How to Improve Employee Psychological Well-Being? CSR as a Sustainable Way

The purpose of this study is to examine how internal CSR and external CSR affect employee psychological well-being. The results of a longitudinal study using data collected from 543 employees at two points in time suggest that self-regulatory resources positively mediate the relationship between internal CSR and employee psychological well-being. In addition, using a configuration approach, this study finds that the mediating effect of self-regulatory resources on the relationship between external CSR and employee psychological well-being is not universal but rather can be moderated by employee attitudes toward business ethics. Specifically, this study finds that self-regulatory resources positively mediate the relationship between external CSR and employee psychological well-being for those with high levels of business ethics attitudes, and vice versa. To the best of our knowledge, this study is the first to systematically propose and examine how self-regulatory resources mediate the relationship between CSR and employee psychological well-being, and how employee attitudes toward business ethics moderate this relationship, and should serve as a catalyst to future studies.

Automated summary

This study reveals that self-regulatory resources mediate the relationship between internal CSR and employee psychological well-being, and the mediating effect between external CSR and employee psychological well-being is moderated by employee attitudes toward business ethics. For those with high levels of business ethics attitudes, self-regulatory resources positively mediate the relationship between external CSR and employee psychological well-being.