Consequences of corporate social responsibility on employees: The moderating role of work motivation patterns

Purpose – The purpose of this paper is to draw on affect social exchange theory and related literatureto develop and test a research model linking employees ’ perception of corporate social responsibility(CSR) to their outcomes [performance and organisational pride (ORP)] with moderating variables: perceivedwork motivation patterns (autonomous and controlled motivation) to sustain firm ’ s operations throughtheir employees. Design/methodology/approach – The authors used Ghana as a case for this study due to recentturbulences in the banking sector of Ghana. A sample data of 244 subordinate/supervisor dyads from ruralandcommunitybankswascollectedwithatime-laggedtechniqueandanalysedthroughastructuralequationmodelling for this study. Findings – Theseemployee ’ sperceptionsofCSRpositivelyrelatedtotheirperformanceandORP.Autonomousmotivated employees had a stronger positive moderated impact on perceived CSR-Performance link whereascontrolled motivated employees recorded a stronger impact on perceived CSR-ORP link. Practical implications – Based on these results, managers and human resource (HR) professionalscan aim at acquiring favourable employees ’ perception of their firms ’ CSR initiatives. In that, it can helpfirms to remain in business particularly in difficult times. Also, autonomous and controlled motivators mayseem inversely related, however, they are not contradictory to each other. Both can coexist within a firmand it is crucial that HR professionals and managers endeavour to balance them discreetly to attainorganisational goals. Originality/value – Despite the growing interest in CSR across continents, CSR outcomes on employeesamong small and medium scale firms especially in Africa has fairly been toned-down by respectivemanagement of firms, governments and researchers.