Abstract

This study investigates the effect of Corporate Social Responsibility on Employee’s Organizational
commitment with a mediation of Employee’s Organizational Identification. All the hypothesis and inferences are
drawn upon Social Identity theory and Self-Categorization theory. Data were collected through a self-administered
questionnaire from a sample of 207 employees of telecommunication industry. This data was further sorted and
analyzed using Structural Equation Modeling (SEM) and Confirmatory Factor Analysis (CFA). Mediation of employee’s
organizational commitment was tested by using bootstrapping method and the guidelines provided by Preacher and
Hayes. Results showed that there is both a direct and indirect relationship of CSR with Employee’s organizational
commitment through Employee’s Organizational Identification, thus supporting the entire hypothesis proposed for
this study. Furthermore, managerial implications as well as limitations of this study are also stated at the end.

Key words: Corporate Social Responsibility (CSR), Employee’s Organizational Commitment (EOC), Employee’s Organizational Identification (EOI), Social-Identity theory, Structural Equation Modeling (SEM).