The impacts of corporate social responsibility, quality of work life and job-related outcomes in Thailand

dc.contributor.advisorKalayanee Senasuth
dc.contributor.authorKanittaga Thardsatienth
dc.date.accessioned2021-12-29T09:23:22Z
dc.date.available2021-12-29T09:23:22Z
dc.date.issued2016th
dc.date.issuedBE2559th
dc.descriptionThesis (Ph.D. (Human Resource and Organization Development))--National Institute of Development Administration, 2016th
dc.description.abstractThe purpose of this study is to investigate the impacts among corporate social responsibility (CSR) , quality of work life ( QWL) and job-related outcomes (JRO) , including organizational performance ( OP) as both financial performance ( FP) and subjective organizational performance ( SP) or the employee’ s perception on organizational performance, job satisfaction (JS) and organizational commitment (OC) in order to maintain the attention of the organizations in Thailand towards this areath
dc.description.abstractTo accomplish this purpose and to test the hypotheses, the research focused on the sample frame, designed from 49 listed organizations as in manufacturing, services and trading sectors. These organizations were recognized for good practices in CSR, revealed in the project of Thai Listed Companies Association and Thaipat Institute. The study was conducted in sequential explanatory design, mainly in quantitative approach. Data were collected from online questionnaire distributed to 1,225 respondents as the participant targets. The response yielded 633 usable questionnaires or 51.7 percent response rate. The main research findings included: ( a) the positive relationship among CSR, quality of work life, and job-related outcomes (subjective organizational performance, job satisfaction and organizational commitment), (b) all CSR categories have a positive impact on higher-order quality of work life, while only business-practice CSR has a positive impact on lower-order quality of work life, (c) product-related features CSR has a positive impact on job satisfaction, whereas philanthropic CSR has a positive impact on organizational commitment and (d) the employees who have never participated in CSR activities have lower quality of work life, job satisfaction, organizational commitment and subjective organizational performance than those who have ever participatedth
dc.description.abstractIn order to explore the reasons behind the mentioned relationship, the semistructured interview was then conducted with six participants from six organizations in different dimensions of size and industry. The results showed that philanthropic CSR represented the key CSR activities in the organizations, whereas both businesspractice and product-related features CSR have been growing for the achievement in sustainability. However, although CSR-participated employees were proud to contribute in those CSR activities and practices, there were some negative perceptions on some CSR practices and activities that can generate the returns or any benefit back to the organizations.th
dc.description.abstractThe findings in this study supported to the momentum of positive impacts shown in previous studies but with specifically focused on the perception of employees towards each category of CSR; therefore, this research suggested that the organization should plan and design their CSR activities and practices in order to drive the positive impacts on quality of work life and job-related outcomes in all aspects. Additionally, the organization should pay attention on CSR contribution by emphasizing business practices and product-related features, along the path of sustainable developmentth
dc.description.abstractHowever, some limitations of this study should be noted. Firstly, this study focused only the listed organizations with good practices in CSR, future studies on SMEs or emerging organizations are suggested in order to justify the generalizations made for the study on CSR in Thailand. Secondly, as shown in the findings, both CSR and quality of work life have no relationship with short-term financial performance. Instead, by emphasizing on the way of sustainability, long-term organizational performance should also be explored; so, longitudinal studies are also suggested. Thirdly, this study measured only three variables representing job-related outcomes; therefore, further research should expand to investigate the impacts on other outcomes, for instance, absenteeism, productivity, turnover rate and product-andservice quality.th
dc.format.extent216 leavesth
dc.format.mimetypeapplication/pdfth
dc.identifier.doi10.14457/NIDA.the.2016.31
dc.identifier.otherb194252th
dc.identifier.urihttps://repository.nida.ac.th/handle/662723737/5363th
dc.language.isoength
dc.publisherNational Institute of Development Administrationth
dc.rightsThis work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.th
dc.subjectCorporate social responsibilityth
dc.subject.otherSocial responsibility of businessth
dc.subject.otherQuality of work lifeth
dc.subject.otherJob satisfactionth
dc.titleThe impacts of corporate social responsibility, quality of work life and job-related outcomes in Thailandth
dc.typetext--thesis--doctoral thesisth
mods.genreDissertationth
mods.physicalLocationNational Institute of Development Administration. Library and Information Centerth
thesis.degree.departmentSchool of Human Resource Developmentth
thesis.degree.disciplineHuman Resource and Organization Developmentth
thesis.degree.grantorNational Institute of Development Administrationth
thesis.degree.levelDoctoralth
thesis.degree.nameDoctor of Philosophyth
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