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30
whether they have ever participated in the CSR programs or not, paid attention to the
information on CSR sent by their corporations. Most respondents agreed that a
corporation’s reputation for CSR can make them proud to be an employee. Respondents
who used to participate in their organization’s CSR programs are much more likely to
think that the organizations’ reputation for CSR invigorates the level of their engagement
at work.
Additionally, the survey result showed that 70% of the respondents who used to
participate in their corporations’ CSR programs said they are happier at work after doing
so, and they learned a lot from them. Seventy-six percent said they are more engaged at
work after participating. Seventy percent said they are looking forward to participating in
more CSR programs in their corporations. This data indicated that engaging employees
in CSR initiatives benefits the employees and corporations indirectly.
However, no matter whether the respondents participated or not, the vast majority
of the respondents do not think their organizations’ CSR reputation and initiatives are
able to make up for other top drivers of employee engagement. (See Table 4.2)
In conclusion, the majority of respondents wanted to know more about their
corporations’ CSR information and would like to be involved in it. The employees who
used to participate in CSR programs tended to be happier and more engaged at work
compared to those who never did, and they were more likely to advocate the idea that
CSR can affect the levels of employee engagement. However, the vast majority of
employees disagree that CSR is as important as other factors when it comes to affecting
employee engagement on a large scale. In other words, CSR can neither take the place of
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 36 |
| Contributing entity | University of Southern California |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 30 whether they have ever participated in the CSR programs or not, paid attention to the information on CSR sent by their corporations. Most respondents agreed that a corporation’s reputation for CSR can make them proud to be an employee. Respondents who used to participate in their organization’s CSR programs are much more likely to think that the organizations’ reputation for CSR invigorates the level of their engagement at work. Additionally, the survey result showed that 70% of the respondents who used to participate in their corporations’ CSR programs said they are happier at work after doing so, and they learned a lot from them. Seventy-six percent said they are more engaged at work after participating. Seventy percent said they are looking forward to participating in more CSR programs in their corporations. This data indicated that engaging employees in CSR initiatives benefits the employees and corporations indirectly. However, no matter whether the respondents participated or not, the vast majority of the respondents do not think their organizations’ CSR reputation and initiatives are able to make up for other top drivers of employee engagement. (See Table 4.2) In conclusion, the majority of respondents wanted to know more about their corporations’ CSR information and would like to be involved in it. The employees who used to participate in CSR programs tended to be happier and more engaged at work compared to those who never did, and they were more likely to advocate the idea that CSR can affect the levels of employee engagement. However, the vast majority of employees disagree that CSR is as important as other factors when it comes to affecting employee engagement on a large scale. In other words, CSR can neither take the place of |
