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45
Conclusons from Comparison .
Based on these comparisons, between 3% and 12% of U.S. companies that were
more likely to have high employee engagement also were good at CSR. Six percent to 20%
of U.S. companies that had good reputations for CSR also had high levels of employee
engagement. These findings are not strong enough to support the notion that there is a
connection between organizations’ CSR and employee engagement. In fact, it showed
that there is little connection between CSR and employee engagement. In other words,
CSR is not necessarily a factor that can impact employee engagement significantly.
Rating the CSR performance of 100 Best Companies to Work For list.
Research methodology.
This research methodology evaluated the CSR performances of the 100 Best
Companies to Work For. The goal was to further confirm whether those companies that
had high levels of employee engagement also tend to have good reputations for CSR. It
was conducted on the basis that the 100 Best Companies to Work For were more likely to
have high levels of employee engagement. The hypothesis was that companies on this list
should pay a lot attention to CSR to get higher employee engagement, assuming that CSR
could affect employee engagement significantly. Therefore, those companies’ websites
were explored in detail to determine if they had a good CSR performance.5 The
companies were rated on a scale from 0–10, based on the CSR performance rating
standard developed for this thesis. (See Table 4.5) The 10 criteria were created to best
reflect a company’s CSR performance, using the CSR definition that this thesis adopted.
5 The data for Google is not available. In total, 99 companies’ websites were explored instead of 100.
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 51 |
| Contributing entity | University of Southern California |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 45 Conclusons from Comparison . Based on these comparisons, between 3% and 12% of U.S. companies that were more likely to have high employee engagement also were good at CSR. Six percent to 20% of U.S. companies that had good reputations for CSR also had high levels of employee engagement. These findings are not strong enough to support the notion that there is a connection between organizations’ CSR and employee engagement. In fact, it showed that there is little connection between CSR and employee engagement. In other words, CSR is not necessarily a factor that can impact employee engagement significantly. Rating the CSR performance of 100 Best Companies to Work For list. Research methodology. This research methodology evaluated the CSR performances of the 100 Best Companies to Work For. The goal was to further confirm whether those companies that had high levels of employee engagement also tend to have good reputations for CSR. It was conducted on the basis that the 100 Best Companies to Work For were more likely to have high levels of employee engagement. The hypothesis was that companies on this list should pay a lot attention to CSR to get higher employee engagement, assuming that CSR could affect employee engagement significantly. Therefore, those companies’ websites were explored in detail to determine if they had a good CSR performance.5 The companies were rated on a scale from 0–10, based on the CSR performance rating standard developed for this thesis. (See Table 4.5) The 10 criteria were created to best reflect a company’s CSR performance, using the CSR definition that this thesis adopted. 5 The data for Google is not available. In total, 99 companies’ websites were explored instead of 100. |
