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The Organizational Identification Perspective of CSR on Creative Performance: The Moderating Role of Creative Self-Efficacy

机译：企业社会责任对创新绩效的组织认同视角：创新自我效能的调节作用

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摘要

Corporate social responsibility (CSR) is an emerging and fast-growing concept for both academic research and organizations. In recent years, the far-reaching influence of CSR practices on stakeholders has made both researchers and practitioners pay heed to this dimension. Employees are one of the most important stakeholders influenced by CSR practices. CSR brings in many ideas, concepts, and techniques. In the past, different antecedents and consequences of corporate social responsibility have been studied, but there is still a deficit in regard to whether employee creative performance is an outcome of corporate social responsibility, and the interlinked variables that might enhance this relationship. The main objective of this study is to examine how CSR practices enhance employee performances within the organization, and which other variables may enhance this relationship. The literature suggests that employees who value CSR campaigns and other practices identify with their company to a greater degree, work with more devotion and loyalty, and show more creativity in their work performance. In this study, organizational identification has been taken as the mediator, and creative self-efficacy has been taken as the moderator. The hypotheses were tested within the sample of companies engaging in CSR practices in Pakistan. A questionnaire survey was conducted using simple random sampling. Simple linear regression, hierarchical regression, and Barron and Kenny tests were applied through SPSS (Statistical Package for the Social Science) for data analysis, and results were found according to the proposed model of the study.
机译：企业社会责任（CSR）对于学术研究和组织而言都是一个新兴且快速发展的概念。近年来，企业社会责任实践对利益相关者的深远影响使研究人员和从业人员都注意这一方面。员工是受企业社会责任实践影响的最重要的利益相关者之一。 CSR带来了许多想法，概念和技术。过去，已经研究了企业社会责任的不同前因和后果，但是在员工创造绩效是否是企业社会责任的结果以及可能增强这种关系的相互关联的变量方面仍然存在不足。这项研究的主要目的是研究企业社会责任实践如何提高组织内员工的绩效，以及哪些其他变量可以增强这种关系。文献表明，重视CSR活动和其他实践的员工在很大程度上认同公司，以更高的忠诚度和忠诚度工作，并在工作绩效中表现出更多的创造力。在这项研究中，组织认同被视为中介者，创造性自我效能感被视为主持人。在巴基斯坦从事企业社会责任实践的公司样本中检验了这些假设。使用简单的随机抽样进行问卷调查。通过SPSS（社会科学统计软件包）应用简单的线性回归，层次回归以及Barron和Kenny检验进行数据分析，并根据提出的研究模型找到结果。

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