Abstract:
This research focused on the moderating influence of trust on the relationship between
Employees' perception of Corporate Social Responsibility and organizational commitment
among the employees of Company X. In this study, it is hypothesized that: (1) there is a positive
relationship between employees, perception of their company9 s social responsibilities and
organizational commitment; (2) there is a positive relationship between employees * perception of
their company's social responsibilities and the three dimensions of commitment: affective,
normative, and continuance; (3) trust has a moderating influence on the relationship between
employees, perception of their company's social responsibilities and organizational
commitment; and (4) trust has a moderating influence on the relationship between employees'
perception of their company's social responsibilities and the three dimensions of commitment:
affective, normative, and continuance.
To test these hypotheses, a number of 120 employees of Company X were chosen
through simple random sampling and were surveyed. Of these 120, only 105 came back with full
answers. Employees5 perception of CSR was determined through the instrument adapted from
Maignan et al (1990), organizational trust was measured using the scale developed by Binikos
(2006), and the instrument for determining the organizational commitment was the Revised
Affective, Normative, and Continuance Commitment by Meyer and Allen (1997). Data
collection was done through the distribution and collection of a four-part questionnaire.
Each of the dimensions of CSR was correlated with each of the component of
organizational commitment using Pearson5s r. The resulting values indicated whether there is
correlation between the compared variables, as well as the degree of the correlation.
Confirmatory data analysis or test of significance was then performed to know whether the
relationship were significant or not and to eliminate the possibility that the resulting correlation
happens only by chance. To test whether employees' perception of CSR and organizational
commitment is moderated by the organizational trust, regression analysis was used.
The findings of the study supported all the hypotheses. The present study found that there
is a positive and significant correlation between perceptions of CSR and organizational
commitment and that organizational trust has a significant moderating influence on the
relationship between the two constructs. Furthermore, it is found that among the CSR
dimensions, employees of Company X ascribed more favorable perceptions to their company's
legal and ethical responsibilities and they have higher levels of continuance and normative
commitment. In keeping with the literature and the significant findings of this research,
conclusions and recommendations were made fOr Company X and for future researchers.
