Abstract:
The increase in the empirical understanding of corporate social responsibility (CSR) arises from
organizations acknowledging the long-term gains of CSR initiatives on internal and external
levels. Economic downturns such as the COVID-19 pandemic highlighted the significance of
CSR towards different stakeholders and concurrently introduced new and remote forms of
employment and work opportunities. The recent shift in stakeholder or community demands and
work arrangements provides a basis for a research approach regarding CSR and organizational
commitment. The study applied the Social Exchange Theory to explore the relationship between
employees’ perception of their LGU’s CSR activities and their affective organizational
commitment, mediated by perceived organizational support to explain the underlying
psychological process between the variables. The study analyzed corporate social responsibility,
affective organizational commitment, and perceived organizational support within a Local
Government Unit in Negros Occidental, Philippines. An online survey construct questionnaire
was administered among 85 employees. A correlational analysis using R revealed (1) high levels
of PCSR within the LGU, (2) high level of AOC within the LGU, (3) the weak to moderate
relationships between the PCSR dimensions to the level of AOC, (4) the social and non-social
stakeholder dimension of CSR as the strongest predictor of AOC among the CSR dimensions,
and (5) the significant indirect effect of POS as a mediator. The results also revealed insignificant
differences between demographic characteristics of the survey respondents. The findings
determined the value of CSR dimensions to employee commitment and contributed to
understanding the CSR-AOC link within a CSR-centric government unit.
Keywords: perceived corporate social responsibility, perceived organizational support, affective
organizational commitment, Social Exchange Theory.
