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74
attention to external CSR and neglect internal CSR, because they do not consider
employees part of their CSR’s initiatives. Therefore, employee interests, especially their
safety and human rights, are not included in CSR strategies and initiatives. Another
reason for this is that most companies in the United States meet the legal threshold for
worker safety and employees’ human rights. Therefore, employees even do not consider
safety and human rights as issues in an organization. However, working to improve
workplace safety and human rights become relatively important internationally. This is
especially true in developing countries.
As globalization becomes increasingly important to business, corporations should
include employee workplace safety and human rights in their definition of CSR.
Jeopardizing employees’ workplace safety or violating employees’ human right can
create hazards for companies, which will be regarded by the public as not socially
responsible. Without meeting the threshold for employees’ workplace safety and human
rights, employees would not be able to be engaged at work, regardless of any key drivers
of employee engagement. In other words, without employee safety and basic human
rights, employee engagement would never exist.
CSR’s Effects on Employee Engagement
The other category of outcomes involves the core of the thesis, which is CSR’s
effect on employee engagement.
Based on the literature review, six top drivers of employee engagement were
identified: senior management concern for employee well-being; opportunities for
employees to improve skills and capabilities; input into department’s decision making;
career advancement opportunities; organization’s ability to quickly resolve customers’
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 80 |
| Contributing entity | University of Southern California |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 74 attention to external CSR and neglect internal CSR, because they do not consider employees part of their CSR’s initiatives. Therefore, employee interests, especially their safety and human rights, are not included in CSR strategies and initiatives. Another reason for this is that most companies in the United States meet the legal threshold for worker safety and employees’ human rights. Therefore, employees even do not consider safety and human rights as issues in an organization. However, working to improve workplace safety and human rights become relatively important internationally. This is especially true in developing countries. As globalization becomes increasingly important to business, corporations should include employee workplace safety and human rights in their definition of CSR. Jeopardizing employees’ workplace safety or violating employees’ human right can create hazards for companies, which will be regarded by the public as not socially responsible. Without meeting the threshold for employees’ workplace safety and human rights, employees would not be able to be engaged at work, regardless of any key drivers of employee engagement. In other words, without employee safety and basic human rights, employee engagement would never exist. CSR’s Effects on Employee Engagement The other category of outcomes involves the core of the thesis, which is CSR’s effect on employee engagement. Based on the literature review, six top drivers of employee engagement were identified: senior management concern for employee well-being; opportunities for employees to improve skills and capabilities; input into department’s decision making; career advancement opportunities; organization’s ability to quickly resolve customers’ |
