A New Dimension for Job Pursuit Intention and Organizational Commitment through Corporate Social Responsibility
To signify the importance of sub-dimensions affecting HR balancing parameters, this investigation has utilized the philosophical implications of post-positivism to study an academic premise for assessing the presence of corporate social responsibility and organizational justice along with their impact on employee commitment with switching intentions and suggesting critical implications for this premise accordingly. The role of overall justice in moderating the effects of CSR on organizational identity has been examined. Organizational identity has been used as a mediator for explaining the impact of CSR dimensions on job pursuit intention and organizational commitment. A series of mediation effects of both organizational identity and job satisfaction has also been used to explain the impact of CSR dimensions on organizational commitment. A total of 341 samples were collected from permanent faculty members from different universities of all the departments. For analyzing the theory extending framework, examining an augmented form of a construct-based cause and effect model researcher used Smart PLS. The most complex relationships studied between constructs showed relative significance. The subject-to-series mediation indicated estimates of positive relationships. The series of mediators included Organizational Identity followed by job satisfaction. The association between External CSR and Organizational commitment was slightly higher than the relationship between Internal CSR and organization with the presence of mediators.