Employees' participation in CSR initiatives and job outcomes - affective commitment, job satisfaction, organisational attractiveness, organisational performance and turnover intention

The quest for equitable, inclusive and sustainable growth is a visible need. Corporate social responsibility (CSR) is a strategic issue which permeates departmental boundaries and influences the way organisation does its business and relates with its stakeholders. An important stakeholder group forms the 'employees', upon whom the interest now rests. This study focuses on employees' participation in CSR initiatives leading to the job related outcomes such as organisational attractiveness, job satisfaction, affective commitment, turnover intentions and job performance. In this study, 'pro-social values' is explored to understand the influence. The study draws its research and inputs from Schwartz value theory (1992, 1994, 1996, 2006, 2009 and 2012) and social identity theory (Tajfel and Turner, 1986). Out of the 500 questionnaire distributed only 293 response sheets could be utilised. The results revealed were insightful between the constructs of pro-social values, employees' participation in CSR initiatives and job outcomes.