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Conséquences de la responsabilité sociale de l’entreprise sur l’engagement organisationnel des salariés : l’apport des théories de la justice organisationnelle.

Abstract : While research on CSR has so far been largely developed at the macro level, looking at the impact of these policies on employees (individual level of analysis or micro CSR) is an innovative approach (Rupp et al., 2006). Indeed, the employees are the functional core in the success of the CSR policy. They are more likely to evaluate and react to CSR activities. CSR can be considered from the perspective of organizational justice theories (Rupp, 2011). In particular, through third-party justice research (DeCremer and van Hiel, 2006, Skarlicki and Kulik, 2005), it is possible to examine employees' perceptions of their organization's policy towards external stakeholders. Employees can judge the distributive, procedural and interactional justice of their organization (Colquitt et al., 2001).The purpose of this thesis is precisely to study the consequences of justice perceptions towards external stakeholders on employee attitudes and behaviors, including organizational commitment. It is also important to understand the mechanisms that link employees' perception of justice with their attitudinal and behavioral responses because each employee is unique in his own psychological reactions. We propose to integrate the deontic justice with other psychological mechanisms in mediation or moderation to better explain organizational commitment.
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Khadija Bouraoui. Conséquences de la responsabilité sociale de l’entreprise sur l’engagement organisationnel des salariés : l’apport des théories de la justice organisationnelle.. Gestion et management. Université de Pau et des Pays de l'Adour; Institut supérieur de gestion (Tunis), 2019. Français. ⟨NNT : 2019PAUU2050⟩. ⟨tel-02879871⟩

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