The Relationship Between Corporate Social Responsibility, Psychological Capability, Job Satisfaction, and Employee’s Organizational Commitment

Around the world, corporate social responsibility (CSR) has been considered a vital strategy to achieve a sustainable growth for corporations by promoting environmental, social, and economic objectives simultaneously. In order to fill the gap about the current situation of CSR, especially in a developing country, the aim of this study is to critically review the existing literature on the CSR and employee commitment for building a theoretical research model and clarifying the mediating effects of psychological capability and job satisfaction of the employees. The conceptual framework of CSR and employee commitment found that the perceived CSR of an organization may lead to a significant employee commitment via two mediators of psychological capability and job satisfaction of the employees. The mediating role of psychological capability and job satisfaction in the relationship between the CSR and employee commitment could be interpreted through the use of social identity and social exchange theory. The results suggest that the organization should encourage the CSR initiatives to enhance employee commitment, health and safety (HSA), employment stability (EST), training-education (TED), workforce diversity (WDI), and work-life balance (WLB). This study is expected to highlight useful suggestions in building the CSR model for the companies of Vietnam.