Job satisfaction and organizational climate as mediators in the relationship between internal social responsibility and organizational commitment


  • Oscar Licandro Universidad CLAEH


Different research have found a positive relationship between Internal Social Responsibility and the organizational commitment of employees, but the possible participation of other variables that mediate in this relationship needs to be studied in greater depth. The purpose of this paper is to assess whether this relationship is mediated by two widely studied factors in organizational management: employee satisfaction and the organizational climate. Information provided by a non-probabilistic sample of companies that have incorporated Social Responsibility into their operations in Uruguay was analyzed. A questionnaire was used that includes indicators on: specific Internal Social Responsibility practices, three dimensions of organizational commitment (identification, engagement and membership) and the two control variables (job satisfaction and organizational climate). It was found that Internal Social Responsibility correlates positively with two aspects of organizational commitment (identification and engagement), that this relationship is independent of the two control variables in the case of identification, but that it is mediated by them in the case of engagement. These results suggest that the relationship between Social Responsibility and organizational commitment is complex and that other factors intervene, therefore, in research and management, the role of these factors should be taken into account.


Internal Social Responsibility, Organizational Commitment, Engagement, Identification, Job Satisfaction, Organizational Climate


Albasu, J., Nyameh, J. y Uma, M.H. (2015). A Link between Employees Job Performance and Corporate Social Responsibility In The Banking Industry In Nigeria. International Journal of Management Sciences and Business Research, 4(7), 23-33.

Ali, I, Rehman, K., Ali, S.I., Yousaf, J. y Zia, M. (2010). Corporate social responsibility influences, employee commitment and organizational performance. African Journal of Business Management 4(12), 2796-2801.

Allen, N.J. y Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(19), 1-18.

Ashforth, B. E., y Mael, F. (1989). Social identity theory and the organization. The Academy of Management Review, 14(1), 20–39.

Bahrami, M., Barati, O., Ghoroghchian, M., Montazer-alfaraj, R. y Ezzatabadi, M. (2016). Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals. Osong Public Health Research Perspective, 7(2): 96–100.

Balaji, C. (1986). Toward a New Measure of Organizational Commitment. Indian Journal of Industrial Relations, 21(3), 271-286.

Bennet, D. y Hylton, R. (2021). Nurse migration: Job satisfaction and organizational commitment among nurses in the Caribbean. Indian Journal of Health and Well-being, 12(2), 213-216.

Bouraoui, K., Bensemmane, S., Ohana, M. y Russo, M. (2019). Corporate social responsibility and employees’ affective commitment: A multiple mediation model. Management Decision, 57(1), 152-167.

Brammer, S., He, H. y Mellahi, K. (2015). Corporate Social Responsibility, Employee Organizational Identification, and Creative Effort: The Moderating Impact of Corporate Ability. Group & Organization Management, 40(3), 323–352.

Brammer, S., Millington, A. y Rayton, B. (2007) The contribution of corporate social responsibility to organizational commitment. The International Journal of Human Resource Management, 18(10), 1701-1719.

Buchanan, B. (1974). Building Organizational Commitment: The Socialization of Managers in Work Organizations. Administrative Science Quarterly, 19(4), 533-546.

Carroll, A. (1999). Corporate Social Responsibility: Evolution of Definitional Construct. Business and Society, 38(3), 268–295.

Cherrington, D. (1973). The effects of a central incentive-motivational state on measures of job satisfaction. Organizational Behavior and Human Performance, 10(2), 271-289.

Choy, Y. y Yu Y. (2014). The Influence of Perceived Corporate Sustainability Practices on Employees and Organizational Performance. Sustainability, 6(1), 348-364.

Closon, C., Leys, C. y Hellemans, C. (2015). Perceptions of corporate social responsibility, organizational commitment and job satisfaction, Management Research, 13(1), 31-54.

Ena B. & Delgado S. (2012). Recursos Humanos y Responsabilidad Social Corporativa. España: Paraninfo.

Farooq, O., Payaud, M., Merunka, D. y Vallete, F. (2014). The Impact of Corporate Social Responsibility on Organizational Commitment: Exploring Multiple Mediation Mechanisms. Journal of Business Ethics 125, 563–580.

Ferreira, P. y Real de Oliveira, E. (2014). Does corporate social responsibility impact on employee engagement? Journal of Workplace Learning, 26(3/4), 232-247.

Fitch, G. (1976). Achieving corporate social responsibility. Academy of Management Review, 1, 38-46.

Gaete, R. (2010). Discursos de gestión de recursos humanos presentes en Iniciativas y Normas de responsabilidad social. Revista Gaceta Laboral, 16(1), 41 – 62.

Glavas, A. y Kelly (2014). The Effects of Perceived Corporate Social Responsibility on Employee Attitudes. Business Ethics Quarterly, 24(2), 165–202.

Gómez Sánchez, D., Recio Reyes, R., Avalos Sekeres, M. y González Ortiz, J. (2013). Satisfacción Laboral y Compromiso en las organizaciones de Río Verde, S.L.P. Revista de Psicología y Ciencias del Comportamiento, 4(1), 59-76.

Hernández Chávez, Y., Jaramillo Villanueva, J. L., y Hernández Chávez, G. (2021). Relationship between organizational commitment and employee turnover. Estudios De Administración, 28(1), 102–129.

Hofman, P. y Newman, A. (2014). The impact of perceived corporate social responsibility on organizational commitment and the moderating role of collectivism and masculinity: evidence from China. The International Journal of Human Resource Management, 25(5), 631-652.

ISO (2011). Guía de Responsabilidad Social (ISO 26.0000:2012, IDT). Montevideo: UNIT.

Juyumaya, J. E. (2018). Work engagement, job satisfaction and performance: the role of organizational culture. Estudios De Administración, 25(1), 32–49.

Jones, T. (1980). Corporate social responsibility revisited, redefined. California Management Review, 2(3) 59-67.

Kaur, K. y Randhawa, G. (2017). Organizational Climate & Commitment. Indian Journal of Industrial Relations, 53(2). 265-276.

Kelly, S. y Dorsch, S. (1991). Ethical Climate, Organizational Commitment, and Indebtedness Among Purchasing Executives. The Journal of Personal Selling and Sales Management, 11(4), 55-66.

Licandro, O. (2021). Relationship between general CSR management practices and the development of internal social responsibility. Journal of Business, Universidad Del Pacífico, 12(2), 2-29.

Llovet, J. y Fito, A. (2013).Contingent workforce, organisational commitment and job satisfaction: Review, discussion and research agenda. Omnia Science, 9(4), 1068-1079.

López, E. L. (2021). Responsabilidad social y el compromiso organizacional de empleados públicos del Perú. Revista Venezolana De Gerencia, 26(95), 656-668.

Locke, E. (1979). What is satisfaction? Organizational Behavior and Human Performance, 4(4), 309-336.

Meyer, J. P. & Allen, N. J. (1987). Organizational commitment: Toward a three-component model. Research Bulletin No. 660. London: The University of Western Ontario, Department of Psychology.

Modway, R., Steers, R., Porter, L. (1979). The measurement of organizational commitment. Journal of Vocational Behavior,14(2), 224-247.

Mottaz, C. (2016). An Analysis of the Relationship Between Work Satisfaction and Organizational Commitment. The Sociological Quarterly, 28(4), 541-558.

Mueller, K., Hattrup, K., Spiess, S.O. y Lin-Hi, N. (2012). The effects of corporate social responsibility on employees' affective commitment: a cross-cultural investigation. Journal of Applied Psychology, 97(6), 1186–1200. ,

Newman, A., Nielsen, I. y Miao, Q. (2015). The impact of employee perceptions of organizational corporate social responsibility practices on job performance and organizational citizenship behavior: evidence from the Chinese private sector. The International Journal of Human Resource Management, 26(9), 1226-1242.

Obeidat, B. (2016). Exploring the Relationship between Corporate Social Responsibility, Employee Engagement, and Organizational Performance: The Case of Jordanian Mobile Telecommunication Companies. International Journal Communications, Network and System Sciences, 9, 361-386.

Ofenhejm, A. y Queiroz, A. (2019). Sustainable human resource management and social and environmental responsibility: An agenda for debate. Revista de Administração de Empresas, 59(5), 353-364.

Perrini, F. (2005). Building a European Portrait of Corporate Social Responsibility Reporting. European Management Journal, 23(6), 611-627.

Porter, L. W., Steers, R. M., Mowday, R. T. y Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603–609.

Quisque, R. y Paucar, S. (2020). Satisfacción laboral y compromiso organizacional de docentes en una universidad pública de Perú. Apuntes Universitarios, 10(2), 64-83.

Reder, A. (1994). In Pursuit of Principle and Profit: Business Success through SocialResponsibility. New York: Putnam.

Schneider, B. y Reichers, A. (1983). On the etiology of climates. Personnel Psychology, 36(1), 19-39.

Schneider, B., Ehrhart, M. y Macey, H. (2012). Organizational Climate and Culture. The Annual Review of Psychology, 64, 361–88.

Sheldon, M.E. (1971). Involvements as Mechanisms Producing Commitment to the Organization. Administrative Science Quarterly, 16(2), 143-150.

Shen, J. y Zho, C. (2011). Effects of socially responsible human resource management on employee organizational commitment. The International Journal of Human Resource Management, 22(15), 3020–3035.

Shen, J. y Zhang, H. (2019).Socially Responsible Human Resource Management and Employee Support for External CSR: Roles of Organizational CSR Climate and Perceived CSR Directed Toward Employees. Journal of Business Ethics, 156, 875–888.

Yousef, D. (2003) Validating the dimensionality of Porter et al.'s measurement of organizational commitment in a non-Western culture setting. The International Journal of Human Resource Management, 14(6), 1067-1079.

Zaman, U. y Nadeem, R. (2019). Linking Corporate Social Responsibility (CSR) and Affective Organizational Commitment: Role of CSR Strategic Importance and Organizational Identification. Pakistan Journal of Commerce and Social Sciences,13(3), 704-726.

Zhang, M., Di Fan, D. y Zhu, C.J. (2014). High-Performance Work Systems, Corporate Social Performance and Employee Outcomes: Exploring the Missing Links. Journal of Business Ethics 120, 423–435.