sobral, 2010). In the CSR Pyramid by Carroll, economic CSR were placed at the base of the pyramid, to reflect its importance to the continued existence of organizations (Hopkins, 2012). Carroll pointed out that without making a profit, a company will cease to exist. When employees perceive that the organization is actively involved in economic CSR activities, they will generally be more satisfied with their jobs because they will see better productivity, customer satisfaction, and profits, which will directly impact their work environment and condition (Lee et al., 2011). Another past empirical study pointed out that the economic CSR and organizational commitment have positive correlation. This implies that staff will more likely be loyal to their firms when they are economically successful (Lee et al., 2010). One research on 276 food service system employees showed a significant positive impact from economic CSR towards organizational trust and commitment of employees in Korea. Employees found economic CSR programs that enhance productivity and efficiency to be highly desirable for employees (Lee et al., 2011). A number of past empirical studies on CSR in four dimensions toward organizational commitment found that economic CSR has a positive effect toward organizational commitment in various industries (Lee et al., 2008; (Sweeney & McFarlin, 1997; Zheng, 2010) Various past studies cited above have shown a positive relationship between economic CSR and organizational commitment. Hence, the following is hypothesized: H4: There is a significant relationship between economic CSR and organizational commitment. Review of Relevant Theoretical Models--相关理论模式述评 Social Identity Theory –社会认同理论 The theory applied in this study is the social identity theory (SIT). The SIT proposes that individuals' views of themselves, their self -concept, are influenced by their membership of social organizations, including the organization for which an individual works. Individuals attempt to establish or enhance their positive self-concept through comparisons lead to an enhanced self-concept; Unfavourable ones to reduce self -esteem (Dutton, Dukerich, & Harquail, 1994). Through the theory, individuals are happiest when they associate themselves with organizations that have good public reputation through CSR activities (Maignan & Ferrell, 2001). SIT is a useful means of conceptualizing the relationship between corporate citizenship and organizational commitment. However, corporate citizenship was been re-developed into the alternative concept of CSR. It was further found that SIT provides an explanation for the link between CSR and organizational commitment (Maignan & Ferrell, 2001). Turker (2009) also used SIT to show that CSR activities targeted towards social and non-social stakeholders, employees, and customers were significant predictors of organizational commitment. After a survey of 660 bank employees, Peterson (2004) theorized that the level of organizational commitment of employees would "depend on how much employees agree that corporations have social responsibility". This survey relied on SIT to measure organizational commitment, and found that workers may derive a positive sense of identity when they work in organizations that are viewed as socially responsible. SIT is a psychological concept which explains that when employees join organizations, they will derive their identity or sense of self from the organization they work for. After deriving their identity from their organizations, they consider themselves in the "in-group" of the organization and therefore develop organizational commitment (Stets & Burke, 2000). SIT is found to be a potentially unifying theory of organizational behavior and its influence has important implications for workplaces (Brammer et al., 2007). Proposed Theoretical/ Conceptual Framework--拟议的理论/概念框架 The proposed conceptual framework is developed to examine empirically the relationship between four dimensions CSR which is philanthropic, ethical, legal and economic and the organizational commitment in Penang's hotel industry. In this theoretical model, the four dimensions of CSR are independent variables and organizational commitment is the dependent variable. The research model for this study is shown in Figure 1. The relationship between CSR dimensions and Organizational Commitment--企业社会责任维度与组织承诺的关系 Source: Lee, Y. K., Kim, Y. S., Lee, K. H., & Li, D. X. (2011). The Impact of CSR on relationship quality and relationship outcomes: A perspective of service employees. International Journal of Hospitality Management, 31(3), 745-756. Conclusion—结论 Literatures and journals articles related to corporate social responsibilities (CSR) and organizational commitment are reviewed critically. Hypothesis of the research were set and conceptual framework of the research was formed. The next chapter of this report will proceed to research methodology of the research. |
