기업의 CSR활동과 내부 구성원의 태도: 절차공정성의 조절효과를 중심으로

초록

In the field of organizational behavior, Corporate Social Responsibility (CSR), an activity in which firms fulfill their social responsibilities, is one of the areas under active study. CSR study can be largely divided into two sections: First is to examine the impact of CSR on financial performance, and the second is to identify the impact of CSR, which is primarily an activity that carries out external social responsibilities to internal employees. The study sought to examine the relationship between a corporate’s CSR activities and attitude of its internal employees from a second perspective. Therefore, this study was set as a dependent variable into organization commitment and job engagement for exploring attitude of the internal employees specifically. In addition, the relationship between a corporate’s CSR activities and attitude of its internal employees may vary depending on how internal employees perceive the organization, verifying its effects by setting the procedural justice as a moderating variable. In order to test the hypothesis of this study, the data was collected for various industrial groups in South Korea, and finally, the sample was composed of 5510 workers of total 232 companies. Hypothesis testing has shown that a corporate’s CSR activities have a significant influence on organization commitment and job engagement of its internal employees. Also result revealed moderating effects of procedural justice: the relationship between a corporate’s CSR activities and job engagement of internal employees strengthened when internal employees perceived procedural justice high. We describe the theoretical implications of these results for future research in CSR literatures. Based on the results of this study, implications of this study is as follows: First, this study contributed to the expansion of CSR research by confirming that a corporate’s CSR activities have a positive effect on its internal employees’ attitude toward organization or job. In particular, in this study, CSR was measured by top manager, not by the level of perception of internal employees. Specifically, that is to measure CSR as an organization’s external activities, not as a perception of its internal employees. Also, it will be meaningful that the role of positive moderation of procedural fairness in the relationship between a corporate’s CSR activities and job engagement of its internal employees has been confirmed. This can be said to imply that a fair decision-making process within an organization is necessary in order for a corporate’s CSR activities to positively affect job attitude of its internal employees. Finally, it could be meaningful that discriminant moderating effect of procedural fairness in the relationship between a corporate’s CSR activities and attitude of its internal employees. This means that the employees’ attitude can be differently by the corporate’s activities, depending on whether that attitude is toward the organization or toward the job. In other words, it is can be said to suggest that an organization should develop more specific way to influence attitude of its internal employee.

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