Corporate Social Responsibility and Organisation Attractiveness to Jobseekers

Corporate Social Responsibility and Organisation Attractiveness to Jobseekers

Author by Dr. Nneoma Amos

Language: English

Abstract

Empirical evidence has it that the ability of an organisation to remain competitive and to achieve other strategic goals is largely dependent on its ability to attract and retain workers with the requisite knowledge, skills and attitude. To this end, organisations use several strategies to ensure their attractiveness to jobseekers that possess needed qualification and experience. Corporate Social Responsibility (CSR) has become a powerful tool that many organisations use to attract the interest of needed manpower. However there appears to be a dearth in research effort into the effects of the key dimensions of CSR on organisational attractiveness to jobseekers. Also, the CSR -organisation attractiveness relationship has not been fully understood especially in the context of a developing economy such as that of Nigeria. A major significance of this investigation is that it attempts to fill a void which hitherto existed in literature in the Nigerian context. Prior to this study, little or no attention was given to the relationship between CSR and organisational attractiveness had received little or no attention of researchers. Using Dahlsrud’s five key dimensions of CSR and conceptual framework, this study modelled the relationship between CSR and organisational attractiveness to jobseekers using Nigeria’s oil and gas sector as a case study. A questionnaire was designed and copies distributed to 400 jobseekers out of which 132 were found to be useful. Cronbach alpha result shows that research instruments were valid and reliable. Multiple regression analysis was used to test the relationship between the five key dimensions of CSR and organisational attractiveness. Results show the existence of a significant relationship between all five dimensions of CSR and organisation attractiveness to jobseekers. The paper concludes that for organisations to continue to attract the requisite manpower, continuous investment in CSR initiatives is important.


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