Corporate Social Responsibility Influencing on Turnover Intention and Organizational Citizenship Behavior

Abstract

    The objective of this study is to identify the effect of internal and external corporate social responsibility on turnover intention and organizational citizenship behavior, mediated by job satisfaction and organizational trust, and moderated by gender of Thai employees in both public and private sectors in Bangkok, Thailand. Structural equation modeling was employed with 400 employees in Bangkok, Thailand.  The results showed that internal and external CSR had a direct effect on job satisfaction, whereas only external CSR had a direct effect on organizational trust.  In addition, external CSR influenced turnover intention and organizational citizenship behavior via job satisfaction and organizational trust.  Internal CSR only influenced turnover intention and organizational citizenship behavior via job satisfaction. External CSR identified the stronger effect on the perceptions of employees, in terms of both job satisfaction and organizational trust than internal CSR.  Females had a stronger moderating effect than the male groups on hypothesized relationships.  The management should stimulate employees’ CSR, both internally and externally to participate in the process of CSR program to enhance job satisfaction along with trust to alleviate turnover intention and encourage organizational citizenship behavior.  If a high level of management can communicate CSR to non-managerial level, it reduces the problem of high turnover rate and elevates organizational image along with alleviating negative feelings on organization to create working environment.