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Beschreibung:
This study extends the research being carried out in the area of corporate social responsibility (CSR) and resulting extra-role employee behaviors. This paper deeply analyzes the process and mechanism through which employee perceptions of two components of CSR i.e. employee and community exhibit rewarding organizational citizenship behavior (OCB). Social identity theory presents the basis for predicting primary interventions of CSR initiatives that in this case are affective and evaluative dimensions of organizational identification, which lead towards building behaviors like OCB dimensions of sportsmanship and conscientiousness. This research model relies on a 277 employees' data, collected from multinational and nationalcompanies of Pakistan. The analysis of the study is based on structural equation modelling to test the hypothesized relationships. Both dimensions of organizational identification partially mediate the CSR-OCB conscientiousness and CSR-employee turnover intentions links. However, in case of OCB sportsmanship only the link between perceived CSR towards community through evaluative organizational identification has been established. The other process affecting OCB sportsmanship by perceived CSR towards employees through affective organizational identification does not find any empirical support from the study. Although, all of the hypothesized direct relationships not find any empirical support from the study. Although, all of the hypothesized direct relationships proved significant. The study gives meanings to different processes and mechanisms involved in differently directed CSR initiatives and resulting employee behaviors that can lead to farther organizational success and progress. Therefore, this study is particularly beneficial for policy makers in order understand the value of different CSR initiatives even to have competitive edge as well as for researchers to explore further on different areas of CSR.