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12
retention and engagement. It can be seen that CSR appeared on all three list of top ten
drivers across all three segments. To better explore this topic, five were chosen by the
Towers Perrin 2007–2008 Top Drivers of Attraction, Retention and
Engagement
Note. Adapted from “Towers Perrin 2007–2008 Global Workforce Study,” by Towers Perrin, 2008
Figure 2.1
author as the representatives, which also appeared on several other studies’ results in
terms of top drivers of employee engagement. They are senior management’s concern in
employees’ well-being; opportunities for employees to improve skills and capabilities;
Object Description
| Title | The effects of corporate social responsibility one employee engagement |
| Author | Ma, Hongyue |
| Author email | hongyuem@usc.edu; hongyuem@gmail.com |
| Degree | Master of Arts |
| Document type | Thesis |
| Degree program | Strategic Public Relations |
| School | Annenberg School for Communication |
| Date defended/completed | 2011-04-01 |
| Date submitted | 2011 |
| Restricted until | Unrestricted |
| Date published | 2011-05-03 |
| Advisor (committee chair) | Thorson, Kjerstin |
| Advisor (committee member) |
Floto, Jennifer Little, Sharoni |
| Abstract | Both corporate social responsibility (CSR) and employee engagement have become increasingly important to businesses today. The two are related: CSR affects a company’s employee engagement.; The purpose of this study is to explore those effects; the degree to which they take place and circumstances in which they occur; it also compared CSR’s influence to other well-recognized drivers of employee engagement to determine the significance of it.; This thesis will help corporations better understand the role of CSR when it relates to employee engagement, so they can design their CSR efforts accordingly and maximize the outcomes. |
| Keyword | corporate social responsibility (CSR); employee engagement; relationship between CSR and employee engagement; drivers of employee engagement; effects of CSR on employee engagement |
| Geographic subject (country) | USA; Germany |
| Coverage date | 1863/2009 |
| Language | English |
| Part of collection | University of Southern California dissertations and theses |
| Publisher (of the original version) | University of Southern California |
| Place of publication (of the original version) | Los Angeles, California |
| Publisher (of the digital version) | University of Southern California. Libraries |
| Provenance | Electronically uploaded by the author |
| Type | texts |
| Legacy record ID | usctheses-m3879 |
| Contributing entity | University of Southern California |
| Rights | Ma, Hongyue |
| Repository name | Libraries, University of Southern California |
| Repository address | Los Angeles, California |
| Repository email | cisadmin@lib.usc.edu |
| Filename | etd-Ma-4564 |
| Archival file | uscthesesreloadpub_Volume26/etd-Ma-4564.pdf |
Description
| Title | Page 18 |
| Contributing entity | University of Southern California |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 12 retention and engagement. It can be seen that CSR appeared on all three list of top ten drivers across all three segments. To better explore this topic, five were chosen by the Towers Perrin 2007–2008 Top Drivers of Attraction, Retention and Engagement Note. Adapted from “Towers Perrin 2007–2008 Global Workforce Study,” by Towers Perrin, 2008 Figure 2.1 author as the representatives, which also appeared on several other studies’ results in terms of top drivers of employee engagement. They are senior management’s concern in employees’ well-being; opportunities for employees to improve skills and capabilities; |
