| Abstract [eng] |
81 pages, 31 tables, 9 figures, 110 references. The main objective of this master's thesis is to identify the links between corporate social responsibility initiatives, organizational culture dimensions, and employee commitment levels, as well as their impact on employees' intention to leave their jobs. The thesis consists of three parts: literature review, research and its results, conclusions and recommendations. The literature review covers the development of the concept of corporate social responsibility – from early approaches focused on economic benefits to the contemporary approach, which encompasses social, economic, and environmental aspects, as well as the factors that influence their formation. The main definitions of CSR provided by both scientists and international organizations (UN, European Commission, ISO) are analyzed and emphasized. Today, CSR is considered not only a moral obligation, but also a strategic tool that helps organizations achieve competitive advantage. Further analysis of the literature focuses on the problem of employee turnover, which has been found to be influenced by organizational culture and levels of employee commitment. The possible interrelationships examined revealed that corporate social responsibility initiatives and a strong organizational culture can increase employee commitment and loyalty and ultimately reduce the intention to leave the job. Based on the literature review, an empirical quantitative study was conducted with 584 working respondents who had at least 6 months of work experience in one organization. The data was collected using a structured questionnaire, processed using SPSS software, and the research scales were selected based on instruments that have been empirically tested in scientific literature. The results of the study showed that corporate social responsibility initiatives are significantly associated with a lower intention to leave among employees, especially when they strengthen employees' emotional commitment. The results also revealed that socially responsible activities focused on employee well-being contribute to a stronger connection with the organization and lower employee turnover. It was also found that the dimensions of organizational culture: consistency and mission, act as an important moderating factor, reinforcing the impact of corporate social responsibility economic initiatives on employee turnover intentions. The conclusions and recommendations provide insights that may be useful for organizations seeking to implement corporate social responsibility initiatives more effectively and strengthen employee retention. The author believes that the results of the study will help to expand the insights formed in the scientific literature, and it is recommended that the study be further developed using different models. |
