Author(s):
Rego, Arménio ; Leal, Susana ; Cunha, Miguel Pina e ; Faria, Jorge ; Pinho, Carlos
Date: 2009
Persistent ID: http://hdl.handle.net/10400.15/1752
Origin: Repositório Científico do Instituto Politécnico de Santarém
Subject(s): Perceptions of corporate citizenship; Psychological climate; Affective commitment; Culture; Inconsistency between perceptions of corporate citizenship dimensions; Perceptions of corporate citizenship; Perceptions of corporate citizenship; Psychological climate; Psychological climate; Affective commitment; Affective commitment; Culture; Culture; Inconsistency between perceptions of corporate citizenship dimensions; Inconsistency between perceptions of corporate citizenship dimensions
Description
Through a convenience sample of 260 employees, the study shows how employees’ perceptions about corporate citizenship (CC) predict their affective commitment. The study was carried out in Portugal, a high in-group and low societal collectivistic culture. Maignan et al.’s (1999, Journal of the Academy of Marketing Science27(4), 455–469) construct, including economic, legal, ethical, and discretionary responsibilities was used. The main findings are: (a) contrary to what has been presumed in the literature, the discretionary dimension includes two factors: CC toward employees and toward community; (b) perceptions of CC explain 35% of unique variance of affective commitment; (c) the best predictors are perceptions of economic and legal CC and, mainly, perceptions of discretionary CC toward employees; (d) the perceptions of discretionary CC toward employees are significantly better predictors of affective commitment than are perceptions of economic, ethical, and discretionary CC toward the community; (e) perceived inconsistency of the several CC dimensions is detrimental to employees’ affective commitment. The study questions the four-dimensional model of the CC construct as operationalized by Maignan et al., suggests that culture should be included as a moderating variable in future research, and stresses that affective commitment may decrease when employees perceive that their organizations act upon the several areas of CC inconsistently.
