Do Employees’ Needs Matter for Corporate Social Responsibility Based Employer Attractiveness?

Abstract

Purpose: This article aims to shed light on how the corporate social responsibility (CSR) based employer attractiveness differs according to needs of potential talented employees
Methodology: Regression analysis, t-test and one-way ANOVA tests were performed on a sample of 384 people from Turkey.
Findings: It was concluded that there is a positive and significant relationship between esteem need and CSR based employer attractiveness. It was also concluded that a 5% reduction in salaries created a significant difference among potential workers in terms of CSR-based employer attractiveness perception. Lastly, it was determined that there was a significant difference between men and women in terms of CSR-based employer attractiveness.
Implications: It has been shown that companies that want to create employer attractiveness with CSR should act according to the needs of potential employees. In addition, it has been revealed that companies that want to use CSR as a factor which creates employer attractiveness should pay at least an industry average salary. Finally, it was emphasized that CSR creates more employer attractiveness for female employees.
Limitations: The lack of sufficient number of observations for each demographic group, the lack of data on the number of children of the participants, and the lack of use of qualitative data constitute the limitations of the research.

Keywords

• Corporate Social Responsibility
• Employer Attractiveness
• Esteem Need

Çalışan İhtiyaçları Kurumsal Sosyal Sorumluluk Temelli İşveren Çekiciliğinde Önemli midir?

Öz

Amaç: Bu makale, kurumsal sosyal sorumluluk (KSS) temelli işveren çekiciliğinin potansiyel çalışanların ihtiyaçlarına göre nasıl farklılaştığı sorusu ile ilgilenmektedir.
Yöntem: Türkiye'den 384 kişilik bir örneklem üzerinde regresyon analiz, t testi ve tek yönlü ANOVA testleri gerçekleştirilmiştir.
Bulgular: Saygınlık ihtiyacı ile KSS temelli işveren çekiciliği algısı arasında pozitif ve anlamlı bir ilişki olduğu sonucuna ulaşılmıştır. Ayrıca maaşlardaki %5’lik bir azalmanın KSS temelli işveren çekiciliği algısı açısından potansiyel çalışanlar arasında anlamlı bir fark oluşturduğu sonucu da elde edilmiştir. Son olarak ise kadın ve erkekler arasında da KSS temelli iş veren çekiciliği açısından anlamlı bir fark oluştuğu belirlenmiştir.
Sonuç ve Katkılar: KSS ile işveren çekiciliği oluşturmak isteyen firmaların potansiyel çalışanların ihtiyaçlarına göre hareket etmesi gerektiği gösterilmiştir. Ek olarak, KSS’yi işveren çekiciliği oluşturan bir unsur olarak kullanmak isteyen firmaların en az sektör ortalamasında bir maaş ödemesi gerektiği de ortaya koyulmuştur. Son olarak ise KSS’nin kadın çalışanlar için daha fazla işveren çekiciliği oluşturduğu vurgulanmıştır.
Sınırlılıklar: Her demografik grup için yeterli sayıda gözlemin olmaması, katılımcıların çocuk sayısı hakkında verinin olmaması ve nitel verinin kullanılmayışı araştırmanın sınırlılıklarını oluşturmaktadır.

Anahtar Kelimeler

• Kurumsal Sosyal Sorumluluk
• İşveren Çekiciliği
• Saygınlık İhtiyacı

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