Research proposal

1. The effect of Corporate social responsibility on
Pride in Membership, Employee Well being and
Employees’ work engagement
Islam Mohammad Zahidul
I.D:4116999040

2. Abstract
 In recent decades, Corporate Social Responsibility (CSR) has attracted the
attention of scholars and practitioners. Nevertheless, there is a lack of researches
on how CSR influences employees’ positive behavior toward their companies. By
considering the dearth of engaged employees in organizations around the world,
it could be expected that CSR programs used as by companies one of the key
drivers of enhancing Employee’s work engagement. 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.

3. Abstract
 The study confirms the propositions of “ Social Identity Theory” ,“Stake Holders
Engagement theory” and “Social Exchange Theory” . The study found positive
associations among CSR, Pride in Membership, Employee Well being on Work
engagement. 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.

4. Introduction:
 CSR has been viewed and treated within different disciplines, such as business
ethics, marketing, business and management studies (Cooke and He, 2010).
However, this interest has been focused on issues such as performance (Rettab et
al., 2009), strategy (McWilliams et al., 2006), marketing and consumer behavior
(Sen and Bhattacharya, 2001; Real de Oliveira and Rodrigues, 2012), neglecting
the importance of human resources. Nevertheless it has been proven that
employee buy-in is a key factor in ensuring engagement with CSR (Davies and
Crane, 2010). Al-bdour et al. (2010) state that failure in understanding the impact
of CSR on employee’s attitude and behavior, will lead to faulty conclusions
misleading researchers and practitioners towards considerations regarding the
utility or impact of CSR.

5. Introduction:
 The development of employees’ work engagement and the enhancing and
detracting factors are understudied in empirical and theoretical studies (Saks,
2006). Moreover the antecedents and outcomes of employees’ work
engagement are conceptualized in just a few models (Shuk and Wollard, 2010).
 The mechanisms through which CSR influences employees perceptions and
behaviors can be explained through social identity theory, which refers to an
individual’s perception of belongingness or oneness with a group, where the
individual defines himself or herself in terms of the organization.
 As it has been proved by Cable and Graham, organizational reputation is used as
an indicator of employer attractiveness by job seeker.
 According to Bakker and Schaufeli (2004) , work engagement is “a state of mind
that is work related, fulfilling, and positive” (p. 74) ;

6. 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.

7. 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?

8. Purpose of the Study:
 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.

9. 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.
 An organization that is widely known for its positive accomplishments tends to
stimulate organization-based self-esteem amongst its employees . Similarly, positive
meta-stereotypes and perceptions held by observers external to the organization
enhances social identification, which is referred as CSR-induced identification, can
serve to instill PIM (Bartels et al. Carmeli Lievens, Van Hoye and Anseel ). These meta-
stereotypes, based on the organization as a whole, are a stronger predictor of
collective identify than employees’ personal attributes or achievements . This leads to
the formulation of my first hypothesis:
 Hypothesis 1: Corporate Social Responsibility is positively associated with Pride in
Organizational Membership.

10. Formulation of Hypotheses:
 In addition to pride, a company’s CSR activities can influence employee well being. The concept
of “employee well-being” is not a new one, but it has seen a resurgence in interest with the
challenges in the world in the last few years, and employee well-being has been making its way
to the top of company consciousness.
 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

11. 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. Furthermore, (Bouckaert2001)
asserts that, extrinsic forms of pride, such as mission pride developed by
association with a reputable employer, are more highly correlated with high levels
of employee performance than intrinsic forms of pride. Therefore, I posit that:
 Hypothesis 3: Pride in Organizational Membership is positively associated with
Employees’ Work Engagement.

12. Formulation of Hypotheses:
 According to Social Exchange Theory (SET), Blau (1964) indicates that individuals’
attitude and behavior with others always involves with desires to have benefits in
return. Therefore, when the employees of an organization are supported in various
levels such as economic and socio-emotional, they would probably respond in the
form of appreciation (Cropanzano et al., 2005). Well-being is a summative concept
that characterizes the quality of working lives, including occupational safety and
health (OSH) aspects, and it may be a major determinant of productivity at the
individual, enterprise and societal levels. It also indirectly influences employee
engagement by increasing employees’ willingness to change and their organizational
commitment , both of which may support the creation of an engaged workforce.
Thus, I propose my next hypothesis:
 Hypothesis 4: Employee well being is positively associated with Employees’ work
engagement.

13. Formulation of Hypotheses:
 However, the relationship between CSR and employee’s work engagement may
not be direct. For example, Work engagement is the "harnessing of organization
member's selves to their work roles: in engagement, people employ and express
themselves physically, cognitively, emotionally and mentally during
role performances" Kahn, W. A. (1990). 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

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

15. 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
Tracy, J. L., & Robins, R. W. (2007)
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]

16. 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).

17. 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.

18. Analysis and results:
 Population : Employees of different 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)