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Advances in Psychological Science    2018, Vol. 26 Issue (7) : 1152-1164     DOI: 10.3724/SP.J.1042.2018.01152
Meta-Analysis |
Corporate social responsibility and employee performance: A meta-analysis
Jun LIU,Chuanyan QIN()
School of Business Administration, Guangdong University of Finance & Economics, Guangzhou 510320, China
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Abstract  

Despite the recent proliferation of research on the relationship between corporate social responsibility (CSR) and employee performance, the results is still inconsistent. Based on a review of 35 empirical studies, a meta-analysis was conducted to examine the relationship between CSR and employee performance by using 140 effect sizes from 11690 participants. Overall, the results show that CSR manifested a moderate and positive correlation with employee performance (r = 0.38) in general, task performance (r = 0.45) and contextual performance (r = 0.37). Uncertainty avoidance and individualistic tendency did not make any significant differences in the relationship between CSR and employee performance. While industry characteristics and economic level make significant differences: the relationship is stronger in rich areas than in poor areas, and for manufacturing industry than for service ones.

Keywords corporate social responsibility      employee performance      meta-analysis      moderating effect     
ZTFLH:  B849:C93  
  F272.92  
Corresponding Authors: Chuanyan QIN     E-mail: 352850320@qq.com
Issue Date: 29 May 2018
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Cite this article:   
Jun LIU,Chuanyan QIN. Corporate social responsibility and employee performance: A meta-analysis[J]. Advances in Psychological Science, 2018, 26(7): 1152-1164.
URL:  
http://journal.psych.ac.cn/xlkxjz/EN/10.3724/SP.J.1042.2018.01152     OR     http://journal.psych.ac.cn/xlkxjz/EN/Y2018/V26/I7/1152
作者及年份 刊物 样本量 文化背景 行业 经济水平排行 不确定性
规避指数
个人主义指数
Ahmad, 2014 普通 217 巴基斯坦 服务业 150 70 14
Abane, 2016 学位 225 加纳 服务业 148 65 15
Edward, 2017 SSCI 472 新加坡 服务业 10 8 20
Fairlie, 2015 普通 703 美国/加拿大 NA 8/18 46/48 91/80
Ho, 2012 学位 305 新加坡 NA 10 8 20
Hanif, 2015 普通 152 巴基斯坦 服务业 150 70 14
Abdullah, 2012 普通 154 马来西亚 制造业 69 36 26
Hur, 2016 SSCI 250 韩国 服务业 29 85 18
Korschun, 2014 SSCI 221 全球 服务业 NA 50 50
Kroh, 2014 学位 184 德国/奥地利/瑞典 NA 19/15/12 65/70/29 67/55/71
Musa, 2015 普通 143 马来西亚 NA 69 36 26
Newman, 2015 普通 198 中国 服务业 74 30 20
Ouyang, 2011 普通 228 中国台湾 服务业 37 69 17
Tariq, 2015 普通 70 印度 制造业 146 40 48
Vinerean, 2013 普通 52 全球 NA NA 50 50
晁罡, 2012 核心 282 中国 NA 74 30 20
黄洁, 2016 核心 201 中国 NA 74 30 20
惠善成, 2015 学位 65 中国 NA 74 30 20
何显富, 2011 核心 256 中国 制造业 74 30 20
姜友文, 2015 核心 262 中国 服务业 74 30 20
梁思娴, 2015 学位 238 中国 NA 74 30 20
刘云, 2014 核心 696 中国 NA 74 30 20
刘远, 2015 核心 592 中国 NA 74 30 20
刘宗华, 2017 普通 175 中国 制造业 74 30 20
彭囝囡, 2013 学位 125 中国 NA 74 30 20
任湘郴, 2017 核心 873 中国 NA 74 30 20
孙海涛, 2013 学位 126 中国 NA 74 30 20
王健辉, 2014 核心 822 中国 服务业 74 30 20
王文彬, 2013 核心 588 中国 NA 74 30 20
熊国保, 2015a 核心 346 中国 服务业 74 30 20
颜爱民, 2016 核心 1308 中国 制造业 74 30 20
杨慧慧, 2015 学位 324 中国 NA 74 30 20
闫丽丽, 2013 学位 259 中国 NA 74 30 20
张倩, 2014 核心 457 中国 NA 74 30 20
周迎波, 2016 普通 121 中国 制造业 74 30 20
  
变量 K n rz SE 95% CI Qw N
CSR→员工绩效 27 7496 0.38 0.01 0.38~0.43 673.84 78
员工责任→员工绩效 8 1612 0.46 0.02 0.45~0.55 214.38 29
顾客责任→员工绩效 5 1027 0.45 0.03 0.42~0.54 30.56 17
CSR→任务绩效 3 450 0.45 0.04 0.33~0.52 36.87 10
CSR→关系绩效 6 1258 0.37 0.02 0.33~0.44 59.41 16
  
变量 K n rz SE 95% CI Qw N
员工责任→任务绩效 8 1863 0.38 0.02 0.35~0.44 144.62 22
员工责任→关系绩效 12 3608 0.41 0.01 0.41~0.47 363.97 38
顾客责任→任务绩效 7 1625 0.38 0.02 0.35~0.45 116.59 20
顾客责任→关系绩效 12 3900 0.41 0.01 0.40~0.47 200.12 37
政府责任→关系绩效 7 3493 0.33 0.01 0.31~0.38 32.22 16
公共责任→关系绩效 6 2389 0.45 0.02 0.44~0.52 42.35 21
  
变量 K n rz SE 95% CI Qw N Qb (df) p
不确定性规避低 17 5217 0.39 0.01 0.38~0.44 619.44 49 2.33(1) p>0.05
不确定性规避高 9 1525 0.43 0.02 0.40~0.51 144.40 29
个人主义倾向低 19 6382 0.36 0.01 0.35~0.40 374.56 50 0.39(1) p>0.05
个人主义倾向高 6 824 0.38 0.03 0.33~0.47 112.66 17
服务业 11 3393 0.38 0.01 0.37~0.43 396.04 31 11.80(1) p<0.025
制造业 6 2084 0.46 0.02 0.45~0.54 24.75 21
经济水平低 15 4869 0.39 0.01 0.39~0.44 295.01 42 8.03(1) p<0.025
经济水平高 7 1736 0.46 0.02 0.45~0.54 135.26 25
  
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