Seminario académico: Could it be me? Exploring how perceived CSR-fit and justice sensitivity affects affective organizational commitment

Micro-CSR research focusing on the relationship between perceptions of strategic CSR and employee attitudes tends to be homogenizing, meaning that it usually assumes that most employees will react positively to these responsible initiatives. In this sense, it overlooks the effects that individual differences could have on these relationships. Because CSR could correct social injustices, while being progressively integrated into a firm’s strategy, we propose that employees’ justice sensitivity (JS) moderates the relationship between perceived CSR-strategy fit and affective organizational commitment. JS is a stable trait that describes how much importance a person places on the reduction of social injustices. Hence, those employees scoring higher on JS could have a stronger reaction to strategic CSR initiatives, leading to a stronger level of affective organizational commitment. We use a mediated-moderated regression analysis to rest our assertions.