Background of the Study
Corporate Social Responsibility (CSR) refers to a company's commitment to contribute positively to society through ethical practices, environmental sustainability, community development, and philanthropy. CSR has evolved from a peripheral concern to a core aspect of business strategy, as organizations realize its potential in enhancing brand reputation and stakeholder relationships. In Nigeria, CSR is increasingly seen as essential for promoting corporate citizenship, attracting talent, and fostering employee loyalty. Julius Berger Nigeria Plc, one of the leading construction companies in the country, is a prime example of a firm that has integrated CSR into its business operations.
The company has long been committed to community development initiatives, environmental sustainability, and philanthropic activities, particularly in regions where its projects are located. In Benue State, where Julius Berger has substantial infrastructural projects, the company has engaged in various CSR programs aimed at improving local communities’ living standards, such as building schools, providing healthcare services, and supporting agricultural development. This focus on CSR has implications not only for the communities served but also for the company’s internal stakeholders—its employees.
There is evidence suggesting that CSR activities can influence employee commitment by enhancing job satisfaction, organizational trust, and emotional attachment to the company. Employees who perceive their organization as socially responsible tend to identify more strongly with its values, which, in turn, can lead to higher levels of organizational commitment (Akinboade & Moyo, 2023). However, the direct impact of CSR on employee commitment in the context of Julius Berger Nigeria Plc, particularly in Benue State, remains under-explored. This study seeks to fill this gap by examining how the company’s CSR activities influence employee commitment within the region.
Statement of the Problem
While Julius Berger Nigeria Plc has a strong track record of CSR activities, the specific impact of these efforts on employee commitment, particularly in Benue State, has not been adequately studied. Understanding how CSR initiatives affect employee commitment can provide valuable insights for improving organizational strategies, enhancing employee engagement, and fostering greater job satisfaction. This study seeks to explore the relationship between CSR and employee commitment at Julius Berger in Benue State.
Objectives of the Study
To assess the impact of CSR activities on employee commitment at Julius Berger Nigeria Plc in Benue State.
To determine whether employees’ perception of CSR influences their job satisfaction and loyalty to the company.
To explore the role of CSR in enhancing organizational trust and emotional attachment among employees.
Research Questions
How do CSR activities influence employee commitment at Julius Berger Nigeria Plc in Benue State?
Does the perception of CSR by employees affect their job satisfaction and organizational loyalty?
What role does CSR play in enhancing organizational trust and emotional attachment among employees at Julius Berger?
Research Hypotheses
CSR activities have a significant positive impact on employee commitment at Julius Berger Nigeria Plc in Benue State.
Employees who perceive CSR initiatives as beneficial are more likely to demonstrate higher levels of job satisfaction and loyalty to the company.
CSR initiatives foster organizational trust and emotional attachment among employees at Julius Berger Nigeria Plc.
Scope and Limitations of the Study
This study will focus on Julius Berger Nigeria Plc employees in Benue State, analyzing the impact of CSR on employee commitment. Limitations may include potential biases in employee perceptions of CSR and challenges in measuring emotional attachment and organizational trust.
Definitions of Terms
Corporate Social Responsibility (CSR): The commitment of a company to conduct business in an ethical manner, focusing on social, environmental, and economic concerns.
Employee Commitment: The emotional attachment and loyalty an employee has toward their organization, which can influence job performance and retention.
Organizational Trust: The belief that the organization’s actions align with employees' interests and values.
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