The effect of employee CSR attitudes on job satisfaction and organizational commitment: evidence from the Bangladeshi banking industry

Purpose This paper aims to investigate the relations between employee corporate social responsibility (CSR) attitudes on job satisfaction (JS) and organizational commitment (OC) in the context of Bangladeshi banks in the developing world. Specifically, it examines the relationship of CSR attitudes with the three diverse aspects of OC: affective OC, normative OC and continuance OC. Design/methodology/approach Comparisons are made via survey data obtained from 502 employees of two banks in Bangladesh using structural equation modeling analysis. The research instrument in four sections illustrates the most common measures in the literature used to evaluate the constructs and their interrelations according to the proposed conceptual model of the study. Findings The outcomes of the study reveal that there is a positive relationship between employee CSR attitudes, and both JS and OC. In addition to establishing a relationship between CSR attitudes and “Affective OC”, this study also found a relationship with “Normative OC”, which is less common in the existing literature. Research limitations/implications The limitations of the study mostly revolve around sample and social desirability. To further test the generalizability and cross-sectional validity of the outcomes, it is suggested that the proposed framework be tested in several other industrial/service sectors of developing countries. Practical implications The findings of the present research encourage companies in the developing world to adopt CSR practices to increase rates of JS and OC. Originality/value The study contributes to the literature on CSR and positive workplace outcomes, specifically in the developing world context. Additionally, and unlike past research, the results show the significant effect of employee CSR attitudes on both affective OC and normative OC.