| Abstract [eng] |
The aim of this master‘s thesis, based on the results of literature analysis and the author‘s research, is to find out the impact of the practice of social responsibility on working individuals’ psychological well-being-related dimensions of quality of life and their organizational commitment. Systematic parts of the thesis – literature analysis of the concepts of social responsibility, quality of life and organizational commitment, introduction of the author‘s research methodology, analysis of the research results, conclusions, and suggestions. Applied research methods – logical analysis of the scientific literature, expert evaluation of the survey questionnaire draft, respondents’ survey for the author‘s research (both exploratory research and the main research) as well as the statistical analysis of survey results by using the SPSS software package. Research model. The author‘s research model was developed based on the literature analysis and the exploratory research. It consists of three variables – employees‘ perceived corporate social responsibility (independent variable X), respondents‘ psychological, social and self-expression related quality of life dimensions combined through the concept of psychological well-being (dependent variable Y1), and organizational commitment (dependent variable Y2). Employee-perceived CSR was measured using a construct produced by Lichtenstein, Drumwright and Braig (2004) which was supplemented by three questions formed by the author; the organizational commitment was measures by using a construct produced by Mowday, Steers, and Porter (1979), whereas the psychological well-being was measured by using the psychological well-being construct produced by Ryff (1989). The results of the author‘s research. Perceived CSR has been proven to have a positive impact to respondents’ organizational commitment (H1), it was also observed that respondents who work in socially responsible organizations as well as those who tend to join social responsibility initiatives promoted by their employees show a higher level of organizational commitment (H3 and H4). The hypothesis that CSR perceived by employees has a positive impact on their psychological well-being or individual subscales of this construct (H2) was refuted, and only one hypothesis related to the assessment of having a purpose in life was confirmed – it was proven that respondents whose workplaces are socially responsible have a higher assessment of having a purpose in life than respondents whose workplaces are not socially responsible enterprises (H5.6.). In order to assess a different relationship between the three variables, an additional hypothesis was formed which has proven that organizational commitment has a positive impact on respondents’ psychological well-being (H6). After receiving such results, it was decided to develop and test a mediation model, considering the concept of organizational commitment as a mediator (M); this analysis led to a conclusion that there is an indirect link between respondents’ perceived CSR and their psychological well-being. Suggestions. In order to expand the current study, it is recommended to aim for a wider respondent variety (e.g. more respondents from different age, education or gender groups) as well as a higher respondent number. Moreover, considering that respondents’ perceived corporate social responsibility indirectly affects their psychological well-being, and that the respondents who join employer-promoted social responsibility initiatives show a higher level of organizational commitment, companies are encouraged to initiate such activities and encourage employees to join them. Finally, considering that employees who work in socially responsible companies are found to have a higher level of organizational commitment, it is recommended to include the commitment to act in a socially responsible manner in the organization‘s operational guidelines. |
