The aim of this research is to investigate the influence of Corporate Social Responsibility (CSR) initiatives on employee engagement through the len
Research Aim
The aim of this research is to investigate the influence of Corporate Social Responsibility (CSR) initiatives on employee engagement through the lens of organisational values alignment.
Objectives
To understand the effectiveness of CSR initiatives in enhancing employee engagement and productivity:
To examine the influence of organisational values alignment as a mediator between CSR initiatives and employee engagement:
To assess the extent of employees' participation in an organisation's CSR initiatives and its correlation with the authenticity of the CSR efforts:
Research Questions:
How do CSR initiatives impact employee engagement in the manufacturing industry?
What role does organisational values alignment play in mediating the relationship between CSR initiatives and employee engagement?
How does perceived CSR authenticity influence employee engagement within manufacturing firms?
Detailed Instructions for the Statistician
1. Descriptive Statistics:
Objective: Summarize the general characteristics of the data.
Tasks:
Calculate the mean, median, standard deviation, and range for each continuous variable.
Provide frequency distributions for categorical variables.
Variables:
Demographic Information:
Gender
Age
Education Level
Position Level
Duration of Employment
CSR Initiatives and Perceptions:
Awareness of CSR Initiatives
Involvement in CSR Initiatives
Environmental, Social, Economic, Stakeholder, Voluntariness Dimensions
Perceptions of Scope, Authenticity, Impact
Employee Engagement:
Vigor
Dedication
Absorption
Organizational Values Alignment and CSR Authenticity:
Congruence between personal and organisational values
Perception of genuine, sincere CSR efforts
2. Reliability Analysis:
Objective: Evaluate the internal consistency of the scales used in the questionnaire.
Tasks:
Calculate Cronbachs alpha for each scale.
Scales to Analyse:
CSR Initiatives (Environmental, Social, Economic, Stakeholder, Voluntariness)
Employee Engagement (Vigor, Dedication, Absorption)
Organizational Values Alignment
CSR Authenticity
3. Correlation Analysis:
Objective: Assess the strength and direction of relationships between variables.
Tasks:
Calculate Pearson's correlation coefficient for pairs of related variables.
Key Relationships to Explore:
CSR Initiatives and Employee Engagement
Values Alignment and Employee Engagement
CSR Authenticity and Values Alignment
4. Regression Analysis:
Objective: Examine the influence of CSR initiatives on employee engagement.
Tasks:
Conduct multiple regression analysis to test the direct impact of CSR initiatives on employee engagement.
Perform mediation analysis using the PROCESS macro by Andrew F. Hayes to explore the mediating role of organisational values alignment.
Models to Test:
Model 1: CSR Initiatives Employee Engagement
Model 2: CSR Initiatives Values Alignment (Mediator) Employee Engagement
5. Inferential Statistics:
Objective: Determine the strength of relationships between various CSR dimensions and employee engagement.
Tasks:
Conduct t-tests or ANOVA to assess differences in engagement based on demographic variables.
Examine the influence of CSR dimensions on job satisfaction, commitment, work engagement, and turnover intention.
Analyses to Conduct:
Differences in employee engagement based on gender, age, education level, ethnicity, position level, and duration of employment.
Influence of different CSR dimensions (environmental, social, economic, stakeholder, voluntariness) on employee engagement components (vigor, dedication, absorption).
6. Influence Analysis:
Objective: Explore the influence of CSR initiatives on various aspects of employee engagement.
Tasks:
Analyse how CSR initiatives affect specific engagement components and organisational outcomes.
Variables to Analyse:
Engagement with Work Activities
Vigor Towards Job Responsibilities
Sense of Belonging and Commitment
Alignment with Organizational Goals
Pride in the Organization
Advocacy and Recommendation
7. Values Alignment Analysis:
Objective: Investigate the role of values alignment on job satisfaction, commitment, work engagement, and turnover intention.
Tasks:
Examine the responses related to values alignment and its impact on various organisational parameters.
Key Variables:
Perceived Fit with Organizational Culture
Impact of Values Alignment on Job Satisfaction
Influence of Organizational Values on Commitment
Alignment Impact on Work Engagement
Perception of Values in Daily Operations
Values Alignment and Employee Turnover Intention
Reporting Guidelines
Descriptive Statistics:
Present mean, median, standard deviation, and range for continuous variables.
Use tables or charts to display frequency distributions for categorical variables.
Reliability Analysis:
Report Cronbachs alpha values for each scale, indicating internal consistency.
Correlation Analysis:
Display Pearson's correlation coefficients in a correlation matrix, highlighting significant relationships.
Regression and Mediation Analysis:
Report beta coefficients, p-values, and R values for regression models.
Present direct, indirect, and total effects from mediation analysis, including significance levels.
Inferential Statistics:
Detail results of t-tests or ANOVA, focusing on significant differences.
Highlight key findings related to the impact of CSR dimensions on engagement and other organisational outcomes.
Influence Analysis and Values Alignment:
Use graphs or tables to illustrate the effects of CSR initiatives on various engagement components.
Summarize findings related to values alignment and its impact on job satisfaction, commitment, work engagement, and turnover intention.
Significant Findings and Insights:
Clearly report significant trends, relationships, and insights from the data.
Provide actionable recommendations to enhance CSR initiatives and employee engagement.
Visual Representation:
Use graphs, charts, and tables to illustrate key findings clearly and concisely.
Include visual aids to help interpret complex data relationships and trends.
Data Summary
Descriptive Statistics:
Continuous Variables:
Employee Engagement (EE):
Mean:
Median:
Standard Deviation:
Range:
Values Alignment (VA):
Mean:
Median:
Standard Deviation:
Range:
Awareness of CSR Initiatives (ACSR):
Mean:
Median:
Standard Deviation:
Range:
Involvement in CSR Initiatives (ICSR):
Mean:
Median:
Standard Deviation:
Range:
Categorical Variables:
Gender:
Female:
Male:
Job Level:
Entry-level:
Mid-level:
Senior-level:
Reliability Analysis:
Cronbachs Alpha Values:
Employee Engagement Scale:
Values Alignment Scale:
Awareness of CSR Initiatives Scale:
Involvement in CSR Initiatives Scale:
Correlation Analysis:
Pearsons Correlation Coefficients:
EE and VA: r = , p <
EE and ACSR: r = , p <
EE and ICSR: r = , p <
VA and ACSR: r = , p <
VA and ICSR: r = , p <
Regression Analysis:
Beta Coefficients, p-values, and R Values:
Model: EE ~ VA + ACSR + ICSR
Intercept: = , p <
VA: = , p <
ACSR: = , p <
ICSR: = , p <
R:
Mediation Analysis:
Direct Effect of CSR on EE: = , p <
Indirect Effect through VA: = , p <
Total Effect: = , p <
Inferential Statistics:
T-tests or ANOVA Results:
T-test for Gender Differences in EE:
ANOVA for Job Level Differences in EE:
Influence Analysis and Values Alignment:
Effects of CSR Initiatives on Various Engagement Components:
Job Satisfaction:, =, p <
Commitment:, =, p <
Turnover Intention:, = , p <
Comprehensive Statistical Analysis Plan
1. Descriptive Statistics
Objective: Summarize the general characteristics of the data.
Continuous Variables: Calculate the mean, median, standard deviation, and range for each continuous variable.
Categorical Variables: Provide frequency distributions for categorical variables.
Variables:
Demographic Information: Gender, Age, Education Level, Position Level, Duration of Employment.
CSR Initiatives and Perceptions: Awareness of CSR Initiatives, Involvement in CSR Initiatives, Environmental, Social, Economic, Stakeholder, Voluntariness Dimensions, Perceptions of Scope, Authenticity, Impact.
Employee Engagement: Vigor, Dedication, Absorption.
Organizational Values Alignment and CSR Authenticity: Congruence between personal and organisational values, Perception of genuine, sincere CSR efforts.
2. Reliability Analysis
Objective: Evaluate the internal consistency of the scales used in the questionnaire.
Tasks: Calculate Cronbachs alpha for each scale.
Scales to Analyse:
CSR Initiatives (Environmental, Social, Economic, Stakeholder, Voluntariness)
Employee Engagement (Vigor, Dedication, Absorption)
Organizational Values Alignment
CSR Authenticity
3. Correlation Analysis
Objective: Assess the strength and direction of relationships between variables.
Tasks: Calculate Pearson's correlation coefficient for pairs of related variables.
Key Relationships to Explore:
CSR Initiatives and Employee Engagement
Values Alignment and Employee Engagement
CSR Authenticity and Values Alignment
4. Regression Analysis
Objective: Examine the influence of CSR initiatives on employee engagement.
Tasks: Conduct multiple regression analysis to test the direct impact of CSR initiatives on employee engagement. Perform mediation analysis using the PROCESS macro by Andrew F. Hayes to explore the mediating role of organisational values alignment.
Models to Test:
Model 1: CSR Initiatives Employee Engagement
Model 2: CSR Initiatives Values Alignment (Mediator) Employee Engagement
5. Group Comparisons
Objective: Determine the strength of relationships between various CSR dimensions and employee engagement.
Tasks: Conduct t-tests or ANOVA to assess differences in engagement based on demographic variables. Examine the influence of CSR dimensions on job satisfaction, commitment, work engagement, and turnover intention.
Analyses to Conduct:
Differences in employee engagement based on gender, age, education level, ethnicity, position level, and duration of employment.
Influence of different CSR dimensions (environmental, social, economic, stakeholder, voluntariness) on employee engagement components (vigor, dedication, absorption).
6. Influence Analysis
Objective: Explore the influence of CSR initiatives on various aspects of employee engagement.
Tasks: Analyse how CSR initiatives affect specific engagement components and organisational outcomes.
Variables to Analyse:
Engagement with Work Activities
Vigor Towards Job Responsibilities
Sense of Belonging and Commitment
Alignment with Organizational Goals
Pride in the Organization
Advocacy and Recommendation
7. Values Alignment Analysis
Objective: Investigate the role of values alignment on job satisfaction, commitment, work engagement, and turnover intention.
Tasks: Examine the responses related to values alignment and its impact on various organisational parameters.
Key Variables:
Perceived Fit with Organizational Culture
Impact of Values Alignment on Job Satisfaction
Influence of Organizational Values on Commitment
Alignment Impact on Work Engagement
Perception of Values in Daily Operations
Values Alignment and Employee Turnover Intention
Reporting Guidelines
Descriptive Statistics: Present mean, median, standard deviation, and range for continuous variables. Use tables or charts to display frequency distributions for categorical variables.
Reliability Analysis: Report Cronbachs alpha values for each scale, indicating internal consistency.
Correlation Analysis: Display Pearson's correlation coefficients in a correlation matrix, highlighting significant relationships.
Regression and Mediation Analysis: Report beta coefficients, p-values, and R values for regression models. Present direct, indirect, and total effects from mediation analysis, including significance levels.
Inferential Statistics: Detail results of t-tests or ANOVA, focusing on significant differences. Highlight key findings related to the impact of CSR dimensions on engagement and other organisational outcomes.
Influence Analysis and Values Alignment: Use graphs or tables to illustrate the effects of CSR initiatives on various engagement components. Summarize findings related to values alignment and its impact on job satisfaction, commitment, work engagement, and turnover intention.
Significant Findings and Insights: Clearly report significant trends, relationships, and insights from the data. Provide actionable recommendations to enhance CSR initiatives and employee engagement.
Visual Representation: Use graphs, charts, and tables to illustrate key findings clearly and concisely. Include visual aids to help interpret complex data relationships and trends.
