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<p>Outside of job performance, employee societal behavior (SB) is a crucial micro-level factor of sustainable economic, environmental, and social progress, especially in emerging market economies (EMEs) such as Bangladesh. Similarly, micro-corporate social responsibility (CSR) literature indicates perceived CSR to the community (PCSRc) can enhance employee outcomes such as organizational identification (OI), organizational trust (OT), and discretionary SB. However, the mechanisms and the conditions of boundaries of these relationships is scared in EMEs settings such as Bangladesh. Based on Social Identity Theory, Social Exchange Theory, and Person–Organization Fit Theory, this paper examines how PCSRc, OI, OT, and SB are related in Bangladesh, an EME, and evaluates the moderating role of perceived value fit (PVF). Primary data were collected from 440 employees of five specific sectors within four months through a structured survey questionnaire and analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS version 4.1.0.6. The results indicate that PCSRc has significant and positive influences SB, OI, and OT, and SB is significantly and positively correlated with either OI or OT. Moreover, PVF significantly enhances OI-SB relationship, significantly undermines PCSRc-SB relationship and does not substantially moderate the OT-SB relationship. The research has practical implications to managers and policymakers in the EMEs who want to use micro- CSR initiatives to create employee-initiated societal involvement.</p>

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Micro-corporate social responsibility and employee outcome: does perceived value fit matter?

  • 期刊论文

  • 发表日期：

    2026年4月9日

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  • Appel Mahmud,
  • Md Mizanur Rahman,
  • Mohammad Islam Biswas,
  • Monira Akter,
  • Mohammad Jahangir Alam

摘要

Outside of job performance, employee societal behavior (SB) is a crucial micro-level factor of sustainable economic, environmental, and social progress, especially in emerging market economies (EMEs) such as Bangladesh. Similarly, micro-corporate social responsibility (CSR) literature indicates perceived CSR to the community (PCSRc) can enhance employee outcomes such as organizational identification (OI), organizational trust (OT), and discretionary SB. However, the mechanisms and the conditions of boundaries of these relationships is scared in EMEs settings such as Bangladesh. Based on Social Identity Theory, Social Exchange Theory, and Person–Organization Fit Theory, this paper examines how PCSRc, OI, OT, and SB are related in Bangladesh, an EME, and evaluates the moderating role of perceived value fit (PVF). Primary data were collected from 440 employees of five specific sectors within four months through a structured survey questionnaire and analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS version 4.1.0.6. The results indicate that PCSRc has significant and positive influences SB, OI, and OT, and SB is significantly and positively correlated with either OI or OT. Moreover, PVF significantly enhances OI-SB relationship, significantly undermines PCSRc-SB relationship and does not substantially moderate the OT-SB relationship. The research has practical implications to managers and policymakers in the EMEs who want to use micro- CSR initiatives to create employee-initiated societal involvement.