Introduction from the developed nations, so we have great

Introduction
of the Study

Corporate
social responsibility is the major issue in current days in evaluating the
performance of the organization by different stakeholders all round the world.
Now days it considered obligatory that organizations should fulfilled their
social responsibility in accordance with economic objectives. Organizations do
so not only to fulfill their corporate social responsibility but to gain
different benefits from the stakeholders such as to build reputation by
contributing in the development of society and increasing performance by
valuating internal and external stakeholders. In the last ten years so many
researcher have worked on the topic employee perception of corporate social responsibility
and is positive changes on the work behavior of the organization (Maignan et
al. 1999; Peterson 2004; Valentine and Fleischman 2008; Turker 2009b; Kim et
al. 2010). (Peterson’s 2004) study showed the positive relationship between
perception of corporate social responsibility and performance of the
organization in connection with employees organizational-commitment. Later on,
(Valentine and Fleischman, 2008) explained once again positive effects
influencing perception of Corporate social responsibility with the job
satisfaction. (Turker’s, 2009b) discussed further that there is positive
relationship in perception of Corporate social responsibility with internal as
well as external stakeholders along with consumers and employees and their
organizational-commitment.

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It
is clear from the above mentioned literature that previous studies have been
focused on the different dimensions of Corporate social responsibility such as
Organizational-commitment, organizational-identification and job-satisfaction.
It is cleared from the above discussion there are no enough studies on internal
stakeholders of the organization in connection with corporate social
responsibility and their perception about the organization in which they are
working. Turnover intention of employees in accordance with Corporate social
responsibility has been totally ignored by most of the researchers. In this
study we have tried to just fulfill the gap; in this study we have discussed
the impacts of Corporate social responsibility upon turnover intention of
employees in connection with Organizational-identification,
organizational-commitment and job-satisfaction.

Problem Statement

 Such kind of studies has great importance and
significance in underdeveloped countries such as Pakistan. As we are already
far behind from the developed nations, so we have great need to implement Corporate
social responsibility practices in our country. Organizations should contribute
toward the social welfare of the country by doing this organization not only
build great reputation among its customers conceded as external stakeholders
but also earn a great identification and commitment from their employees with
great job satisfaction and retention of employees.  The proper implementation of Corporate social
responsibility practices enabled the organization to have great organizational
commitment and loyalty from the employees. If organization does so they
eliminate the issues of employees in accordance with switching job and turnover
intention.

In
this study we will disused the impact of different dimensions of Corporate
social responsibility such as Job-satisfaction, organizational-commitment,
organizational-identification and turnover intention. All these factors
motivate the employees and lead the organization toward the better performance.

 

Research Questions

The research questions of the
study are:

1.      Does corporate social
responsibility has any influence on employees of the organization?

2.      Does Corporate social
responsibility plays any role in organizational-commitment?

3.      Does corporate social
responsibility paly any important role in organizational-identification? 4.
Does corporate social responsibility have any impact on job satisfaction of
employees in the organization? 

4.      Does Corporate social
responsibility is associated in any terms with turn-over intention of the
employees.

Research Objectives

The
objectives and goals of the study are mentioned here under:

1.      To examine the relationship
between Corporate social responsibility, organizational-commitment,
organizational-identification, job-satisfaction and turnover-intention.

2.      To exam the mediating role of
organizational-commitment, organizational identification and job satisfaction
between Corporate social responsibility and turnover-intention.

Significance of the
Study

This
research will help organization in performing better by retaining their staff
and employees for long period of time by implementing Corporate social
responsibility practices in its culture. Corporate social responsibility means
that organization earn from the community in terms of profits, o it is the
liability and responsibility of the organization to contribute something toward
the society the build the society in different ways. Organizations can
contribute towards society by donations to welfare institution working for the
welfare of the society. By contributing in heath sector the organization can
fulfill their responsibilities in connection with Corporate social
responsibility. This research will contribute in existing body of knowledge by
providing information and investigating the relationship among different
dimensions of the Corporate social responsibility such as OC, OI, JS and turn
over intention.

This
study explained importance and significance of Corporate social responsibility
practices implemented by an organization for its internal and external
stakeholders, Such as these practices enabled the organization to have more job
satisfaction as employees feel more secure and proud with social contribution
by the organization. This also enabled the organization to reduce the turnover
intention of the employees. Everyone know this era is of competition and
companies facing tough competition as this world has become a global village
specially in terms of business activities. Every organization wants to win the
competition and excel the next organization to be competitive in the market. Corporate
social responsibility enabled the organizations so do so. In this study we have
examined the impacts of implementation of Corporate-Social Responsibility
practices on organizations benefits especially associate with employees of the
organization.

 

Corporate Social
Responsibility

Corporate-Social-Responsibility (CSR) is defined as the
voluntary activities undertaken by a company to operate in an economic, social and environmentally sustainable manner. Organizations do so
to win the competition and excel the other organizations. Organizations involve
in the CSR practices just to contribute their part toward the society from
where they are earning.

Organizational
Commitment

Organizational commitment is defines as when
employees are emotionally attached with the organization. This emotional state
is considered to be organizational commitment. In other words “in organizational behavior
and industrial and organizational psychology, organizational commitment is
the individual’s psychological attachment to the organization”.

 

Organizational
Identification

Organizational
Identification (OID)
is defined as the situation in the organization where employees and
organization are on same page in determination of values and goals. In other
words “it is a situation where the employee and the company share the same
goals and values. In this lesson we will discuss the importance of that aspect
as it relates to the business environment”

Job Satisfaction

Job satisfaction is
defined as how much the employees are associated with their jobs in terms of
liking and disliking the job as well as the organization. “Job satisfaction or employee satisfaction has
been defined in many different ways. Some believe
it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual
aspects or facets of jobs, such as nature of work or supervision”.

Turnover Intention

“Turnover intention is a measurement of
whether a business’ or organization’s employees plan to leave their positions
or whether that organization plans to remove employees from positions. Turnover intention, like turnover itself, can be either voluntary or
involuntary.” It means employees are thinking about switching the organization
or not. It all depends upon their job-satisfaction, organizational-commitment,
and organizational-identification. Organizations tried to reduce the turnover
intention of the employees in order to enhance their performance.

LITERATURE
REVIVIEW

Today the patterns
of doing business have been changed, organization focus not only on profit
seeking. Organizations considered the benefits of stakeholders as well (McGuire
1963; Davis 1973; McWilliams, Siegel and Wright 2006; Aguilera, Rupp, Williams
and Ganapathi 2007; COM(681) 2011), Corporate social responsibility focuses on
good causes such as protection of nature and such business practices which are
beneficial socially which shows business concerns about ethical issue on part
of the organization (Kotler and Lee 2005). Internal Corporate social
responsibility aimed at promoting the value of equity, health and safety
measures for the employees of the organization and its training within the
organization, maintaining balance in practical life and social life, fulfilling
human rights, diversification in the processes and creating equal rights in the
organization for employees and in filling of vacancies (Vuontisja ¨rvi 2006;
Turker 2009a; Gond, Igalens, Swaen and El Akremi 2011; Shen and Jiuhua Zhu
2011). On the other hand external Corporate social responsibility (CSR) is
associated with protecting natural environment, marketing practices,
establishing measure for social welfare of the society (Brammer et al. 2007;
Chen, Patten and Roberts 2008; Cornelius et al. 2008; COM(681) 2011). Corporate
social responsibility primarily focused on primary stakeholders such as
customers of the organization, interested investors, and job seekers. There is
a great link between the performance of an organization and its investment in
the social activities (Graves and Waddock 1994; Turban and Greening 1997; Sen
and Bhattacharya 2001; Sen et al. 2006; Perrini and Castaldo 2008; Pivato et
al. 2008). On the other hand employees of the organization are the promray part
of organization as internal stakeholders and they receive less attention as the
others (Jones 2010; Shen and Jiuhua Zhu 2011), there is a bit work done on the
relationship between Corporate social responsibility and employees behavior
(Peterson 2004; Brammer et al. 2007; Turker 2009a; Shen and Jiuhua Zhu 2011).

When
employees consider same values and objectives for their selves which
organization has and share same patterns it’s called organizational
identification. In recent years organizations have focused on both dimensions
of the Corporate social responsibility such as organizational commitment and
organizational identification in both internal and external dimensions (Basu
& Palazzo, 2008). It is very clear for the organization that employees are
most important asset and also their identification (Fichman & Levinthal,
1991) that’s why, in terms of Corporate social responsibility employees should
get better attention. Employees are the main part or object of internal Corporate
social responsibility which primarily describes about social behavior. In order
to explain the effects and impacts of corporate social responsibility on
employee’s positive behavior toward the organization we need to have better
idea of psychological mechanisms that form the responses of employees in
connection with Corporate social responsibility (Bhattacharya et al. 2009). In
Accordance with stakeholder view (Freeman 1984; Barnett 2007), the relationship
between organization and stakeholders influence the attitudes and behavior of
different stakeholders specially employees in connection with job satisfaction
(Morgan and Shelby 1994; Waddock and Smith 2000; Post, Preston and Sachs 2002;
Bhattacharya et al. 2009). In line with this view, previous studies based on
social identity theory suggest that employees’ pride of membership in a
socially well-regarded organization satisfy their need for self-esteem, which
should enhance favorable attitudes such as organizational-commitment (Peterson
2004; Brammer et al. 2007; Turker 2009a). These studies did not guide us about
the mechanism of employee’s attitudes towards their job satisfaction in
connection with corporate social responsibility (Bhattacharya et al. 2009;
Jones 2010).

The aim of this
research will be to analyze the impact of Corporate social responsibility on
employees turnover intention. In order to achieve this goal a quantitative
approach will be suitable option for conducting this research. The research
design will be cross sectional design. A survey will be conduct among employees
of banking sector through questionnaires and e-mails where necessary.

 

 

 

 

 

 

RESEARCH MODEL

 

 

Corporate-Social
Responsibility

Organizational
Commitment

Organizational-identification

Job-satisfaction

Turnover
Intention

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

RESEARCH METHODOLOGY

The aim of this
research will be to analyze the impact of Corporate social responsibility on
employees turnover intention. In order to achieve this goal a quantitative
approach will be suitable option for conducting this research.  This study is causal and correlational. Here
we examined the effect of Corporate social responsibility effect on
turnover-intention in relation to Organizational-commitment,
organizational-identification and job-satisfaction so this study is causal and
effect. In this study we have filled data from bank employees are contacted to
get their responses and filled the questionnaire in their work environment.
Data analysis will be done through SPSS in which descriptive analysis,
frequencies and correlation and multiple regression analysis will be used to
find study results.