조직구성원에게 인식된 기업의 사회적 책임, 기업명성 그리고 조직몰입

Corporate Social Responsibility (CSR) is no longer a choice for the company, but is seen as an essential factor in the company's long-term growth. In other words, current CSR can be understood to be selected not only by social demands, but also because of the substantial positive effects of the company. The existing CSR research focuses on the relationship with external stakeholders, but recently there is a need for research on the positive effects on the internal members of the organization. According to the social identity theory, an individual identifies himself / herself as a member of the organization and forms the social self of the individual. At this time, employees' perception of organizational value, ethics, and social responsibility strengthens identification with the organization, which increases organizational commitment. Based on this theoretical content, this study establishes the following research purpose. First, we examine the effect of CSR on organizational commitment of organizational members. Second, we try to grasp the mediating effect of organization statement on the relationship between CSR and organizational commitment. In order to achieve these research goals, research model and hypotheses were established based on social identity theory. Therefore, we propose the following hypotheses with the theoretical model H1: Perception of corporate social responsibility will be positively relate with employee’s organizational commitment H1-1: Perception of corporate economic responsibility will be positively relate with employee’s organizational commitment H1-2: Perception of corporate legal responsibility will be positively relate with employee’s organizational commitment H1-3: Perception of corporate ethical responsibility will be positively relate with employee’s organizational commitment H1-4: Perception of corporate philanthropic responsibility will be positively relate with employee’s organizational commitment H2: Perception of corporate reputation will mediate the relationship between CSR and employee organizational commitment. H3: The relationship between perception of CSR and organizational commitment among employees will differ between Korea and China. Using data obtained from 400 organizational members from South Korea and China, the relationship between corporate social responsibility and corporate reputation were assessed to identify how those relationship influences employee’s organizational commitment. A structural equation model was developed to test the study’s hypotheses. A multi-group analysis was employed to examine the difference of nations upon the relationships between corporate social responsibility and employee’s organizational commitment. First, CSR, which is divided into economic, legal, ethical, and philanthropic responsibilities, has a significant positive influence on organizational commitment. Second, as a result of hypothesis testing on the mediating role between corporate reputation 's CSR and organizational commitment, mediating effects were found in the relationship between economic, legal, and ethical responsibility and organizational commitment. In addition, there is a positive relationship between CSR and organizational commitment, but there is no significant difference in Korea and China. Based on this study, the implications of the research and future research topics were presented.