According to a current study on the topic of motivation, one of the incentives used to

inspire workers is corporate social responsibility (CSR) activities. Employee turnover,

recruiting, satisfaction, retention, loyalty, and dedication are all positively impacted by
CSR (???), so employers will be able to incorporate their company's CSR profile to boost
employee motivation(Skudiene, 2012). Employee motivation is influenced by two forms
of incentives, according to the self-determination theory: external and internal (???). The
article below we focus only on research “The influence of CSR on internal employee
motivation”

 What is corporate social responsibility? What are implications for employees’ work
motivation?
 Evidence from empirical research.
 The context of Vietnam. What are you interested in? ð Hypothesis(es).

Motivation (internal)›
1. Intrinsic (ï internal motivational factors)
2. Extrinsic (ï external motivational factors)

Literature Review

Corporate social responsibility (CSR)

Corporate social responsibility (CSR) stands for Corporate social responsibility, which is
an enterprise's commitment to business ethics and contributinges to sustainable economic
development, improving the quality of life for employees, their families, and the local
community and society at large (???).

In the past years, Corporate Social Responsibility (CSR), is defined as “context-specific

organizational actions and policies that take into account stakeholders’ expectations
and the triple bottom line of economic, social, and environmental performance”
(Aguinis, 2011).At the same year, CSR is concerned with treating the stakeholders of the
firm ethically or in a socially responsible manner (Mozes, 2011). According to (Tak Jie,
2016), CSR can be described as a company's behavior to have a positive impact on
various stakeholders based on the triple bottom line, namely the economic (financial),
social, and environmental dimensions. Corporate social responsibility (CSR) has recently
considered a predictor of business performance and an opportunity to achieve sustainable
development in business and the wider environment. (Nguyen, 2020)

The significance of impacts of CSR on internal intrinsic motivation can be

explained by a number of factors. First,it is intrinsically driven people to have greater
interest, enthusiasm, and confidence , which leads to improved performance, persistence,
self-esteem, and overall well-being. Second, it could also be the key to a company's long-
term success. Despite the fact that internal motivation is regarded as more vital,
motivating people organically is a challenging task for management because it can only
be done indirectly.

CSR on Internal motivation

SDT is one of the most commonly used intrinsic motivation theories (Hon, 2011).
According to the SDT, knowing the what (i.e. content) and why (i.e. process) of goal
pursuit requires satisfying the needs for competence, relatedness, and autonomy.
Employees that are intrinsically motivated are more likely to have the enthusiasm,
learning-seeking attitudes, cognitively versatile thought, and positive affection that are
main determinants of workplace job innovation (Hur, 2018). As a result, when workers
are intrinsically inspired by a work atmosphere that constantly pursues CSR for positive
social progress and the promotion of social welfare, they are more constructive in their
approach and approach issues with innovative and creative minds, resulting in highly
valued behavioral results such as creativity, quality, and innovation.

The significance of impacts of CSR on internal motivation can be explained by a number

of factors. First,it is intrinsically driven people to have greater interest, enthusiasm, and
confidence , which leads to improved performance, persistence, self-esteem, and overall
well-being. Second, it could also be the key to a company's long-term success. Despite
the fact that internal motivation is regarded as more vital, motivating people organically
is a challenging task for management because it can only be done indirectly.
References

Aguinis, H. (2011). Organizational responsibility: Doing good and doing well. Vol. 3,
855–879.
Hon, A. H. (2011). Enhancing employee creativity in the Chinese context: the mediating
role of employee self-concordance. International Journal of Hospitality
Management,, 30, 375-384.
Hur, W.-M., Moon, T.-W., & Ko, S.-H. (2018). How Employees’ Perceptions of CSR
Increase Employee Creativity: Mediating Mechanisms of Compassion at Work
and Intrinsic Motivation. Journal of Business Ethics, . Journal of Business Ethics,
629-644.
Mozes, M., Josman, Z., & Yaniv, E. . (2011). Corporate social responsibility,
organizational identification and motivation. . Social Responsibility Journal, Vol.
7 310-325.
Nguyen, N., Tuan, N., & Takahashi, Y. . (2020). Internal corporate social responsibility
and organizational creativity: An empirical study of Vietnamese small and
medium-sized enterprises. . Intangible Capital, 15, 208.
Skudiene, V., & Auruskeviciene, V. . (2012). The contribution of corporate social
responsibility to internal employee motivation. . Baltic Journal of Management,
49-67.
Tak Jie, C. a. M. H., N. A. (2016). Determinants of Corporate Social Responsibility
(CSR) and Intrinsic Job Motivation. Malaysian Journal of Social Sciences and
Humanities (MJSSH),, 25 - 35.