MODERATING EFFECT OF CSR ORIENTATION ON THE RELATIONSHIP BETWEEN INTERNAL CSR PRACTICES AND EMPLOYEE JOB SATISFACTION (Published)
The importance of Internal corporate social responsibility (CSR) has become an important issue for banks to address, however, these issues have been neglected and do not appear to have the desired impact on all employees as expected by the management. These have resulted in a slide in the level of trust that banks used to enjoy with the stakeholders. Henceforth, banks have begun to realize that a successful business is not only concerned with the economic aspects of organizational activity that’s profitability and growth but also, in the “actions that appear to further some social good, beyond the interests of the firm and that which is required by law Mc William et al., (2006).Therefore this study intended to determine moderating effect of CSR orientation on the relationship between internal CSR practices and employee job satisfaction. The study was to ascertain the effect of pay and benefits, equality and diversity, and training on employee job satisfaction. The study was guided by Social exchange theory, and the theory of planned behavior. Explanatory research design was used. The study targeted 283 employees from 17 Commercial Banks in Uasin-Gishu (Kenya Commercial Bank data base, 2013). Stratified and random sampling technique was used to obtain sample size of 165 employees. The study used questionnaires as a tool for data collection. In order to test the reliability of the instrument, Crobanch alpha test was used. The study adopted both descriptive statistics and inferential statistics such as Pearson correlation and multiple regression analysis. Study findings indicate that all independent variables had a positive and significant effect on employee job satisfaction. More findings show that, the moderating effect of CSR orientation on pay and benefit reduces employee satisfaction, while equity and diversity, and training increases employee job satisfaction. Thus, the study conclude that pay and benefits are motivating factor to employees job satisfaction, fair treatment of workers in accordance with their individual needs and circumstances in the workplace contributes to employee job satisfaction . Training programs enhances employee job satisfaction. Therefore the study recommends that organizations should be diversity training programs with compulsory participation for all employees and offer equal opportunities for employees in terms of promotion and also education scholarships. There is also need for the organization to provide allowances for employees on participation of social responsibility.