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A Multilevel Study of the Relationship between CSR Promotion Climate and Happiness at Work via Organizational Identification: Moderation Effect of Leader–Followers Value Congruence

Author

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  • Jae-Geum Jeong

    (College of Global Business, Korea University, 2511 Sejong-ro, Sejong City 30019, Korea)

  • Seung-Wan Kang

    (College of Business, Gachon University, Seongnam 13120, Korea)

  • Suk Bong Choi

    (College of Global Business, Korea University, 2511 Sejong-ro, Sejong City 30019, Korea)

Abstract

The purpose of the present study is to examine the effects of team level Corporate Social Responsibility (CSR) promotion climate on work happiness of team members. Furthermore, we investigate the mediating role of organizational identification at individual level and the moderating role of leader–follower value congruence at the team level in the relationship between CSR promotion climate and work happiness, thus overcoming the limitations of previous studies which mainly focused on a unitary level of analysis. To this end, a multilevel analysis was used, dealing with team- and individual-level relationships; the sample comprises 70 teams and 336 employees from 23 Korean firms. Our empirical analysis revealed that a team CSR promotion climate positively influenced team members’ happiness at work and organization identification. Furthermore, organization identification partially mediated the relationship between team CSR promotion climate and happiness at the workplace. By interacting with team CSR promotion climate, leader–followers value congruence positively regulated the influence of team CSR promotion climate on happiness at work. In this process, for a group with high leader–follower value congruence, the team CSR promotion climate strengthens team members’ happiness at the workplace. The study utilizes a multilevel analysis method to simultaneously verify team- and individual-level elements positively affecting team members’ happiness at work. Through this method, it confirmed that CSR promotion climate and team organization identification positively influence happiness at work. The theoretical and practical implications are presented, and directions for future research with limitations of the study are discussed.

Suggested Citation

  • Jae-Geum Jeong & Seung-Wan Kang & Suk Bong Choi, 2022. "A Multilevel Study of the Relationship between CSR Promotion Climate and Happiness at Work via Organizational Identification: Moderation Effect of Leader–Followers Value Congruence," IJERPH, MDPI, vol. 19(11), pages 1-19, May.
    • Handle: RePEc:gam:jijerp:v:19:y:2022:i:11:p:6637-:d:827209
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    References listed on IDEAS

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    5. Mohammad Alnehabi & Al-Baraa Abdulrahman Al-Mekhlafi, 2023. "The Association between Corporate Social Responsibility, Employee Performance, and Turnover Intention Moderated by Organizational Identification and Commitment," Sustainability, MDPI, vol. 15(19), pages 1-25, September.

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