過去研究主要著重在宏觀層次，或是檢驗企業社會責任對員工態度的直接影響。與先前研究不同，本研究的目標是探討企業社會責任如何影響個人層面的態度與依變項(情感承諾與工作績效)，並檢定潛在的中介效果(工作意義與組織認同)。研究結果顯示，員工對企業社會責任的認知與 (a) 情感承諾呈正相關，組織認同與工作意義皆具有部分中介效果；(b) 工作績效呈正相關，工作意義具有完全中介效果，但組織認同並無中介效果。本研究的學術與實務貢獻亦會進行探討。

Unlike previous research that focuses on macro-level factors or examines the direct effect of perceived corporate social responsibility (CSR) on employee attitudes, the objective of this study was to extend our knowledge with regards to how CSR practices of organizations influence individual-level attitudes and outcomes (i.e., affective commitment and job performance), and the mediating mechanism of these relationships (through work meaningfulness and organizational identification). The results showed that employee perceptions of CSR were positively associated with (a) affective commitment with the relationship being partially mediated by organizational identification and work meaningfulness and (b) job performance with work meaningfulness fully mediating the relationship but not organizational identification. Theoretical and practical implications were discussed.

"[Chapter 1 Introduction + 1]"
"[Chapter 2 Literature Review + 6]"
"[Corporate Social Responsibility + 6]"
"[The Antecedents of CSR + 8]"
"[The Outcomes of CSR + 11]"
"[Hypothesis Development + 13]"
"[Chapter 3 Method + 20]"
"[Sample and Procedure + 20]"
"[Demographics + 20]"
"[Measures + 21]"
"[Corporate Social Responsibility + 21]"
"[Work Meaningfulness + 22]"
"[Organizational Identification + 23]"
"[Affective Commitment + 23]"
"[Job Performance + 23]"
"[Control Variables + 24]"
"[Analytical Strategy + 24]"
"[Chapter 4 Results + 26]"
"[Correlations + 26]"
"[Confirmatory Factor Analysis + 27]"
"[Tests of Hypotheses + 29]"
"[Chapter 5 Discussion + 39]"
"[Theoretical Implications + 39]"
"[Practical Implications + 41]"
"[Limitations and Future Research + 42]"
"[References + 44]"
"[Appendix A The First Survey + 58]"
"[Appendix B The Second Survey + 60]"
"[Appendix C The Third Survey + 61]"

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