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<p>This study examines the relationships among Corporate Social Responsibility (CSR), organizational trust, work satisfaction, corporate reputation, work autonomy, and work engagement, drawing on stakeholder theory, organizational support theory, and self-perception theory. Previous research has primarily addressed these factors independently across diverse industries and regions, or have not addressed these relationships. This research demonstrates that both organizational trust and work satisfaction serve as significant mediators linking CSR to work engagement. Moreover, it highlights the critical moderating roles of corporate reputation and work autonomy in influencing these relationships between CSR, organizational trust, work satisfaction and work engagement. The study utilizes quantitative data collected from 520 employees and managers in Vietnamese banks. Findings reveal that organizational trust and work satisfaction strengthen the connection between CSR and work engagement, while corporate reputation and work autonomy significantly moderate these relationships between CSR, organizational trust, work satisfaction and work engagement. These results emphasize the important mediating roles of organizational trust and work satisfaction, alongside the moderating effects of corporate reputation and work autonomy in the cultural and institutional context of Vietnam. The insights gained contribute to the theoretical understanding of work engagement by clarifying the mediating and moderating mechanisms involved and offer practical recommendations for banks to develop effective human resource strategies tailored to the Vietnamese market, promoting sustainable development.</p>

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Exploring the moderating role of corporate reputation and work autonomy, the mediating role of organizational trust and work satisfaction through the relationship between CSR and work engagement

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2025年11月26日

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  • Nhinh Thi Tran

摘要

This study examines the relationships among Corporate Social Responsibility (CSR), organizational trust, work satisfaction, corporate reputation, work autonomy, and work engagement, drawing on stakeholder theory, organizational support theory, and self-perception theory. Previous research has primarily addressed these factors independently across diverse industries and regions, or have not addressed these relationships. This research demonstrates that both organizational trust and work satisfaction serve as significant mediators linking CSR to work engagement. Moreover, it highlights the critical moderating roles of corporate reputation and work autonomy in influencing these relationships between CSR, organizational trust, work satisfaction and work engagement. The study utilizes quantitative data collected from 520 employees and managers in Vietnamese banks. Findings reveal that organizational trust and work satisfaction strengthen the connection between CSR and work engagement, while corporate reputation and work autonomy significantly moderate these relationships between CSR, organizational trust, work satisfaction and work engagement. These results emphasize the important mediating roles of organizational trust and work satisfaction, alongside the moderating effects of corporate reputation and work autonomy in the cultural and institutional context of Vietnam. The insights gained contribute to the theoretical understanding of work engagement by clarifying the mediating and moderating mechanisms involved and offer practical recommendations for banks to develop effective human resource strategies tailored to the Vietnamese market, promoting sustainable development.