A Multilevel Study of the Relationship between CSR Promotion Climate and Happiness at Work via Organizational Identification: Moderation Effect of Leader–Followers Value Congruence
Abstract
:1. Introduction
2. Theoretical Background and Hypotheses
2.1. Team CSR Promotion Climate and Happiness at Work
2.2. Mediating Effect of Organizational Identification
2.3. Moderating Effect of Leader–Followers Value Congruence
3. Methodology
3.1. Sample
3.2. Measures
3.2.1. Team CSR Promotion Climate
3.2.2. Organizational Identification
3.2.3. Leader–Followers Value Congruence
3.2.4. Happiness at Work
3.3. Data Analysis
4. Result
4.1. Descriptive Statistics and Correlations
4.2. Hypotheses Test
5. Discussion and Implications
5.1. Theoretical Contributions
5.2. Managerial Implications
5.3. Limitations and Future Research Direction
6. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
Appendix A. Definition and Questionnaire Items
Definition | Team leaders and members recognize, agree and are encouraged within the team to pursue profits through honest and correct corporate activities and engage in economic, legal, ethical and philanthropic responsibility activities to contribute to the community. |
References | Maignan, I., Ferrell, O. C., & Hult, G. T. M. (1999). Corporate citizenship: Cultural antecedents and business benefits. Journal of the Academy of Marketing Science, 27(4), 455–469. [42] |
Questionnaire Items | Economic Citizenship
|
Definition | A member of an organization perceives himself and the organization as a concept and considers it a common destiny. |
References | Mael, F. A., & Ashforth, B. E. 1992. Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103–123. [83] Mael, F. A., & Ashforth, B. E. 1995. Loyal from day one: Biodata, organizational identification, and turnover among newcomers. Personnel Psychology, 48(2), 309–333. [58] |
Questionnaire Items |
|
Definition | It means that the values of the leader and followers match. |
References | Cable, D, M, & Judge, T, A, (1996), Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67, 294–311. [84] |
Questionnaire Items |
|
Definition | Happiness at work refers to a positive feeling or emotion that satisfies one’s job and organization through positive experiences at work and predicts optimistically about the future. |
References | Diener, E., Larsen, R. J., & Emmons, R. A. (1984). Person × Situation interactions: Choice of situations and congruence response models. Journal of Personality and Social Psychology, 47(3), 580–592. [81] Diener, E., Emmons, R. A., Larsen, R. J., & Griffin, S. (1985). The satisfaction with life scale. Journal of Personality Assessment, 49, 71–75. [50] |
Questionnaire Items |
|
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Model | χ2 (df) | CFI | TLI | IFI | RMR | RMSEA |
---|---|---|---|---|---|---|
Four-factor(proposed) model (CSR, OI, VC, WH) | 1220.86 (647) | 0.94 | 0.93 | 0.94 | 0.03 | 0.05 |
Three-factor model (WA & VC merged, OI, WH) | 1658.95 (650) | 0.89 | 0.88 | 0.89 | 0.04 | 0.06 |
Two-factor model (WA & VC merged, OI & WH) | 3297.37 (663) | 0.73 | 0.71 | 0.73 | 0.05 | 0.10 |
One-factor model | 4583.97 (665) | 0.60 | 0.57 | 0.60 | 0.06 | 0.13 |
Variables | rwg(j) | ICC (1) | ICC (2) | F (p-Value) |
---|---|---|---|---|
Team’s CSR promotion climate | 0.98 | 0.44 | 0.79 | 4.82 (p < 0.001) |
Leader–followers value congruence | 0.88 | 0.25 | 0.62 | 2.63 (p < 0.001) |
(a) Individual(Level 1) Variables | Mean | SD | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | |
---|---|---|---|---|---|---|---|---|---|---|---|
1. | Gender | 1.35 | 0.47 | - | |||||||
2. | Age | 2.46 | 1.04 | −2.23 ** | - | ||||||
3. | Education | 2.58 | 0.90 | −0.18 | −0.21 ** | - | |||||
4. | Organization identification | 3.92 | 0.62 | −0.02 | 0.29 ** | 0.06 | (0.86) | ||||
5. | Happiness at work | 3.82 | 0.65 | −0.05 | 0.11 * | 0.12 * | 0.58 ** | (0.94) | |||
(b) Team(Level 2) Variables | |||||||||||
6. | Team size | 5.36 | 1.99 | 0.30 ** | −0.12 * | −0.02 | −0.00 | 0.04 | |||
7. | Team’s CSR promotion climate | 3.88 | 0.60 | −0.00 | 0.06 | 0.17 ** | 0.52 ** | 0.61 ** | 0.01 | (0.95) | |
8. | Leader–followers value congruence | 3.53 | 0.74 | −0.00 | 0.07 | 0.18 ** | 0.61 ** | 0.61 ** | 0.01 | 0.57 ** | (0.91) |
Variables | Organization Identification | Happiness at Work | |||
---|---|---|---|---|---|
Model | Null Model | Model 1 | Model 2 | Model 3 | |
Individual Level | |||||
Intercept | 3.90 *** | 3.811 *** | 3.844 *** | 3.84*** | 3.83 *** |
Gender | –0.01 | −0.098 | −0.10 | −0.08 | |
Age | 0.21 *** | −0.043 | −0.05 | −0.05 | |
Education | 0.03 | −0.004 | −0.00 | −0.00 | |
Organization identification | 0.503 *** | 0.50*** | 0.50 *** | ||
Group level | |||||
Team size | −0.00 | 0.02 | 0.03 | ||
Team’s CSR promotion climate | 0.39 *** | 0.48*** | 0.50 *** | ||
Leader–followers value congruence | 0.36*** | 0.34 *** | |||
Group level interaction | |||||
Team’s CSR promotion climate × Leader–followers value congruence | 0.25 *** | ||||
Random effect | Variance component | Variance component | Variance component | Variance component | Variance component |
Group-level variance(τ) | 0.0511 ** | 0.1460 *** | 0.1928 *** | 0.0244 *** | 0.0161 *** |
Individual-level variance(σ2) | 0.2449 | 0.2935 | 0.2073 | 0.2007 | 0.1995 |
Deviance | 578.66 | 626.52 | 563.51 | 496.59 | 491.58 |
χ2 | 224.28 | 23.61 | 22.18 | 22.20 |
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Jeong, J.-G.; Kang, S.-W.; Choi, S.B. A Multilevel Study of the Relationship between CSR Promotion Climate and Happiness at Work via Organizational Identification: Moderation Effect of Leader–Followers Value Congruence. Int. J. Environ. Res. Public Health 2022, 19, 6637. https://doi.org/10.3390/ijerph19116637
Jeong J-G, Kang S-W, Choi SB. A Multilevel Study of the Relationship between CSR Promotion Climate and Happiness at Work via Organizational Identification: Moderation Effect of Leader–Followers Value Congruence. International Journal of Environmental Research and Public Health. 2022; 19(11):6637. https://doi.org/10.3390/ijerph19116637
Chicago/Turabian StyleJeong, Jae-Geum, Seung-Wan Kang, and Suk Bong Choi. 2022. "A Multilevel Study of the Relationship between CSR Promotion Climate and Happiness at Work via Organizational Identification: Moderation Effect of Leader–Followers Value Congruence" International Journal of Environmental Research and Public Health 19, no. 11: 6637. https://doi.org/10.3390/ijerph19116637