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Employee job performance through internal corporate social responsibility, happiness at work, and intention to stay.

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Τίτλος: Employee job performance through internal corporate social responsibility, happiness at work, and intention to stay.
Συγγραφείς: Umair S; College of Commerce and Business Administration, Dhofar University, Salalah, Oman., Waqas U; College of Commerce and Business Administration, Dhofar University, Salalah, Oman., Mrugalska B; Faculty of Engineering Management, Poznan University of Technology, Poznan, Poland., Bystrov I; College of Business, University of Buraimi, Al-Buraimi, Oman.
Πηγή: Work (Reading, Mass.) [Work] 2026 Aug; Vol. 84 (4), pp. 1087-1098. Date of Electronic Publication: 2026 Mar 08.
Τύπος έκδοσης: Journal Article
Γλώσσα: English
Στοιχεία περιοδικού: Publisher: IOS Press Country of Publication: United States NLM ID: 9204382 Publication Model: Print-Electronic Cited Medium: Internet ISSN: 1875-9270 (Electronic) Linking ISSN: 10519815 NLM ISO Abbreviation: Work Subsets: MEDLINE
Imprint Name(s): Publication: 1999- : Amsterdam : IOS Press
Original Publication: Reading, MA : Andover Medical Publishers, c1990-
Ιατρικοί όροι (MeSH): Work Performance*/standards , Work Performance*/statistics & numerical data , Happiness* , Social Responsibility* , Intention*, Workplace/psychology ; Workplace/standards ; Humans ; Female ; Surveys and Questionnaires ; Job Satisfaction ; Adult ; Male ; Organizational Culture
Περίληψη: BackgroundFor any organization, it is crucial to understand that its internal CSR practices should be perceived positively and enhance satisfaction and happiness, ultimately leading to its employees' long-term intention to stay and improved job performance.ObjectiveDrawing on social exchange theory and social identity theory, the study examines the role of internal CSR in promoting employee happiness, intention to stay, and job performance through top management support.MethodsThe data were collected using a self-administered survey and convenience sampling. Initially, 450 questionnaires were distributed among hotel staff at various levels; however, only 293 questionnaires were used for further analysis. Notably, 70.30% of the respondents were male and 29.70% female, with the majority being young adults aged 20-30 (53.24%) and 30-40 (25.94%). PLS-SEM using Smart PLS (4.0) was used to test the proposed hypotheses.ResultsTop management support moderates the relationship between internal CSR and happiness at work. The findings also show that happiness at work mediates the relationship between internal CSR and employee intention to stay. Intention to stay mediates the relationship between happiness at work and employee job performance. Finally, the study results indicate that happiness at work and intention to stay sequentially mediate the relationship between internal CSR and employee job performance.ConclusionsInternal CSR practices such as work-life balance initiatives, fair treatment, employee development, and inclusive policies are essential for promoting well-being. Organizations that focus on these practices are better able to improve employee satisfaction, happiness, their long-term stay, and job performance.
Competing Interests: Declaration of conflicting interestsThe authors declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.
Contributed Indexing: Keywords: corporate social responsibility; employee happiness; intention to stay; job performance; sustainability; top management support
Entry Date(s): Date Created: 20260309 Date Completed: 20260725 Latest Revision: 20260725
Update Code: 20260725
DOI: 10.1177/10519815261423150
PMID: 41796689
Βάση Δεδομένων: MEDLINE
FullText Text:
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  Data: Employee job performance through internal corporate social responsibility, happiness at work, and intention to stay.
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  Data: <searchLink fieldCode="AU" term="%22Umair+S%22">Umair S</searchLink>; College of Commerce and Business Administration, Dhofar University, Salalah, Oman.<br /><searchLink fieldCode="AU" term="%22Waqas+U%22">Waqas U</searchLink>; College of Commerce and Business Administration, Dhofar University, Salalah, Oman.<br /><searchLink fieldCode="AU" term="%22Mrugalska+B%22">Mrugalska B</searchLink>; Faculty of Engineering Management, Poznan University of Technology, Poznan, Poland.<br /><searchLink fieldCode="AU" term="%22Bystrov+I%22">Bystrov I</searchLink>; College of Business, University of Buraimi, Al-Buraimi, Oman.
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  Data: <searchLink fieldCode="JN" term="%229204382%22">Work (Reading, Mass.)</searchLink> [Work] 2026 Aug; Vol. 84 (4), pp. 1087-1098. <i>Date of Electronic Publication: </i>2026 Mar 08.
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  Data: <i>Publication</i>: 1999- : Amsterdam : IOS Press<br /><i>Original Publication</i>: Reading, MA : Andover Medical Publishers, c1990-
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  Data: <searchLink fieldCode="MM" term="%22Work+Performance%22">Work Performance*</searchLink>/<searchLink fieldCode="MM" term="%22Work+Performance+standards%22">standards</searchLink> <br /><searchLink fieldCode="MM" term="%22Work+Performance%22">Work Performance*</searchLink>/<searchLink fieldCode="MM" term="%22Work+Performance+statistics+%26+numerical+data%22">statistics & numerical data</searchLink> <br /><searchLink fieldCode="MM" term="%22Happiness%22">Happiness*</searchLink> <br /><searchLink fieldCode="MM" term="%22Social+Responsibility%22">Social Responsibility*</searchLink> <br /><searchLink fieldCode="MM" term="%22Intention%22">Intention*</searchLink><br /><searchLink fieldCode="MH" term="%22Workplace%22">Workplace</searchLink>/<searchLink fieldCode="MH" term="%22Workplace+psychology%22">psychology</searchLink> ; <searchLink fieldCode="MH" term="%22Workplace%22">Workplace</searchLink>/<searchLink fieldCode="MH" term="%22Workplace+standards%22">standards</searchLink> ; <searchLink fieldCode="MH" term="%22Humans%22">Humans</searchLink> ; <searchLink fieldCode="MH" term="%22Female%22">Female</searchLink> ; <searchLink fieldCode="MH" term="%22Surveys+and+Questionnaires%22">Surveys and Questionnaires</searchLink> ; <searchLink fieldCode="MH" term="%22Job+Satisfaction%22">Job Satisfaction</searchLink> ; <searchLink fieldCode="MH" term="%22Adult%22">Adult</searchLink> ; <searchLink fieldCode="MH" term="%22Male%22">Male</searchLink> ; <searchLink fieldCode="MH" term="%22Organizational+Culture%22">Organizational Culture</searchLink>
– Name: Abstract
  Label: Abstract
  Group: Ab
  Data: BackgroundFor any organization, it is crucial to understand that its internal CSR practices should be perceived positively and enhance satisfaction and happiness, ultimately leading to its employees' long-term intention to stay and improved job performance.ObjectiveDrawing on social exchange theory and social identity theory, the study examines the role of internal CSR in promoting employee happiness, intention to stay, and job performance through top management support.MethodsThe data were collected using a self-administered survey and convenience sampling. Initially, 450 questionnaires were distributed among hotel staff at various levels; however, only 293 questionnaires were used for further analysis. Notably, 70.30% of the respondents were male and 29.70% female, with the majority being young adults aged 20-30 (53.24%) and 30-40 (25.94%). PLS-SEM using Smart PLS (4.0) was used to test the proposed hypotheses.ResultsTop management support moderates the relationship between internal CSR and happiness at work. The findings also show that happiness at work mediates the relationship between internal CSR and employee intention to stay. Intention to stay mediates the relationship between happiness at work and employee job performance. Finally, the study results indicate that happiness at work and intention to stay sequentially mediate the relationship between internal CSR and employee job performance.ConclusionsInternal CSR practices such as work-life balance initiatives, fair treatment, employee development, and inclusive policies are essential for promoting well-being. Organizations that focus on these practices are better able to improve employee satisfaction, happiness, their long-term stay, and job performance.
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  Label: Competing Interests
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  Data: Declaration of conflicting interestsThe authors declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.
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  Data: <i>Keywords: </i>corporate social responsibility; employee happiness; intention to stay; job performance; sustainability; top management support
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        Text: English
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