Employee-Perceived Social Responsibility and Turnover Intention: Mediating Roles of Job Satisfaction and Organizational Commitment

Abstract

Foreign corporations' mastery of advanced management methods may constitute a threat to Algerian National Corporations, particularly in terms of the turnover issue. One of the proposed solutions to mitigate turnover intentions is corporate social responsibility practices that are related to employees' self-interests, which may enhance their positive attitudes toward the corporation. The purpose of this study is to investigate the sequential roles of job satisfaction and organizational commitment in the causal relationship between employee-perceived social responsibility and turnover intention. Therefore, ninety (90) questionnaires were distributed in the national hydrocarbon corporation’s production directorate at Hassi R'Mel. However, eighty (80) valid questionnaires were retrieved for analysis. The measurement model and the structural model were assessed using partial least squares structural equation modelling. Employee-perceived social responsibility decrease turnover intention entirely through job satisfaction but not through organizational commitment, according to bias-corrected bootstrap confidence intervals. Hence, the examined corporation must pay more attention to the corporate social responsibility that may be perceived by its employees to improve job satisfaction and organizational commitment among them, as well as to reduce their turnover intentions.