CSR presentation

1. The effect of Corporate Social Responsibility
on Pride in Membership, Employee Well
being and Work engagement
Islam Mohammad Zahidul
I.D:4116999040
Human Resource Management

2. Sequence:
 Abstract
 Introduction
 Purpose of the study
 Research question
 Significance
 Formulation of hypotheses
 Conceptual framework
 Measurement tools
 Methods
 Anticipated time frame
 Conclusion

3. Abstract
 This current study examines the roles of Corporate Social Responsibility (CSR) in
developing a sense of Pride in Membership, Well being and Work Engagement
among the employees. The study is using data collected through self-
administered structured survey questionnaire from 238 employees from different
organizations in Bangladesh. The study has been using structural equation model
(SEM) technique to analyze the data and test proposed hypotheses.

4. Abstract
 The study confirms the propositions of “ Social Identity Theory” ,“Stake Holders
Engagement theory”. The study suggests that higher level of Employee’s work
engagement can be developed through employee’s CSR associations and
participations, with the mediating role of Pride in membership and Employee
Well being. There is little research available that integrates CSR with Pride in
membership, Employee Well being and Work Engagement. This study will
provide useful policy implications to the Managers to involve employees in
Corporate Social Responsibility activities in order to increase their work
engagement level.

5. Introduction:
 The strategic benefits of CSR have been explored in a number of studies.
According to Hockerts and Morsing; the business strategy field has experienced
the renaissance of CSR during the past few years. The boost in organizational
reputation resulting from CSR activities can serve as an important source of
competitive advantage (Fombrun and Shanley and Ellemers et al).
 Many organizations are clear about the ethical and business reasons to develop
and pursue a clear corporate social responsibility (CSR) strategy. There is a
compelling argument for organizations to be more explicit about the links
between their CSR agendas and their wellbeing and engagement strategies as
this not only helps them deliver their CSR agenda, but is also a driver of
employees’ work engagement and motivation.

6. Introduction:
 According to Robinson (2006), employees’ work engagement can be achieved
through the creation of an organizational environment where positive emotions
such as involvement and pride are encouraged, resulting in improved
organizational performance, lower employee turnover and better health. The
experience of engagement has been described as a fulfilling, positive work
related experience and state of mind (Schaufeli and Bakker, 2004), and has been
found to be related to good health and positive work affect (Sonnentag, 2003).

7. Introduction:
 In line with the above, this paper seeks to expand the understanding of the
relationship between an organization’s CSR activities and its relevance with
employees’ work engagement by examining the mediating role of Pride in
Organizational Membership (PIM) ,Employee well being.

8. Purpose of the study:
 This paper seeks to expand the understanding of the relationship between an
organization’s CSR activities and its relevance with employees’ work engagement
by examining the mediating role of Pride in Organizational Membership (PIM),
Employee well-being.

9. Research question:
 Does Corporate social responsibility effect employees’ work engagement?
 How employees’ work engagement has been affected by Corporate social
responsibility which have been mediated by Employee Well being and pride in
membership?

10. Significance:
 This current study will provide a overview of how organization’s Corporate Social
Responsibility (CSR) activities have an positive effect on employee’s work
engagement by the positive association of Pride in membership and Well being
which provides useful policy implications to the Managers to involve employees
in Corporate Social Responsibility activities in order to increase their work
engagement level.

11. Formulation of Hypotheses:
 Although pride as a construct has been widely studied in both psychology and
management disciplines, Pride in Membership (PIM) has received relatively little
attention (Katzenbach and Santamaria). However, PIM is an important
consequence of CSR activities as viewed through the lens of social identity
theory. This leads to the formulation of my first hypothesis:
 Hypothesis 1: Corporate Social Responsibility is positively associated with Pride in
Organizational Membership.

12. Formulation of Hypotheses:
 According to the Stakeholders Theory, It is a process through which a company
takes responsibility for the whole of its value chain and its effects on social,
ecological and economic parameters, in a dialogue with stakeholders.
 It is important to remember that a person’s overall well-being includes all aspects
of life, not just the workplace. This article will address things any size employer
can do at little or no cost to reap the benefits of employee well-being, such as
increased customer satisfaction, increased sense of company loyalty and higher
productivity. Thus, with the advent of CSR in the past few years, it is important to
assess its role as a predictor of employee well being . I therefore formulate my
second hypothesis:
 Hypothesis 2: Corporate social responsibility is positively associated with
employee well being

13. Formulation of Hypotheses:
 Pride is considered an extremely important emotion for driving social
behavior(Tracy J. Robins R.2007) . Ellemers et al. propose that organizational
pride increases satisfaction and high-level commitment to the organization
which, in turn, invigorates employees to achieve organizational objectives. High
levels of PIM can also reduce employee turnover intentions, which is indicative
that PIM may boost employee commitment. Therefore, I posit that:
 Hypothesis 3: Pride in Organizational Membership is positively associated with
Employees’ Work Engagement.

14. Formulation of Hypotheses:
 A recent growing interest in positive psychology emphasizing human strengths,
optimal functioning, and well-being has led to the emergence of the concept of
work engagement (Chughtai and Buckley, 2008 2006).It also indirectly influences
employees’ work engagement by increasing employees’ willingness to change
and their organizational commitment, both of which may support the creation of
an engaged workforce . The importance of wellbeing is further reinforced by
researchers at Towers Perrin (2003) who found that the most important driver of
engagement was senior management’s interest in employee wellbeing. Thus, I
propose my next hypothesis:
 Hypothesis 4: Employee well being is positively associated with Employees’ work
engagement.

15. Formulation of Hypotheses:
 However, the relationship between CSR and employee’s work engagement may
not be direct. Employees’ Work engagement is found to be positively associated
with job resources and personal resources. Bakker & Demerouti (2008)
established an overall model of work engagement . The work motivation model
includes 5 elements of individual motivators such as money, myself, membership
of a team, mastery, and mission. Thus I propose my last hypothesis which is:
 Hypothesis 5: Employee well being and pride in organizational membership fully
mediate the association between Corporate Social Responsibilities and
Employees’ work engagement

16. Conceptual Framework:
Corporate Social
Responsibility
Employee Well
being
Pride in
Organizational
Membership
Employees’ Work
Engagement

17. Measurement tools:
Constructs Items Scale
CSR  Obligation to employees
 Obligation to customers and
markets
 Obligation to social programs
and natural environment
 Obligation to laws and
regulations
 Obligation to society
CSR Scale
Kambiz, Amanolla 2013
Pride in Membership  Accomplished
 like I am achieving
 confident
 fulfilled
 productive
 like I have self-worth
 successful
Cable & Turban 2003
Well being  Negative emotion
 Positive emotion
 High pleasurable-High arousal
(HPHA)
 High pleasurable-Low arousal
(HPLA)
 Low pleasurable-High arousal
(LPHA)
 Low pleasurable-Low arousal
(LPLA)
Job-related Affective Well-being Scale, JAWS,1999
Work Engagement  Vigor
 Dedication
 Absorption
Schaufeli and Bakker (2003)
Utrecht Work Engagement Scale–9 [UWES-9]

18. Methods:
 Participants and Procedures: This is an exploratory study that explores the
relationship between CSR, pride membership, employee well being, employees’
work engagement constructs. The unit of analysis in this study is individual
employees working in different organizations in Bangladesh including national
and multi-national organizations. The data has been collected through personally
administered survey questionnaire technique. The questionnaire included
questions related to respondents profile (age, gender,).it also include under
general information section another questions related to the organization’s
profile.
 Measures: The constructs in this study are measured using 5-point Likert scales
drawn and modified from previous literature (De los Salmones et al., 2005;
Maignan and Ferrell, 2000; Mayer and Davis, 1999; Schaufeli et al., 2006; Zahra
and LaTour, 1987).

19. Methods:
 Data analysis: The data analysis techniques includes; reliability analysis through
Cronbach alpha and Reliability analysis is computed using confirmatory factor
analysis (CFA) using SPSS software. Correlation analysis through Pearson
Correlation Matrix using SPSS and finally regression analysis through structural
equation modeling (SEM) technique to test the hypotheses proposed in this
study.

20. Methods:
 Population : Employees of different large organizations in Bangladesh(Target
population=485)
 Distributed questionnaire: 485
 Positive response: 357
 Usable sample: 238 (After data cleaning and list wise deletion)
 Usable sample percentage : 49.07% ( of the target population 485)

21. Anticipated Time Frame:
年度 月份 计划内容和研究目标 预期进展
2016
6—8
Language year
综述性报
告
9—12 Orientation and course work 数据
2017
1—7
Course work+ Literature review
论文1篇
8—12
Data collection + Data analysis for the 1st
paper: The effect of Corporate Social
responsibility on Pride in membership,
employee Well-being and Work engagement+
Completion of the 1st paper
论文1-2
篇
2018 1—6
Thesis Proposal Defense+ Data collection
and analysis of the 2nd paper : “Perceived
organizational support and knowledge
sharing: Both Ethical work climate and
ethical leadership matters”
论文1-2
篇

22. Papers:
 Paper 1: The effect of Corporate Social Responsibility on Pride in Membership,
Employee Well being and Work engagement
 Target Journal: International Journal of Human Resource Management
 Status: Will be submitted by end of June
 Paper 2: Perceived organizational support and knowledge sharing: Both ethical
work climate and ethical leadership matters
 Target journal : International Journal of Human Resource Management
 Status: Data processing

23. Any
Question?

24. Conclusion:
 Organizations have main responsibilities in main fields that economic (productive
and profitable); legal- compliance with regulations and law; business ethic and
socially responsible activities. Corporate social responsibility covers both ethic
and social responsibilities. The current study extends the work of Ayese, Imran,
Triant (2015) who examined the association between CSR,PIM, Job satisfaction
and Employee engagement. The current study will examine how socially
responsible activities of corporations influence employee pride in membership
perceptions and employee well being to increase their work engagement.