THE IMPACT OF CORPORATE SOCIAL RESPONSIBILITIES ON

ORGANISATIONAL COMMITMENT AMONG PRIVATE SECTOR

SITI HAZIRAH BINTI ISHAK

FACULTY OF EDUCATION AND SOCIAL SCIENCE

UNIVERSITI SELANGOR

MALAYSIA

2017

1
 THE IMPACT OF CORPORATE SOCIAL RESPONSIBILITIES ON
ORGANISATIONAL COMMITMENT AMONG PRIVATE SECTOR

SITI HAZIRAH BINTI ISHAK

PROJECT PAPER SUBMITED IN PARTIAL FULFILLMENT FOR THE BAHELOR

DEGREE OF INDUSTRIAL PSYCHOLOGY (HONOURS)

BACHELOR OF INDUSTRIAL PSYCHOLOGY (HONOURS)

FACULTY OF EDUCATION AND SOCIAL SCIENCE

UNIVERSITI SELANGOR

MALAYSIA

2017
 DECLARATION

I hereby declare that the work in this thesis is my own except for quotations and summaries

which have been duly acknowledged.

_________________________

03 May 2017 SITI HAZIRAH BINTI ISHAK

i
 CERTIFICATION OF ORIGINALITY

This is to certify that the dissertation entitled The Impact of Social Corporate
Responsibilities on organizational commitment is the bonafide record of research work
done by Siti Hazirah binti Ishak with the matric number 414500351, during the period of
8th semesters under my supervision.

This dissertation is submitted in partial fulfilment of the requirements for the

Bachelor Degree of Industrial Psychology (Honours). All the achievements and data from
this research are hereby declared as the property of University Selangor and the researcher.
This research work is subject to copyright laws governed by University Selangor.

________________________

Dr. Hamdan Bin Dato’ Mohd Salleh

Research Supervisor/Lecturer

Bachelor in Industrial Psychology (Honours)

Faculty of Education and Social Science

University Of Selangor

ii
 ACKNOWLEDGEMENT

Assalamualaikum W.B.T,

First and above all, I praise God, the almighty for providing me this opportunity and

granting me the capability to proceed successfully. This thesis appears in its current form

due to the assistance and guidance of several people. I would therefore like to offer my

sincere thanks to the assistance and guidance from several of people. Therefore, first, I

would like to offer my sincere thanks to my dear supervisor, Dr Hamdan bin Dato

Mohd Salleh for all the guidance, criticism and knowledge given. Thanks also to Mr.

Eg Ming Yip and Mr. Farid bin Abdul Latiff taking the time to help and criticize mistakes

made in this thesis. Thank you for all your kind time and advice given throughout

the thesis completion process. Without your guidance, my thesis would not be as

informative as now. I also would like to thank to all the Industrial Psychology lecturers

that always help me whenever I needed. Also, many thanks to all my friends and

classmates for sharing ideas and accompanied me in doing this thesis all night long.

Many Also, many thanks to all my friends and classmates for sharing ideas and

accompanied me in doing this thesis all night long. Many thanks too to all people

that had directly and indirectly involvement in my research study. thanks too to

all people that had directly and indirectly involvement in my research study. Do not

forget to thank my parents Mr. Ishak bin Rajak and Mrs. Raja Norlaila bt Raja Aznam,

and also to my family for a lot of support in completing this thesis. Thank you to all for

the shared ideas, thoughts, and concern for me. Without the support from all, I would not

manage to complete my writings successfully. Thank you very much.

iii
 ABSTRACT

This study aims to identify the impact of corporate social responsibility (CSR)

commitment to the organization (OC) among the private sector. According Seah Yett

Ming (2014) the organization should emphasize CSR actions to improve organizational

commitment of employees and improve organizational performance, with greater

emphasis on ethical actions related to CSR activities (Seah, 2014). The study does not

divide the CSR or OC to existing dimensions, because each dimension will have an

impact. Mainly from a sample of 161 employees of private organizations for distribution

form and Google form. This study also used two questionnaires, namely questionnaires

CSR and organizational commitment. Results of regression pointed to it that there are

effects of social responsibility to the commitment of the organization, this study also

examines the significant relationship between social responsibility and commitment to the

organization and it is a significant relationship. Increased awareness of the issue of

corporate social responsibility (CSR) has made researchers to present a lot of questions

about how organizations implement CSR, where he was able to influence the

organization's commitment to maximum or vice versa. The study examines the impact and

also the relationship between corporate social responsibility and commitment to the

organization. Finally, organizations should adopt corporate social responsibility so that

there is a commitment in the organization.

Keywords: Impact, Corporate Social Responsibilities, Organizational Commitment,

Private Sector.

iv
 ABSTRAK

Kajian ini bertujuan untuk mengenalpasti kesan tanggung jawab sosial korporat (CSR)

terhadap komitment organisasi (OC) dikalangan sektor swasta. Menurut Seah Yett Ming

(2014) Organisasi perlu menekankan tindakan CSR untuk meningkatkan komitmen

organisasi pekerja dan meningkatkan prestasi organisasi dengan memberi penekanan lebih

kepada tinda56kan etika yang berkaitan dengan aktiviti-aktiviti CSR. Kajian ini tidak

membahagikan CSR atau OC kepada dimensi yang sedia ada, kerana setiap demensi akan

memberi kesan. Sampel seramai 161 terutamanya dari pekerja dari organisasi swasta

secara edaran borang dan Google form. kajian ini juga menggunakan dua soalselidik iaitu

soal selidik CSR dan komitment organisasi. Keputusan regresi menunjuk kan bahawa

terdapat kesan di antara tanggung jawab sosial terhadap komitment organisasi, kajian ini

juga mengkaji significant hubungan diantara tanggung jawab sosial dan komitment

organisasi dan ia terdapat significant hubungan. Peningkatan kesedaran mengenai isu

tanggungjawab sosial korporat (CSR) telah membuat penyelidik membentangkan banyak

soalan mengenai bagaimana organisasi melaksanakan CSR, di manakah ia mampu

mempengaruhi komitmen organisasi untuk maksimum atau sebaliknya. Kajian ini

mengkaji kesan dan juga hubungan antara tanggungjawab sosial korporat dan komitmen

organisasi. Akhir sekali organisasi perlulah mengamalkan tanggung jawab sosial korporat

ini agar terdapat komitment di dalam organisasi.

Kata kunci: Kesan, Tanggungjawab Sosial Korporat, Komitmen Organisasi, Sektor

Swasta.

v
TABLE OF CONTENTS

DECLARATION i

CERTIFICATION OF ORIGINALITY ii

ACKNOWLEDGEMENT iii

ABSTRACT iv

ABSTRAK v

TABLE OF CONTENTS vi

LIST OF TABLE ix

LIST OF FIGURE x

CHAPTER I 1

INTRODUCTION 1

1.1 INTRODUCTION 1
1.2 BACKGROUD OF STUDY 3
1.3 PROBLEM STATEMENT 5
1.4 SIGNIFICANCE OF STUDY 6
1.5 OBJECTIVES 7
1.6 RESEARCH QUESTIONS 7
1.7 HYPOTHESIS 7
1.8 DEFINITIONS OF KEY TERMS 7
1.8.1 Corporate Social Responsibilities (CSR) 8
1.8.2 Organizational Commitment (OC) 9
1.9 CONCLUSION 9
CHAPTER II 10

LITERATURE REVIEW 10

2.1 INTRODUCTION 10

vi
2.2 THE IMPACT OF CORPORATE SOCIAL RESPONSIBILITIES ON
ORGANISATIONAL COMMITMENT 11
2.3 TEORITICAL FRAMEWORK 16
2.3.1 Corporate Social Responsibilities (Theory) 16
2.3.2 Organizational Commitment 18
19
2.4 CONCEPTUAL FRAMEWORK 19
CHAPTER III 20

METHODOLOGY 20

3.1 INTRODUCTION 20
3.2 RESEACH DESIGN 21
3.3 SAMPLING METHOD 21
3.4 RESEARCH PROCEDURES 22
3.5 INSTRUMENT 23
3.5.1 Corporate Social Responsibilities 23
3.5.2 Organizational Commitment 24
3.6 PILOT STUDY 24
CHAPTER IV 26

DATA ANALYSIS 26

4.1 INTRODUCTION 26
4.2 RELIABILITY TESTING (CRONBACH’S ALPHA) 27
4.3 DESCRIPTIVE STATISTIC 27
4.3.1 Respondent’s age 28
4.3.2 Respondent Gender 29
4.3.3 Sector and Workplace 29
4.3.4 Respondents Position 30
4.3.5 Respondent experience 31
4.4 INFERENTIAL ANALYSIS 32
4.5 Conclusion 34
CHAPTER V 35

DISCUSSION 35

5.1 INTRODUCTION 35
5.2 DISCUSSION 36

vii
 5.2.1 H1: There is significant relationship between corporate social
responsibilities and organisational commitment. 36
5.2.2 H2: There is an impact of corporate social responsibilities on organisation
commitment 37
5.3 LIMITATION 39
5.4 RECOMMENDATIONS 41
5.5 CONCLUSION 42
REFERENCES 44

APPENDIX I 46

APPENDIX II 57

APPENDIX III 58

viii
LIST OF TABLE

3.1 Table of reliability 25

Table 4.1: Reliability analysis of the instrument 27

Table 4.3 Frequency of the respondent gender 29

Table 4.4 Frequency of the respondents sector and workplace 29

Table 4.5 Frequency of the respondents’ position 30

Table 4.5 Frequency of the respondents’ experience 31

Table 4.6 Level of Correlation and significant level between corporate social

responsibilities and organisational commitment 32

Table 4.7 Level of Regression and significance level between corporate social

responsibilities and organisational commitment. 33

ix
LIST OF FIGURE

Figure 2.1 Theoretical framework corporate social responsibilities 16

Figure 2.2 Conceptual framework variable 19

Figure 3.1 Research procedure 22

x
 CHAPTER I

INTRODUCTION

1.1 INTRODUCTION

The price of greatness in responsibilities - Winston Churchill

Corporate social responsibility is a part of responsibility which provide a different

interpretation to different people. In Malaysia, people are still thinking about maximum

profits and that by giving services in their business or practices of corporate social

responsibility. Most of Malaysian practices Islamic way of living in which can be

attributed to Islamic pinpoint where helping or giving (charity) will open up more

advantages and profits, but some organization still do not practice it.

Corporate social responsibility (CSR) generally means the company's commitment

to corporate and social needs of organizations including community rights, environmental

1
care, welfare of workers, consumer’s rights and so on. Organizations can run their

business operations in accordance with their own wishes, but must also pay attention to

the objectives and values that will be accepted by community (Norajila & Joni, 2010).

CSR is not only an instrument to compete in the market, but also a means of gaining the

confidence and support of stakeholders. The companies that shows they are responsible

against the stakeholders as well are more likely to gain this confidence. The increase in

the organisational commitment is very natural when the employees observe that their

company also works for the social wealth through CSR implementations. Hence, it is

possible to create a working environment that fulfills the expectations of both the company

and the employees (Arcan, 2014).

Organizational Commitment (OC) is very important in making Corporate Social

Responsibilities (CSR), if the organization does not give 100% commitment to social

responsibilities, it will not be effective because of the commitment of the organization

because it affects the behavior. Reinforcement of the importance of commitment for a

strong relationship between organisational commitment and Corporate Social

Responsibilities. “The level of success you achieve will be in direct proportion to the depth

of your commitment.” - Roy T. Bennett

2
1.2 BACKGROUD OF STUDY

The aim of this study was to analyze the impact of corporate social responsibility on

organisational commitment among private sector in Petaling. Corporate social

responsibility (CSR) means "management obligations of the organization to make

decisions and take action that will assist in the welfare and betterment of society and also

the organization" (Daft, 2010). According to Cought & Shadur (2000) “Organizational

commitment is' situation is being taken to help achieve the goals of the organization, and

involves employee recognition level employees, engagement, and loyalty”. It is an

emotional response that can be measured through behaviors, beliefs, and attitudes of the

people and can range anywhere from very low to very high (Becky & Stephen, 2003).

Corporate social responsibility is a commitment to corporate groups in improving the

welfare of the community through its business practices and contributions can be given.

Corporate social responsibility means the responsibility of company by taking into

account the interests of customers, employees, stakeholders, communities and ecological

considerations in all aspects of business operations.

Corporation engage in corporate social responsibility comprehensive practices,

policies and program also integrate these policies with business operations. These

practices solve issues related to business ethics, environmental concerns, communities’

rights and human rights at the workplace. Every company implements these corporate

social responsibility practices differentially. This difference in implementing corporate

social responsibility policies depends on the company size, company business culture,

types of the industry and stakeholders demand. Some company focus only on one area of

corporate social responsibility practices because they have the highest impact on it for

3
example the environment or employee rights. Most other companies focus to integrate

corporate social responsibility in all areas of their business. For the success of these

corporate social responsibility practices, implementation is necessary that these corporate

social responsibility practices are the part of strategic planning and corporation’s values

and beliefs. It is also necessary that corporate social responsibility strategy relate with

corporate objectives and core values (Muhammad M, 2014).

The companies in Malaysia should see CSR as an opportunity to move forward

rather than as a burden. Corporate governance practices and corporate responsibility in

general will benefit from the company's position and lead to increased profitability and

stronger. Some companies may consider efforts to enact CSR as an obstacle. Therefore it

will be adopted only voluntarily and not forced. CSR affect the organization commitment.

Commitment is a good aspects in creating a work of charity. In Malaysia, not all

organization practices CSR but when there are, it is only because of the increased of profit

to the organization or even to raise the image of the organization.

The researcher also wants to study the extent to which the organization can give

commitment to CSR, as often as seeing NGOs outside a lot to provide assistance or

charity, government or private organization sorely lacking in this. This study examines

the impact of CSR on the commitment of the organization either it gives out a positive or

negative impact towards the organisational commitment.

4
1.3 PROBLEM STATEMENT

Many corporations recognize their commitment to all stakeholders and continue to operate

ethically, not only financially, but also in terms of social responsibility. In pursuit of

opportunities, they also take into account their social obligations. They see corporate

social responsibility as an investment in a long-term strategic asset and because of that,

they tried to use a balanced approach. Corporate bodies are committed to give back to the

community and at the same time achieve their business objectives.

Organizations must give commitment to CSR as it will bring various positive

impacts to the organization. The problem that this study wants to examine are whether the

organization provides commitment to CSR, how long the commitment were given to CSR,

if the commitment is essential to conduct or practice CSR and what are the interests of the

organization when they fully committed to CSR. What are the effects if the organization

gives a full commitment to CSR?

Corporate Social Responsibilities may be correlated with the commitment of the

organization itself. As a bad perception of the corporate social responsibility, an

organization consider that it is a loss when they practice it or the workers themselves are

not in disclose or uninterested in CSR activities. Labor shortages or the commitment itself

to practice CSR is diminishing as many organizations only gives commitment to CSR

when such things like natural disasters happened which involved the media. Hence, their

involvement in CSR is mainly to increase their profit. It is rare to see big organizations

practice corporate social responsibility on the little things such as the disabled people,

5
because to them, giving assistance to small things do not provide benefits or raise the

image of the organization.

If organizations are committed to practice corporate social responsibility, there

will be positive impacts on organisational commitment. Therefore, this research aim is to

study the impact of Corporate Social Responsibilities on organisational commitment.

1.4 SIGNIFICANCE OF STUDY

The importance of this study is to identify the impact of corporate social responsibilities

on organisational commitment among private sector in Petaling. This study can be

significant in organisational sector in Malaysia especially among organisational in private

sector. It may also be able to find out that the importance of the responsibility of social

corporate against organisations in Malaysia, despite many studies outside the country have

been hit right that the positive impact of CSR and organisational commitment but less in

researches regarding the impact of CSR and organisational commitment towards private

sector in Malaysia.

Researcher chose the private sector because there is a lack of social responsibility

among the private sector, perhaps the organization itself is not focused on this or any other

organization does not emphasize CSR. There are only a few organisations that can be seen

doing this social responsibility e.g. "Faiza" and "Sime Darby. The CSR needs to be

nurtured to create more organizations in Malaysia to do good not only for society but also

for the organization of their own. This study takes the employees, as a unit of analysis.

6
1.5 OBJECTIVES

1. To identify impact of Corporate Social Responsibility on organisational

commitment

1.6 RESEARCH QUESTIONS

1. What is the impact of corporate social responsibilities on organization

commitment?

1.7 HYPOTHESIS

Ha : There is a significant impact of corporate social responsibilities on organisational

commitment.

1.8 DEFINITIONS OF KEY TERMS

7
1.8.1 Corporate Social Responsibilities (CSR)

Corporate social responsibility is defined as the responsibility of an organization towards

its stakeholder. Backer (2004) has define “corporate social responsibility is a method that

how companies controlled over all process of the business for positive impact on society.”

The field of corporate social responsibility has been a topic of debate from the last few

decades. Many fortune 1000 companies also issue annual corporate social responsibility

reports. The companies pay more attention to define and integrate corporate social

responsibility in all aspects of their business. Because of information technology, news

media, community organization, labour unions, companies are bound and accountable of

corporate social responsibility issues. A socially responsible organization should adopt

policies and corporate social responsibility practices that contribute to the welfare of its

major stakeholders (Muhammad M. , 2014).

Corporate Social Responsibility (or CSR as we will call it throughout this book) is

a concept which has become dominant in business reporting. Every corporation has a

policy concerning CSR and produces a report annually detailing its activity. And of course

each of us claims to be able to recognize corporate activity which is socially responsible

and activity which is not socially responsible (Crowther & Aras, 2008). According to the

EU Commission (2001) “CSR is a concept whereby companies integrate social and

environmental concerns in their business operations and in their interaction with their

stakeholders on a voluntary basis.”

8
1.8.2 Organizational Commitment (OC)

Organizational Commitment is in general term, an employee’s sense of attachment and

loyalty to the work organization with which the employee is associated. It is defined in

term of an employee’s attitude and intention (understood as the precursors of behavior).

Employees are said to be committed to the organization when their goal are congruent

with those of the organization, when there are willing exert effort on behalf of the

organization, and when they desire to maintain their connection with the organization.

Unsurprisingly OC has been shown to be a key antecedence of others important attitude

and behavior, including those related to performance turnover (Cohen, 2013). John Meyer

and Nancy Allen have identified three types of organisational commitment: affective,

continuance, and normative (Becky & Stephen, 2003).

1.9 CONCLUSION

In conclusion this research is aimed to discover the impact of corporate social

responsibilities on organisational commitment. Hence, the result that will be gained can

enrich the information regarding the topic; especially for organizations in Petaling.

Moreover, this research study can also be as encouragement for future researcher to do

deeper research regarding the topic. Lastly, the outcomes from this study can be lot of any

guideline for organizations especially in Malaysia to give commitment in practice a

corporate social responsibilities

9
 CHAPTER II

LITERATURE REVIEW

2.1 INTRODUCTION

This research will review about past research that had been conducted by other researchers

related to the impact of corporate social responsibilities on organisational commitment.

This chapter it will helps to see a clear image on how the researcher link between corporate

social responsibilities and organisational commitment.

10
2.2 THE IMPACT OF CORPORATE SOCIAL RESPONSIBILITIES ON

ORGANISATIONAL COMMITMENT

A Study by Zana Prutina (2013) the effect of corporate social responsibility on

organisational commitment, (Punitha, 2013). This research will conducted among workers

in headquarter Eurocomp in Bosnia and Herzegovina. The result show confirm the earlier

findings about CSR impact on affective organisational commitment by Turker (2009).

Individually, employee engagement in CSR and shared CSR values have a mediating

effect on the relationship between the three dimensions of CSR and organisational

commitment. This study also posited that employee engagement in CSR and shared CSR

values together are likely to influence and positively affect the strength of this relationship,

and found support for this proposal. In case when CSR Values is included as the mediator,

CSR to social and non-social stakeholders, as well as CSR to customers still had a

significant effect on commitment. This was expected, as CSR-related practices are usually

introduced before embedding CSR values.

This past research identifies two elements of organisational culture namely CSR

values and employee engagement in CSR and treats them as mediators of this relationship,

This finding shows that the effect of CSR on organisational commitment becomes even

greater when companies devoted to value creation build a culture based on CSR values

and employee engagement in CSR, and lends support to the research that advocates

strategic approach to CSR that involves building of CSR culture, Differences this study

and current study in this study about dimension of CSR and this study have mediation, for

current study that hove dimension about organisational Commitment. This study is

11
important as a literature for giving some idea for a current study about impact corporate

social responsibilities on organisational Commitment in Malaysia.

The past study by Arcan TUZCU (2014), the impact of corporate social

responsibility perception on the job satisfaction and organisational commitment, (Arcan,

2014). The population of this study Turkish Petroleum and questionnaire were distribute

randomly selected 104 employees, The result of this study is an organisational

commitment and job satisfaction levels are affected by the institutional and social factors

as well as individual ones. This paper investigates the employees’ perception on corporate

social responsibility, and examines the effect of this perception on organisational

commitment and job satisfaction. This study assesses the CSR based job satisfaction and

organisational commitment level differences across various individual factors, and

concludes that these factors are not influential. This result can mostly explained by

Turkey’s cultural features as well as institutional efforts of TUPRAS(company) in CSR

implementations.

Further researches may consider the society’s cultural values as an additional

aspect besides institutional factors in the formation of employee CSR perceptions. In

addition, to observe the institutional culture effect more clearly, these results can be

compared to the ones that will be obtained from a company that is not active in CSR

projects. The differences between this study and currently study is a this study are

researching about Corporate social responsibilities project, job satisfaction and

organisational commitment based on level differences across various individual factors

12
 A past study by Omer. Marielle, Dwight, Pierre, (2013), the impact of corporate

social responsibility on organisational commitment: Exploring Multiple Mediation

Mechanisms, (Omer, Dwight, Marielle, & Pierre, 2013). The test of the research model

relies on data collected from 378 employees of local and multinational companies in South

Asia, this article examines a mediated link through organisational trust and organisational

identification. Social exchange and social identity theory provide the foundation for

predictions that the primary outcomes of CSR initiatives are organisational trust and

organisational identification, which in turn affect AOC. The main objective of this study

is to examine the effect of perceived CSR on employees’ AOC, through the mediation of

organisational identification and organisational trust. This research determined that

perception of CSR is a strong predictor of AOC, through both routes. Therefore, AOC is

not a direct outcome of CSR. Instead, it is caused by organisational identification and trust,

which themselves are the direct consequences of CSR initiatives. Both trust and

identification mediate between CSR and AOC to explain the process by which CSR

influences AOC. This new finding has potentially far-reaching implications. If trust and

identification are influenced by CSR, other behavioral outcomes related to these two

variables also may be affected by a firm’s CSR initiatives.

In Malaysia Teo Lam Chew & Ellisha Nasruddin, (2015), the impact of employee

perception of CSR practices on organisational commitment and role behaviors: a study of

SME’S sector in Penang (Teo & Ellisha, 2015). Method of this study is the questionnaires

were personally administered and collected as well as conducted a web survey from 220

employees working within the SME sector in Penang. This study examined the mediating

role of the three dimensions of organisational commitment which are affective

commitment (AC), continuance commitment (CC), and normative commitment (NC) in

13
the relationship between the four dimensions of CSR practices, namely marketplace,

workplace, community and environment, and the two dimensions of role behaviors which

are in-role behavior (IRB) and extra-role behavior (ERB).

The result in this study have also indicated that AC partially mediates the

relationship between environment and in-role behavior. On the contrary, the results

indicate that the AC has no mediation relationship between marketplace, workplace, and

community and in-role behavior. CC and NC have no mediation relationship between

marketplace, environment, workplace, environment and community and in-role behavior.

Unexpectedly, the results indicated that AC, CC and NC have no mediation relationship

between marketplace, environment, workplace, environment and community and extra-

role behavior. The differences between this study and currently study is a this study is

about employees perception toward CSR and also based on two dimension of role

behavior, extra role behavior and in role behavior

This study in Indonesia by Lidia Halim, Sumiati and Mintarti Rahayu (2016) The

Effect of Employee’s Perceptions on Corporate Social Responsibility Activities on

organisational Commitment, Mediated by organisational Trust, (Lidia, Sumiati, &

Mintarti, 2016). This sample of study employees on private banks in Malang. The aim of

this research was analyze the influence of employee’s perceptions on corporate social

responsibility activities to the organisational commitment which mediated by

organisational trust. Sample in this research were employees on private banks in Malang

by using total sampling and SEM- PLS analysis.

14
 The results showed that employee’s perceptions on corporate social responsibility

activities directly influenced organisational commitment. The influence of employee’s

perceptions on corporate social responsibility activities to organisational commitment

enhanced by organisational trust.

This study in Pakistan by Muhammad Asrar-ul-Haq, K. Peter Kuchinke, Anam

Iqbal (2017), The relationship between corporate social responsibility, job satisfaction,

and organisational commitment: Case of Pakistani higher education (Muhammad, Peter,

& Anam, 2017). The purpose of this study is to highlight how corporate social

responsibility is perceived in Pakistani universities, and how it can add to achieving long

term objectives. Organisational commitment and job satisfaction are considered

precedents of employee performance, and the relationship between employee performance

and organisational performance is also well established. Therefore, perceptions of

corporate social responsibility impact employee organisational commitment and job

satisfaction are investigated in this study. Using the survey method, 245 responses from

14 campuses of eight universities were collected. Structural equation modeling was used

to test the hypotheses. The results show that perceived corporate social responsibility has

a significant relationship with job satisfaction (b = 0.43) and organisational commitment

(b = 0.63). However, the relationship between some components of corporate social

responsibility at dimension level of job satisfaction were found insignificant. Thus,

universities should be encouraged to engage society, corporations and government to

accomplish higher aims and sustainability by focusing on corporate social responsibility

initiatives. To the best of authors' knowledge, this study is the first to examine these

variables in Pakistani higher education and will encourage scholars and practitioners to

work in this area.

15
2.3 TEORITICAL FRAMEWORK

To explain further about the understanding of each of the variables mentioned, corporate

social responsibility (CSR) and organisational commitment, some theories related will be

stated.

2.3.1 Corporate Social Responsibilities (Theory)

Corporate social responsibilities to be accepted by a conscientious business person. It

should be framed in such a way that the entire range of business responsibilities are

embraced. It’s suggested her that four kind of social responsibilities constitute total CSR:

economic, legal, ethical and philanthropic. Furthermore, these four categories or

component of CSR might be depicted as a pyramid. (Carroll, 1991)

PHILANTHROPIC RESPONSIBILITIES
Be a good corporate citizen. Contribute
resources to the cmmunity: improve quality of
life.
ETHICAL RESPONSIBILITIES
Be ethical. Obligation to do what is right, just,
and fair. Avoid harm
LEGAL RESPONSIBILITIES
Obey the law. Law is society's codification of
righr and wrong, Play by the rules of the
game.
ECONOMIC RESPONSIBILITIES
Be profitable. The foundation all others rest.

Figure 2.1 Theoretical framework corporate social responsibilities

Sources: (Carroll, 1991)

16
 There are many theories of corporate social responsibility which clarify the

independent variable, one of them is Carroll’s Pyramid of CSR. It was developed by

Archie B. Carroll in 1991. This is among the more influential works in CSR. The four

social responsibilities are depicted as a pyramid. In further studies, (Carroll, 1991)

suggests that the foundations of CSR are laid when an organization accepts that strong

economic performance is a pre-requisite for being classified as a responsible entity.

Hence, it is important for an organization to be committed to profitability. In order to be

socially responsible the organization must first generate surpluses, maximizes shareholder

earnings and then pass on these benefits to other stakeholders as well. Next, the

organization needs to be legally responsible wherein; it should ensure that the economic

responsibility motive is achieved without resorting to activities that may violate or subvert

the statutory and legal framework of the country. Further, the organization should strive

to meet ethical norms of fairness and equity by adopting practices, which have societal

sanction.

This would include respect for expectations of various stakeholder groups like

consumers, employees and society at large. For instance, an organization that is conscious

of the environment and adopts ‘green technologies’ can be classified as being ethically

responsible. In general, ethical responsibilities refer to actions that can be termed as fair

and just to most stakeholder groups. Finally, the organization needs to engage in

philanthropic or charitable activities. These would include discretionary activities like

contribution to community welfare, improving the overall quality of life of people around,

promoting human welfare and goodwill. (Ranjeet & Ruchi, 2010)

17
2.3.2 Organizational Commitment

The study of organisational commitment has grown on popularity over recent years in the

literature of management , industrial-organizational psychology and organisational

behavior, Indeed, OC is among the most studied of all the characteristic and attitudes that

have drawn the attention of organisational scholars. Better understanding of commitment

theory has important practical implication for modern managers, first, by understanding

what commitment entails for individual employees, managers may be better able to

motivate them and increase their contribution with higher levels of affective commitment

may respond positively to work-sponsored social event. Second an understanding of how

commitment can extend to multiple foci might allow manager to characterize employees

by commitment profiles. (Cohen, 2013)

Organizational commitment has been conceptualized and measured in various

ways. The two studies reported here were conducted to test aspects of three component

model of commitment which integrates these various conceptualization. The affective

component, proposed by the model, refers to employees’ emotional attachment to,

identification with, and involvement in, the organization. The continuance component

refer to commitment based on the costs that employer associate with leaving the

organization. Finally the normative component refer to employees’ feeling of obligation

to remain with the organization. (Allen & Meyer, 1990)

18
2.4 CONCEPTUAL FRAMEWORK

Independent Variable Dependent Variable

Corporate Social Responsibility Organizational Commitment
(CSR) (OC)

Figure 2.2 Conceptual framework variable

The figure show the impact between corporate social responsibilities on organisational

commitment. The impact will be tested and the highest or lowest impact will be

highlighted in discussion part.

19
 CHAPTER III

METHODOLOGY

3.1 INTRODUCTION

This chapter outlines in sequences of the stages that was taken to investigate the research

constructs as discussed in the previous chapter. The chapter contains information about

the methodology which is used to carry out this research. These relevant criteria of

methodology are such as research design, sampling method, procedures, instrument, and

pilot study used in this study.

20
3.2 RESEACH DESIGN

The research design for this study is a quantitative research method where the independent

variable is corporate social responsibility and the dependent variable is organisational

commitment. This research was conducted through two methods which are by distributing

online questionnaires (Google Form) and spreading questionnaires through social media

applications, such as Facebook, WhatsApp, Instagram, and Twitter

3.3 SAMPLING METHOD

The researcher used the random sampling method because the target sample for this study

is specific in which are the employees from any private sector within Petaling region. The

targeted respondent was 100 respondent and above from private sector in Petaling,

Selangor has been selected as a sample for this study.

21
3.4 RESEARCH PROCEDURES

Step 1: Step 2: Step 3:

Asked the Contact manager for Explain to the
permission from the the confirmation of manager about the
organization the date and time. research objective.

Step 4:
Manager or
Step 5: researcher
Step 6: distributed the
The respondents
The researcher survey, give
have been given
thanked to manager instructions and
time to answer the
and respondent. explain the research
question
objective before the
respondent
answered.
Figure 3.1 Research procedure

There were six step taking on this study. First of all, before distributing the questionnaires

the researchers were getting the permission from the organization. Next, the meeting was

held with manager for the confirmation of the date and time, to avoid any clashed with the

work schedules. Later, the researcher explaining to the manager Step 1: Asked the

permission from the organization. Step 2: Contact manager for the confirmation of the

date and time. Step 3: Explain to the manager about the research objective. Step 4:

Manager or researcher distributed the survey, give instructions and explain the research

objective before the respondent answered. Step 5: The respondents have been given time

to answer the question. Step 6: The researcher thanked to manager and respondent.

Respondents need to know what the purpose of this study all about. Then, the manager

distributed the survey and give instructions and explain the research objective before the

22
respondent answered. Next, the respondents have been given time to answer the survey.

On top of that, Finally, data were collected and the researcher thanked to the manager and

respondent for their participation in this study.

3.5 INSTRUMENT

For this study, researcher are using quantitative data collection. There are two different

Questionnaires for each variable. First Questionnaire to use is corporate social

responsibilities scale by Turker d. (2009), meanwhile, the second is organisational

Commitment by Meyer and Allen (1990).

3.5.1 Corporate Social Responsibilities

The Researcher used to measure the independent variable using Corporate Social

Responsibilities by Turker d. (2009) it consist 17 item in this instrument. The researcher

adopted the questionnaires from (Tomina, Maria, Giurgiu, Mester, & Bugnar, 2017). This

questionnaire have four categories: primary social (employees and clients), secondary

social (government); primary non-social (including the environment and future

generations) and secondary non-social (NGOs). Questions are regarding to the

environment and future generations, question 5 is regarding to the NGOs, questions

number 6-8 are regarding to the society 9-12 are regarding to the employees, question 13-

15 are regarding the customer and questions 16 & 17 are regarding to the government.

Each respondents are required to provide the degree of agreement to each statement using

Likert scale, such as strongly disagree (1), disagree (2). Not sure (3), agree (4), strongly

agree (5).

23
3.5.2 Organizational Commitment

Researcher use Organisational Commitment questionnaire to measure the dependent

variable. There are 24 items for this instrument. The organisational commitment

questionnaire develop by Meyer and Allen (1990), to measure three component which are

affective, continuance, and normative commitment. Questions 1-8 are regarding the

effective commitment. Questions 9-16 are regarding to continuance commitment.

Questions 16-24 are regarding to normative commitment. Each respondents are required

to provide the degree of agreement to each statement using Likert scale, such as strongly

disagree (1), disagree (2). not sure (3), agree (4), strongly agree (5).

3.6 PILOT STUDY

A pilot study is to improve the relevance of items in this research instrument with the

possibility of identifying any problem that can be controlled before actual study and test

the reliability aspects of the research instrument. If the instrument used in this research are

not valid and reliable, it cannot provide significant data of the selected sample. Cronbach

Alpha was applied to test the reliability and consistency of the questionnaire. For the pilot

test the researcher use 10 Respondents among employees in AVON Headquarters in

Petaling Jaya in order to test the validity, reliability and regression of the instruments. The

time used for answering a questionnaire was 10 minutes at averages.

24
 3.1 Table of reliability

Instrument Cronbach’s Alpha No. of Items

Corporate Social Responsibilities .921 17

Organizational Commitment .864 24

Corporate Social Responsibilities and

.917 41
organisational Commitment

Cronbach’s Alpha an independent variable, a number of 17 items of CSR Scale

are used in this study and the reliability score is 0.92. As shown in Table 3.1, this

instrument is high in reliability which is suitable to be used in this study. Dependent

variable a number of 24 items of OCQ are used in this study and the reliability score is

0.86, as shown in table. This instrument is high in reliability which is suitable to be used

in this study. Reliability score for all variables total items is 41 items. As shown in Table,

the reliability score for CSR Scale and OCQ is 0.91 which means that it is high in

reliability.

25
 CHAPTER IV

DATA ANALYSIS

4.1 INTRODUCTION

This chapter will focus on the result and findings of research. The data that had been

collected from respondents was analyzed by using SPSS and all result such as reliability

test, descriptive statistics, correlation, regression and hypothesis testing will be discussed

further in this chapter.

26
4.2 RELIABILITY TESTING (CRONBACH’S ALPHA)

Table 4.1: Reliability analysis of the instrument

Instrument Cronbach’s Alpha No. of item

Corporate Social Responsibilities 0.82 17

Organization Commitment 0.83 24

Corporate Social Responsibilities

0.88 41
and organisational Commitment

Table 4.1 showed the reliability of the questionnaire after using Cronbach alpha.

For Corporate Social Responsibilities (IV) is a 0.82 and organisational Commitments

(DV) is 0.83. Both of the questionnaire are high reliability. The reliability for both

questionnaires, Corporate Social Responsibilities and organisational commitment

recorded is a 0.88. It also in a high level of reliability.

4.3 DESCRIPTIVE STATISTIC

The descriptive statistic is the analysis of demographic factor such as age, gender, sector,

workplace, position and experience. For this research, the demographic data involved is

the range of age, range of gender, sector, workplace, position and experience among

private sector.

27
4.3.1 Respondent’s age

4.2 Frequency of the respondent’s age

Age Frequency Valid Percent (%)

20-25 52 32.3

26-31 62 38.5

32-37 25 15.5

38-43 14 8.7

44-49 7 4.3

50 ++ 1 0.6

Table 4.2 shows the age of the respondents that has taken part in this research

study. The highest frequency of respondents was from the age group of 26-31 years old,

N=62 that is equal to 38.5% valid percentage. Next, the respondents’ age frequency are

followed by group age of 20-25 years old, N=52 that equal to 32.3%, age group of 32-37

years old which indicates N=25 respondents which is 15.5% percent, age group 38-43

years indicates N=14 respondents that equals to 8.7% valid percentage and age group 44-

49 years indicates N=7 respondents that equals to 4.3% valid percentage. However, for

the age group of 50 years and above, the researcher only obtained response by N=1

respondent which equals to 0.6 % valid percentage.

28
4.3.2 Respondent Gender

Table 4.3 Frequency of the respondent gender

Gender Frequency (N) Valid Percentage (%)

Male 86 53.4

Female 75 46.6

Total 161 100

Table 4.3 shows the gender of the respondent. Male respondent shown the highest amount

which is N=86 and equals to 53.4%. However female respondents is a N=75 respondent

that equals to 46.6% valid percentage

4.3.3 Sector and Workplace

Table 4.4 Frequency of the respondents sector and workplace

Sector/Workplace Frequency (N) Valid Percentage (%)

Private 161 100

Petaling Jaya 161 100

Table 4.4 showed the respondent sector and workplace, that shown highest amount

which is N=161 between Sector (Petaling Jaya) and workplace (Petaling Jaya) that equal

to 100% Valid percentage that is because this research only for private sector in Petaling

Jaya,

29
4.3.4 Respondents Position

Table 4.5 Frequency of the respondents’ position

Position Frequency Valid percentage

Executive 11 6.8

Manager 18 11.2

Supervisor 26 16.1

Employee 106 65.8

Total 161 100

Table 4.6 shows the position of the respondent that has taken part in this research study.

The highest frequency of respondents was from the employee which indicates N=109 that

equal to 65.8% valid percentage. Supervisor position is showing the second highest of

respondents frequency in the study which is N=26 that equals to 16.1%. Next followed by

the Manager position which indicates N=18 that comprised of 11.2%, Executive position;

N=11 which indicates 6.8% valid percentage in the research.

30
4.3.5 Respondent experience

Table 4.5 Frequency of the respondents’ experience

Year of Experience Frequency Valid percentage

Less than 5 years 92 57.1

6-10 years 52 32.3

11-15 years 7 4.3

More than 16 years 10 6.2

Total 161 100

Table 4.5 showed the frequency of respondents’ years of experience in organization. From

the result it indicates that the majority of the response came from employees’ who has

work within less than 5 years in various organizations, N = 92 with valid percentage of

57.1%. Followed by employees who has 6-10 year experience in organizations with N =

52 respondents which is 32.3% of valid percentage. Next, the respondents who has work

within 11-15 years of experience in organization indicate frequency of respondents; N =

7 that equal to 4.3%. Lastly, the responses from the group of employees who has work

within more than 16 years’ experience in the organization indicate N = 10 responses which

equal to 6.2% valid percentage.

31
4.4 INFERENTIAL ANALYSIS

H1: There is significant relationship between corporate social responsibilities and

organisational commitment.

Table 4.6 Level of Correlation and significant level between corporate social

responsibilities and organisational commitment

Variable Meancsr Meanoc

Corporate Social Responsibilities

(CSR)

Pearson Correlation 1 0.62

Sig. (2-tailed) 0.00

N 161 161

Organizational Commitment (OC)

Pearson Correlation 0.62 1

Sig. (2-tailed) 0.00

N 161 161

Table 4.6 showed the level of correlation and significant between corporate social

responsibilities and organisational commitment. The overall correlation between

corporate social responsibilities and organisational commitment is significant r= 0.62, this

proves that corporate social responsibilities and organisational commitment have a

32
moderate correlation. Furthermore, significance level p = 0.00 below than p= 0.05, which

means researcher alternative hypothesis is accepted.

H2: There is an impact of corporate social responsibilities on organisational

commitment

Table 4.7 Level of Regression and significance level between corporate social

responsibilities and organisational commitment.

Variable R2 Sig,

Corporate social responsibilities

0.38 0.00
and organisational commitment

Table 4.7 showed the regression (R2) and significant level between corporate social

responsibilities and organisational commitment. That the 38% of impact. This proves that

corporate social responsibilities and organisational commitment have a weak positive

regression R2 = 0.38. Furthermore, significance level P= 0.00 below than P= 0.05, which

means researcher alternative hypothesis is accepted.

33
4.5 Conclusion

As a conclusion, this chapter showed that all the hypotheses in this research are accepted. It

shows that, that has significance relationship between corporate social responsibilities and

organisational commitment. That still have an impact of corporate social responsibilities on

organisational commitment. The next chapter will discuss in detail about the results of the

study.

34
 CHAPTER V

DISCUSSION

5.1 INTRODUCTION

This is the final chapter of the research. Hypotheses in this study were tested and the

findings were reported in the previous chapter. The assumption made in the study was

looked closely, and data were collected in search of evidence of the impact between

corporate social responsibilities. This chapter will discuss the findings of the current

research. It also consists of recommendation of action to Corporate Social Responsibilities

and organisational commitment and the suggestion for future research.

35
5.2 DISCUSSION

The data was collected and analysed using SPSS version 20. The findings shows private

sector in Petaling showed commitment to the organization on corporate social

responsibilities that have impact but is not in the same level of strength since the regression

is weak. It also showed significant relationship between corporate social responsibilities

and organisational commitment but is not strength correlation because the correlation is

moderate. Below are the discussion that has been made.

5.2.1 H1: There is significant relationship between corporate social responsibilities

and organisational commitment.

The hypothesis was tested and using Pearson correlation, this hypothesis tried to analyze

the relationship between corporate social responsibilities and organisational commitment.

The result shows that, r = 0.62, and significant level is p = 0.000 below than < 0.05. It

can conclude that the variable of corporate social responsibilities and organisational

commitment have a moderate correlation. Moreover, the significance level in this study

are below than α = 0.05, due to that, the hypothesis alternative is accepted.

The results gained from the study are also seen supporting few of past researches

as stated in literature review section according to Muhammad, K. Peter & Anam I. (2017)

that wrote on the research of the relationship between corporate social responsibility, job

satisfaction, and organisational commitment, which indicate two variable have a moderate

correlation. The previous study showed result between corporate social responsibilities

36
and organisational commitment are close with this study which r= 0.63 (Muhammad,

Peter, & Anam, 2017).

They also found that the variable have correlation which identified their

relationship with corporate social responsibilities and organisational commitment.

However, it is not a high correlation. Although the results shows not high but it still shows

that the relationship between corporate social responsibility and commitment to the

organization, because both of these variables need each other's. Social responsibility still

require the commitment of the organization, social responsibility corporate can create a

better commitment and also increase commitment among organizations and other

organizations or organizations and employees.

5.2.2 H2: There is an impact of corporate social responsibilities on organisation

commitment

This research tried to analyze the impact between corporate social responsibilities and

organisational commitment. The result shows that, the R2 = 0.38. This proves that corporate

social responsibilities and organisational commitment have a weak positive regression R2 =

0.38. Furthermore, significance level P= 0.00 below than P= 0.05. It can conclude that the

variable of corporate social responsibilities and organisational commitment have a weak

positive correlation.

37
 Moreover, the significance level in this study are below than α = 0.05, due to that,

the hypothesis alternative is accepted. This research had identified weak positive impact

of corporate social responsibilities on organisational commitment. The result is align with

the previous study is Lidia Halim, Sumiati and Mintarti Rahayu (2016) that that wrote on

the research The Effect of Employee’s Perceptions on Corporate Social Responsibility

Activities on organisational Commitment, Mediated by organisational Trust (Lidia,

Sumiati, & Mintarti, 2016)

The results showed that there was a significant relationship between employees'

perceptions of corporate social responsibility with organisational commitment. This

occurs because the employee can describe full social responsibility of the private sector in

the Petaling Jaya. The consistent corporate remind employees to provide accurate and

detailed information to costumers, has a training program to improve operational

activities, corporate social responsibility activities can influence employee commitment.

This circumstances can generate employee engagement and employee concerns for the

company.

However the result for this study showed the impact is weak positive but still have

an impact. This may be because the organisation is not how to practice the social

responsibility or respondents only half-heartedly answering a questionnaire. These results

are consistent with previous research conducted by, Lidia Halim, Sumiati and Mintarti

Rahayu (2016), which stated that there is effect of employee’s perceptions on corporate

social responsibility activities to the organisational commitment.

38
5.3 LIMITATION

There are limits to research that need to be considered. First, most companies are not

interested in answering the questionnaire. Many companies that researchers call did not

respond when they asked researchers to email to them the letter for study request, it was

unprofessional for researchers if she went to the company without prior permission, so the

researchers decided to wait for a response from the company that she contacted rather than

spending time waiting for the company that was late to respond. There are only a few

companies that have agreed to cooperate in answering the questionnaire.

The company also took their time to complete the questionnaire. So, researchers

have to wait several weeks to get the results. Problems getting feedback from respondents

also affects the process of collecting data in this study. Some of the respondents refused

to answer the question, and there are half-heartedly and took a long time to answer the

questionnaire. It also affects the results of the data obtained which many of them mark on

a scale of 3 and also mark without reading.

The study are also carried out through questionnaire survey created from Google

Form and distributed through social media platforms, such as Facebook, WhatsApp,

Instagram, and Twitter for data collection.

Hence, there are possibilities that the respondents to answer more than once. Due

to that, it will affect the data. The usage of this method also has limitation in terms of

39
monitoring the respondents while answering the questionnaire survey. There are also

items that are hard to understand without the guidance of the administrator which will

affect the result of the data.

In addition, the literature review for this study is not enough. Researchers also find

it difficult to obtain a literature review that really suited to this study. Literature review

was conducted by obtaining more abroad. Which is not the same as this study because of

several factors which are with a different people, culture, environment and so on.

Literature review also not much different from other studies and also study it very difficult

for researchers to choose the appropriate literature review for this study.

Among the issues others are researchers have two different hypotheses of

relationships and impact, when in fact the title of this study are regarding the impact of

the two variables, namely the social responsibility of corporate and organisational

commitment, so it is very difficult for researchers to chapter 5 of the discussion because

researchers need to find a past study that related to the relationship between two variables

to further strengthen the hypothesis data for this study.

Finally, there is one limitation is time. Not enough time for this study was carried

out for 4 months for the entire study. If sufficient time researchers may consider using a

larger population and greater to interpret data that is accurate and reliable. In addition, this

study is the lack of time. A long time is required to get the actual data. It is because

researchers can use other methods to get a better understanding of corporate social

responsibility and commitment to the organization

40
5.4 RECOMMENDATIONS

Recommendation for future research because the study only included some of the ideas

on the impact of corporate social responsibility and commitment to the organization.

Future research could look into extending the study population. By developing a sample

survey of residents in various industrial sectors in Malaysia, data and research results will

be more effective. In addition, to obtain more accurate information and feedback in this

study, more research can be carried out using different techniques such as interviewing

and technology combine qualitative research.

Further researches may consider the society’s cultural values and employees’

motivation as an additional aspect besides institutional factors in the formation of

employee CSR perceptions. Forthcoming proposal also aims to further expand the scope

of such a study should conduct a survey across the private sector in Malaysia because

many organizations are adopting corporate social responsibility but not known to the

public.

Meanwhile, items used in this questionnaire items based on Western norms and

goods devote reaction between employees. Therefore, in the future, researchers must turn

out a questionnaire in accordance with the norms of Malaysia and suitable for use on a

company in Malaysia, where it is close to the daily lives of the respondents.

This study thus enabling Malaysians to know that the importance and impact of

corporate social responsibilities on organisational commitment. Future research can also

segment by dimension towards variable so that it becomes more specific and valid data.
41
5.5 CONCLUSION

This research can be conclude that there is have relationship and also have an impact

between corporate social responsibilities and organisational commitment, hence there

have a correlation so the hypothesis in the early chapter is accepted. The result about

relationship is align with the past study is Muhammad A. H, K. Peter & Anam I. (2017),

and also the result about impact is align with the previous study is Lidia Halim, Sumiati

and Mintarti Rahayu (2016).

The enhancement of awareness on the issue of corporate social responsibility

(CSR) has made the researcher presented numerous questions about how organizations

implement CSR, where is it capable of affecting the organisational commitment for a

maximum or vice versa. This study has examined the impact and also the relationship

between corporate social responsibilities and organisational commitment

Furthermore, this study can be used by organizations to track corporate social

responsibility and commitment organization. For example to know whether the

organization will give a commitment that well or not on corporate social responsibility.

However, the study did not meet the expectations of the researchers when the

affect the two variables is weak but still gave little effect even though their impact,

susceptibility factors, may also be caused by the company were not practicing in corporate

social responsibility.

42
 Meanwhile, items used in this questionnaire items based on Western norms and

goods devote reaction between employees. Therefore, in the future, researchers must turn

out a questionnaire in accordance with the norms of Malaysia and suitable for use on a

company in Malaysia, where it is close to the daily lives of the respondents.

43
 REFERENCES

Allen, N. J., & Meyer, J. P. (1990). The measrument and atecedents of affective,
continuance, and nomative commitment to the organization. journal of
Occupotional Psychology, 1-18.
Arcan, T. (2014). The Impact of Corporate Social Responsibility Perception on The Job
Satisfaction and Organizational Commitment. Journal of The Faculty of
Economics and Administrative Sciences, 187.
Becky , J. S., & Stephen, A. T. (2003). Organizational Commitment. Human
Development and Leadership Devision, 24.
Carroll, A. B. (1991). The pyramid of corporate social responsibility: Toward the moral
management of organizational stakeholders. Business Horizons, 39-48.
Cohen, A. (2013). Organizational Commitment Theory. Encyclopedia of Management
Theory, 527-529.
Crowther, D., & Aras, G. (2008). Corporate Social Responsibilities. Frederiksberg:
Ventus Publishing ApS.
Daft, R. L. (2010). Organization Theory and Design. (J. W. Calhoun, Ed.) (Tenth edit).

Canada: Joe Sabatino.

Lidia, H., Sumiati, & Mintarti, R. (2016). The Effect of Employee ’ s Perceptions on
Corporate Social Responsibility Activities on Organizational Commitment ,
Mediated by Organizational Trust. Journal of Business and Management
Invention, 43-49.
Muhammad, A.-u. H., Peter, K., & Anam, I. (2017, january). The relationship between
corporate social responsibility, job satisfaction, and organizational commitment:
Case of Pakistani higher education. Journal of Cleaner Production, 142, 12.
Muhammad, M. (2014). Impact of Corporate Social Responsibility on Corporate
Financial Performance. Research on Humanities and Social Sciences, 4, 7-16.
Norajila, C. M., & Joni, T. B. (2010). Implementation of Corporate Social
Responsibility: Implications and Effectiveness to the Community. Prosiding
PERKEM V, II, 210-211.
Omer, F., Dwight, M., Marielle, P., & Pierre, V. F. (2013). The Impact of Corporate
Social Responsibility on Organizational Commitment: Exploring Multiple
Mediation Mechanism. Journal of Business Ethic, 19.
Punitha, Z. (2013). The effect of corporate social responsibility on employees.
Management, Innovation Management and Industrial Engineering (ICIII),, 268-
271.

44
Ranjeet, N., & Ruchi, T. (2010). Corporate Social Responsibility and Organizational
Commitment: The Mediation of Job Satisfaction. Australian New Zealand
Academy of Management, 1-19.
Seah, M. Y. (2014). Corporate Social Responsibility and Organizational Commitment of
Semiconductor Companies in Kulim High Tech Park, Kedah: Employee
Perspectives. Sciene of International Business, 1-41.
Teo, L. C., & Ellisha, N. (2015). The Impact of Employee Perception of CSR Practices
on Organizational Commitment and Role Behaviors: A Study of SMEs Sector in
Penang. Journal of Recent Advances in Organizational Behaviour and Decision
Sciences, 617-631.
Tomina, G. S., Maria, M. A., Giurgiu, A., Mester, L. E., & Bugnar, N. (2017).
Measuring Corporate Social Responsibility Practices Of Micro And Small
Enterprises – Pilot Study. The 8th International Management Conference, 1-7.

45
 APPENDIX I

Instruction: This questionnaire contains 3 parts. Part A is Demographic questions, Part B

is Corporate Social Responsibilities, Part C is organisational Commitment, There are five
scales which you can choose agree or disagree. By using the scales 1-5, indicates your
agreement by circling the number in the boxes.

Arahan: Soalan ini mengandungi 3 bahagian. Bahagian A adalah soalan Demografi,

Bahagian B adalah Tangungjawab Sosial Korporat, Bahagian C adalah Komitment
Organisasi. Terdapat lima skala yang anda boleh pilih untuk bersetuju atau tidak bersetuju.
Dengan menggunakan skala 1-5, tandakan jawapan dengan membulatkan nombor dalam
kotak.

Part A: Demographic/Respondent details

Bahagian A: Demografi/Butiran responden

Age/Umur: 20-25 26-31 32-37 38-43 44-49 50++

Gender/Jantina: Male/Lelaki Female/Perempuan

Sector/Sektor: Private/Swasta Government/Kerajaan

Workplace/Tempat kerja: Petaling Jaya Others

46
Position/Jawatan: Executive Manager Supervisor Employee

Year Of Experience/Tahun pengalaman: Less than 5 years 11-15 years

6-10 years More than 16 years

CORPORATE SOCIAL RESPONSIBILITIES

TANGGUNGJAWAB SOSIAL KORPORAT

1 2 3 4 5

Strongly Disgree/ Disagree/ Tidak Not Sure/ Agree/Setuju Strongly Agree/

Sangat Tidak Setuju Setuju Tidak Pasti Sangat Setuju

1 2 3 4 5

1 Our company participates in activities which aim to 1 2 3 4 5

protect and improve the quality of the natural

environment.

Syarikat kami mengambil bahagian dalam aktiviti-aktiviti

yang bertujuan untuk melindungi dan memperbaiki

kualiti alam semulajadi.

2 Our company makes investment to create a better life for 1 2 3 4 5

future generations.

Syarikat kami membuat pelaburan untuk mewujudkan

kehidupan yang lebih baik untuk generasi akan datang.

47
3 Our company implements special programs to minimize 1 2 3 4 5

its negative impact on the natural environment.

Syarikat kami melaksanakan program-program khas

untuk mengurangkan kesan negatif ke atas alam

semulajadi.

4 Our company targets sustainable growth which considers 1 2 3 4 5

future generations.

Syarikat kami mensasarkan pertumbuhan mapan yang

mengambil kira generasi akan datang.

5 Our company supports nongovernmental organizations 1 2 3 4 5

working in problematic areas.

Syarikat kami menyokong pertubuhan-pertubuhan bukan

kerajaan yang bekerja di kawasan bermasalah.

6 Our company contributes to campaigns and projects that 1 2 3 4 5

promote the well-being of the society.

Syarikat kami menyumbang kepada kempen dan projek-

projek yang menggalakkan kesejahteraan masyarakat.

7 Our company encourages its employees to participate in 1 2 3 4 5

voluntarily activities.

Syarikat kami menggalakkan kakitangannya untuk

menyertai kerja sukarela.

8 Our company emphasizes the importance of its social 1 2 3 4 5

responsibilities to the society.

Syarikat kami menekankan kepentingan tanggungjawab

sosialnya kepada masyarakat.

48
9 Our company policies encourage the employees to 1 2 3 4 5

develop their skills and careers.

Polisi syarikat kami menggalakkan pekerja untuk

mengembangkan kemahiran dan kerjaya mereka.

10 The management of our company is primarily concerned 1 2 3 4 5

with employees’ needs and wants.

Pihak pengurusan syarikat kami terutamanya mengambil

berat dengan keperluan dan kemahuan pekerja.

11 The managerial decisions related with the employees are 1 2 3 4 5

usually fair.

Keputusan pengurusan yang berkaitan dengan pekerja

biasanya adil.

12 Our company supports employees who want to acquire 1 2 3 4 5

additional education.

Syarikat kami menyokong pekerja yang ingin

mendapatkan pendidikan tambahan.

13 Our company respects consumer rights beyond the legal 1 2 3 4 5

requirements.

Syarikat kami menghormati hak pengguna melebihi

keperluan undang-undang.

14 Our company provides full and accurate information 1 2 3 4 5

about its products to its customers.

Syarikat kami menyediakan maklumat lengkap dan tepat

mengenai produk-produk kepada pelanggan.

49
15 Customer satisfaction is highly important for our 1 2 3 4 5

company.

Kepuasan pelanggan adalah sangat penting bagi syarikat

kami.

16 Our company always pays its taxes on a regular and 1 2 3 4 5

continuing basis.

Syarikat kami sentiasa membayar cukai secara tetap dan

berterusan.

17 Our company complies with legal regulations completely 1 2 3 4 5

and promptly.

Syarikat kami mematuhi peraturan undang-undang

sepenuhnya dan serta-merta.

50
ORGANIZATIONAL COMMITMENT

KOMITMEN ORGANISASI

1 2 3 4 5

Strongly Disgree/ Disagree/ Tidak Not Sure/ Agree/Setuju Strongly Agree/

Sangat Tidak Setuju Setuju Tidak Pasti Sangat Setuju

1 I would be very happy to spend the rest of my career with 1 2 3 4 5

this organization.

Saya sangat gembira untuk menghabiskan sisa kerjaya

saya dengan organisasi ini.

2 I enjoy discussing my organization with people outside it. 1 2 3 4 5

Saya suka berbincang mengenai organisasi saya dengan

orang luar.

3 I really feel as if this organization’s problems are my 1 2 3 4 5

own.

Saya benar-benar berasa bahawa masalah organisasi

adalah masalah saya juga.

4 I think that I could easily become as attached to another 1 2 3 4 5

organization as I am to this one.

51
 Saya berfikir bahawa saya dengan mudah boleh

berkhidmat dengan organisasi lain yang seperti dengan

organisasi saya sekarang.

5 I do not feel like ‘part of the family’ at my organization. 1 2 3 4 5

Saya tidak berasa seperti 'sebahagian daripada keluarga'

dalam organisasi saya.

6 I do not feel ‘emotionally attached’ to this organization. 1 2 3 4 5

Saya tidak mempunyai 'tarikan emosi’ terhadap

organisasi ini.

7 This organization has a great deal of personal meaning 1 2 3 4 5

for me.

Organisasi ini mempunyai banyak makna peribadi untuk

saya.

8 I do not feel a ‘strong’ sense of belonging to my

organization.

Saya tidak mempunyai perasaan kepunyaan yang kuat

terhadap organisasi saya

9 I am not afraid of what might happen if I quit my job

without having another one lined up.

Saya tidak takut akan apa yang mungkin berlaku jika

saya berhenti kerja tanpa ada kerja baru yang menanti.

10 It would be very hard for me to leave my organization

right now, even if I wanted to.

52
 Ia akan menjadi sangat sukar bagi saya untuk

meninggalkan organisasi saya sekarang, walaupun jika

saya mahu.

11 Too much in my life would be disrupted if I decided I

wanted to leave my organization now.

Terlalu banyak dalam hidup saya akan terganggu jika

saya membuat keputusan untuk meninggalkan organisasi

saya sekarang.

12 It wouldn’t be too costly for me to leave my organization

now.

Saya takkan dikenakan apa-apa kos untuk meninggalkan

organisasi saya sekarang.

13 Right now, staying with my organization is a matter of

necessity as much as desire.

Kekal bersama organisasi saya sekarang adalah suatu

keperluan sebanyak mana keinginan.

14 I feel that I have too few options to consider leaving this

organization.

Saya merasakan bahawa saya mempunyai pilihan yang

sedikit untuk mempertimbangkan meninggalkan

organisasi ini.

15 One of the few serious consequences of leaving this

organization would be the scarcity of available

alternatives.

53
 Salah satu daripada beberapa akibat yang serius untuk

meninggalkan organisasi ini akan menjadi kekurangan

alternatif yang ada.

16 One of the major reasons I continue to work for this

organization is that leaving would require considerable

personal sacrifice—another organization may not match

the overall benefits I have.

Sebab utama saya terus bekerja untuk organisasi ini

adalah jika saya meninggalkannya akan memerlukan

pengorbanan peribadi - organisasi lain mungkin tidak

sepadan dengan segala manfaat yang saya ada.

17 I think that people these days move from company to

company too often.

Saya berfikir bahawa orang sekarang ini berpindah dari

syarikat ke syarikat terlalu kerap.

18 I do not believe that a person must always be loyal to his

or her organization.

Saya tidak beranggapan bahawa seseorang mestilah

sentiasa setia kepada organisasi masing-masing.

19 Jumping from organization to organization does not seem

at all unethical to me.

Berpindah dari organisasi ke organisasi tidak kelihatan

beretika kepada saya.

54
20 One of the major reasons I continue to work for this

organization is that I believe that loyalty is important and

therefore feel a sense of moral obligation to remain.

Sebab utama saya terus bekerja untuk organisasi ini

kerana saya percaya bahawa kesetiaan adalah penting,

oleh itu saya berasa ia tanggungjawab moral untuk

kekal.

21 If I got another offer for a better job elsewhere I would

not feel it was right to leave my organization.

Jika saya mendapat tawaran untuk bekerja di tempat

yang lebih baik, saya tidak akan berasa ia adalah betul

untuk meninggalkan organisasi saya.

22 I was taught to believe in the value of remaining loyal to

one organization.

Saya telah diajar untuk percaya pada nilai kesetiaan

kepada satu organisasi.

23 Things were better in the days when people stayed with

one organization for most of their careers.

Ianya lebih baik ketika semua orang kekal bersama satu

organisasi bagi kebanyakan kerjaya mereka.

24 I do not think that wanting to be a “company man” or

“company woman” is sensible anymore.

Saya tidak fikir bahawa mahu menjadi “orang syarikat”

adalah masih wajar lagi.

55
56
APPENDIX II

57
APPENDIX III

58