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18
drivers of employee engagement (Towers Perrin, n.d.; Right Management, 2009).
Combined, they indicate that CSR is connected to employees’ interest, and can affect the
level of employee engagement.
Engaging Employees in CSR Programs
Because CSR connects with employee interest — and employees welcome
corporations that share similar values with them — good corporate citizens involve
employees in CSR initiatives to better meet workers’ emotional needs, which in turn,
benefits the company.
The Harvard Business School encouraged organizations to engage employees in
CSR programs because they are an effective way to meet employees’ emotional needs
and thus achieve commitment and motivation (Marquis et al., 2010). Similarly, Coro
Strandberg (2009) investigated the role of human resources in CSR and said that
employees prefer to work for organizations aligned with their personal values. Therefore,
involving employee in CSR is able to enhance employee recruitment and retention. MBR
(2009) even listed the specific benefits of involving employees in CSR programs
including tying the employees into the company’s mission and vision; leveraging
employees’ current skill and deploying them; and providing employees opportunities to
develop new skills. MIT Slogan (2009) added instilling employees’ pride in the
corporation to the benefits list, arguing it would increase their performance. Researchers
also found that CSR is most effective when employees are the actual enactors, and the
company acts as an enabler. All the research showed that it is beneficial to involve
employees in CSR initiatives. However, no research revealed that how effective current
initiatives are in engaging employees in CSR programs.
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 24 |
| Contributing entity | University of Southern California |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 18 drivers of employee engagement (Towers Perrin, n.d.; Right Management, 2009). Combined, they indicate that CSR is connected to employees’ interest, and can affect the level of employee engagement. Engaging Employees in CSR Programs Because CSR connects with employee interest — and employees welcome corporations that share similar values with them — good corporate citizens involve employees in CSR initiatives to better meet workers’ emotional needs, which in turn, benefits the company. The Harvard Business School encouraged organizations to engage employees in CSR programs because they are an effective way to meet employees’ emotional needs and thus achieve commitment and motivation (Marquis et al., 2010). Similarly, Coro Strandberg (2009) investigated the role of human resources in CSR and said that employees prefer to work for organizations aligned with their personal values. Therefore, involving employee in CSR is able to enhance employee recruitment and retention. MBR (2009) even listed the specific benefits of involving employees in CSR programs including tying the employees into the company’s mission and vision; leveraging employees’ current skill and deploying them; and providing employees opportunities to develop new skills. MIT Slogan (2009) added instilling employees’ pride in the corporation to the benefits list, arguing it would increase their performance. Researchers also found that CSR is most effective when employees are the actual enactors, and the company acts as an enabler. All the research showed that it is beneficial to involve employees in CSR initiatives. However, no research revealed that how effective current initiatives are in engaging employees in CSR programs. |
