Abstract:
Presently, majority of the companies conduct their own corporate social responsibility (CSR) activities in one way or another and the most common type involves the participation and involvement of the company’s greatest asset – its employees. When a company engages in CSR activities, there are only three reasons behind why they do so. Either it wants to receive tax incentives, improve its reputation to its external stakeholders, or simply to create goodwill. Certainly, these activities boost the image of the company, but it would be interesting to discover the effects it has on employee-volunteers, who ascertain the success of such activities.
Given these, this study’s main goal is to discover if a correlation exists between the two variables of (a) employee volunteerism in company-sponsored CSR activities and their (b) organizational commitment. This study is anchored on the Social Identity Theory wherein it states that employees identify or form a commitment to their company if they see that their personal principles are aligned with their company’s. In evaluating this, survey questionnaires were distributed to employees of three companies with active CSR volunteerism programs.
A quantitative analysis of the collected data was conducted using mainly the Spearman’s Correlation statistical test and the Cronbach’s Alpha. The results thus proved that, there was a correlation between the commitment of active employee-volunteers to their organization. Furthermore, it was able to prove the specific factors of Affective Organizational Commitment that are affected by volunteerism, and the attachment an employee develops towards its company in terms of its external CSR efforts. Lastly, the study was also able to ascertain the specific factors that make an employee want to dedicate his or her time and effort for the good of the community and the environment.
