UNIVERSITY OF

SINDH

BBA

(H)

Research Project

“Corporate Social Responsibility impact on Employee Commitment and Organizational Performance:

A Case Study of OGDCL Hyderabad Sindh, Pakistan”

ALI….

S/O

…….. KHAN

BATCH: 2K15

Institute of Business Administration (IBA)

BBA Evening Program
Elsa Kazi Campus Hyderabad
University of Sindh, Jamshoro Pakistan
2018
 SUPERVISOR’S CERTIFICATE

It is certified that the research work base under the title of “CORPORATE SOCIAL RESPONSIBILITY

IMPACT ON EMPLOYEE COMMITMENT AND ORGANIZATIONAL PERFORMANCE” has been

carried out by Alizaib S/O Haji Azmat Khan 2K15-HBBAE-5 a research scholar under the guidance of our

respectable teacher Prof: Dr. Intzar Lashari according to me the work is appropriate to fulfill the degree

requirement of BBA Hons.

SUPERVISOR
Prof: Dr. Intzar Lashari
Institute of Business Administration (IBA)
University of Sindh, Jamshoro Pakistan

1
 DEDICATION

This study is wholeheartedly dedicated to our beloved parents, who have been our source of inspiration and

gave us strength when we thought of giving up, who continually provide their moral, spiritual, emotional, and

financial support. To our teachers, brothers, sisters, and classmates who shared their words of advice and

encouragement to finish this study. And lastly, we dedicated this book to the Almighty God, thank you for the

guidance, strength, power of mind, protection and skills and for giving us a healthy life. All of these, we offer

to you.

2
 ACKNOWLEDGEMENTS

I am grateful to the God for the good health and wellbeing that were necessary to complete this project

report/thesis. I wish to express my sincere thanks to Prof: Dr. Intzar Lashari for providing me with all the

necessary facilities for the research. I am also grateful to lecturer, in the Department of BBA Evening Program

Elsa Kazi Campus I am extremely thankful and indebted to him for sharing expertise, and sincere and valuable

guidance and encouragement extended to me. I take this opportunity to express gratitude to all of the

Department faculty members for their help and support. I also thank my parents for the unceasing

encouragement, support and attention. I am also grateful to my partner who supported me through this

Project/Thesis.

3
ABSTRACT
This study analysis the complicated influence CSR on employee organizational commitment and
organizational performance. The important matter for corporate sustainable growth especially era of global
downturn. Researchers are advising corporations to consider amount spent on CSR as investment than
expenses. This study focused on employee’s perceptions towards CSR. The organization can enhance their
employee organizational commitment through involving themselves in social activities for instance identifying
needs of the community and fulfilling them, working for better environment, involving in employee welfare,
producing quality products for customers and complying with government rules and regulations and working
within legal atmosphere. All these activities significantly and positively influence employee commitment with
organization and improve organizational performance. This study based on 40 sample sizes and the response
collect through OGDCL Employee. This study provides important information to decision makers involved
designing employee related policies for uplifting moral and motivate them to remain loyal committed with
their organization and work hard for inspiring of organization.

Keywords: Corporate Social Responsibility, Employee Commitment, Organizational Performance.

4
TABLE OF CONTENTS
SUPERVISOR’S CERTIFICATE……………………………………………………………………………………………………1
DEDICATION………………………………………………………………………………………………………………………..2
ACKNOWLEDGEMENTS…………………………………………………………………………………………………………..3
ABSTRACT…………………………………………………………………………………………………………………………..4
TABLE OF CONTENTS……………………………………………………………………………………………………………..5

1. CHAPTER #01 INTRODUCTION…………………………………………………………………………………………....6

1.1 CORPORATE SOCIAL RESPONSIBILITY......................................................................................................6

1.2 EMPLOYEE COMMITMENT………………………………………………………………………………....6
1.3 PROBLEM IDENTIFICATION………………………………………………………………………………..6
1.4 OBJECTIVE OF THE STUDY………………………………………………………………………………....7
1.5 HYPOTHESISES……………………………………………………………………………………………….7
1.6 CONCEPTUAL FRAMEWORK……………………………………………………………………………….7
1.6.1 CORPORATE SOCIAL RESPONSIBILITY…………………………………………………………....8
1.6.2 EMPLOYEE COMMITMENT…………………………………………………………………………..8
1.6.3 ORGANIZATIONAL PERFORMANCE………………………………………………………………..8
1.7 MATHEMATICAL MODEL…………………………………………………………………………………...8

2. CHAPTER #02 LITERATURE REVIEW…………………………………………………………………………….............9

3. CHAPTER #03 METHODOLOGY……………………………………………………………………………………….......10

3.1 RESEARCH APPROACHES…………………………………………………………………………………...10

3.2 RESEARCH DESIGN………………………………………………………………………………………......10
3.3 TARGET POPULATION……………………………………………………………………………………….11
3.4 SAMLE FRAME…………………………………………………………………………………………….......11
3.5 SAMPLE SIZE…………………………………………………………………………………………………..11
3.6 RESEARCH INSTRUMENTS………………………………………………………………………………….11
3.7 SCALE USED……………………………………………………………………………………………….......11

4. CHAPTER #04 DATA ANALYSIS……………………………………………………………………………………….......12

4.1 DESCRIPTIVE…………………………………………………………………………………………………..12
4.2 CORRELATION…………………………………………………………………………………………….......12
4.3 REGRESSION…………………………………………………………………………………………………...12
GENERAL INFORMATION…………………………………………………………………………………………………..12
DESCRIPTIVE STATISTICS OF DEMOGRAPHIC DATA…………………………………………………………………17
RELIABILITY STATISTICS………………………………………………………………………………………………….18
MODEL SUMMARY………………………………………………………………………………………………………….19
COEFFICIENT OF ANOVA…………………………………………………………………………………………………..19
CORRELATION ANALYSIS…………………………………………………………………………………………………20
COEFFICIENT…………………………………………………………………………………………………………….......21
HYPHOTHESIS STATEMENT SUMMARY………………………………………………………………………………...21
MULTICOLLINEARITY……………………………………………………………………………………………………...21
VARIANCE INFLATION FACTOR……………………………………………………………………………………….....21

5. CHAPTER #05 CONCLUSION RECOMMENDATION AND SUGGESTION……………………………………….……22

5.1 INTRODUCTION………………………………………………………………………………………………22
5.2 LIMITATION OF RESEARCH……………………………………………………………………………......22
5.3 FINDINGS……………………………………………………………………………………………………...22
5.4 RECOMMENDATIONS AND SUGGESTIONS……………………………………………………………...23
CONCLUSION……………………………………………………………………………………………………………......23
BIBLOGRAPHY……………………………………………………………………………………………………………...24

5
APPENDIX…………………………………………………………………………………………………………………....25
.

6
 CHAPTER #01

INTRODUCTION

1. INTRODUCTION

OGDCL – The leading E&P Player in Pakistan

OGDCL is the national oil & gas company of Pakistan and t country’s exploration and production sector.
Established in 1961 by the Government of Pakistan, it was turned into a public listed company on 23 October
1997. The Company is the local market leader in terms of investments, production and property, and is listed
on Pakistan Stock exchange and also in the London Stock Exchange since December 2006. The Company is
all set to ride the wave of exploration and production activity, equipped with its Vision & Mission, Business
and Strategic Plan, a debt-free and strong balance sheet and healthy cash funds[ CITATION htt \l 1033 ].

More recently OGDCL ambit of their CSR operation for this purpose organizing and executing initiative that
includes communities d beneficiaries even outside our areas of operation in a big way and small OGDCL
believes in making differences in changing lives for the better for all the communities[ CITATION www \l 1033 ].

1.1 Corporate Social Responsibility

CSR is a main activity of any organization. In CSR activities organization provide facilities for their
employees like Education, Health and Sport activities etc.
Today’s OGDCL has attained the benchmark position as an industry leader in oil and gas exploration and
production, aspiring to become a regional player owing to its financial and operation muscle. The Company
operates with certain core values including Merit, Integrity, Teamwork, Safety, Dedication and Innovation,
which are implemented in letter and spirit[ CITATION www1 \l 1033 ].

1.2 EMPLOYEE COMMITMENT:

Employee commitment seems to an important factor an achieving organization success. Employee with high
commitment to an organization see themselves as an integral part of the organization such. Employee become
creatively involved in the organizations mission and values [CITATION 1Pe14 \l 1033 ]. OGDCL being the
leading flag carrel of Exploration and Production sector of Pakistan has been dignity committed to their
employees.

1.3 PROBLEM IDENTIFICATION:

One of the most discuss topic of current study is employee commitment and corporate social responsibility.
CSR is a significant impact of competitiveness become relevant during the period of economic decision when
business is dignity. Company have various potential to affect change in the community and the environment
by investing in CSR initiative. As we discuss here the OGDCL Hyderabad there is a need of such type of
initiative, that will increase the productivity of OGDCL sector Hyderabad leaders who stay aware CSR and the
implications for their organization will be able to make the most inform decision. The current study focused
on CSR and employee commitment, CSR increases employee commitment level with the organization. This
study also focused on effects of the disclosure CSR employee commitment and organizational performance.
This unique study emerged variables in one place. This study proves that CSR support employee
organizational commitment.
7
1.4 OBJECTIVE OF THE STUDY:
The general of objective study is to examine corporate social responsibility and employee commitment in the
OGDCL Hyderabad Sindh, Pakistan.
1- To access the relationship of Corporate Social Responsibilities with Organizational Performance.
2- Investigate the impact of Employee Commitment on Organization Performance.

1.5 HYPOTHESISES
Hypothesis is a propositional statement to assume somethings or certain occurrences without the
supporting empirical evidence yet.  Reason we use hypothesis is to set certain assumed scenario, situation,
background etc. so that further scientific research or investigation can be embarked on [ CITATION Fun17 \l
1033 ].

H1: The CSR has positive and significant impact on Organizational Performance.
H2: Employee Commitment has positive and significant impact on Organizational
Performance.

1.6 CONCEPTUAL FRAME WORK

Conceptual framework is the idea of investigators by means of how the research problem should be
discovered. A conceptual framework actually is designed by the researcher[CITATION Placeholder1 \l
1033 ].

The current study is based on two independent variables and a dependent variable.
Two independent variables are Corporate Social Responsibility and Employee Organizational
Commitment.
And a dependent variable is Organizational Performance.

CORPORATE
SOCIAL
RESPONSIBILITY

ORGANIZATIONAL PERFORMANCE

EMPLOYEE
COMMITMENT
8
1.6.1. CORPORATE SOCIAL RESPONSIBILITY
Corporate social responsibility (CSR) is the independent variable of the study Organization used CSR
activities manage their business processes to produce an overall positive impact on society. It focused
sustainability, social impact and ethics.

1.6.2. EMPLOYEE COMMITMENT

Much like any relationship, commitment is at the heart of a healthy relations, when employees are committed
to their work. Employee commitment is the independent variable of the current study Committed employees
take ownership of their work and are ambassadors for their organization, both inside and outside of office
doors. The value of employee commitment is palpable in more ways than one.

1.6.3. ORGANIZATIONAL PERFORMANCE

Organizational performance is the dependent variable of the study it relates CSR and Employee Commitment.

1.7 MATHEMATICAL MODEL

A mathematical model is an abstract model that uses mathematical language to describe the performance of a
system[ CITATION htt11 \l 1033 ].
Model:
ŷ=a+bx
ŷ=dependent variable
b=constant
x=independent variable

REGRESSION MODEL

Y= B + βx

Organizational Performance = y = Dependent Variable

Constant = B
Corporate Social Responsibility = x1 = Independent Variable
Employee Organizational Commitment = x2 = Independent Variable

y= B + β1x1 + β2x2 + e

Organizational Performance = Constant + Corporate Social Responsibility + Employee Organizational

Commitment + error

9
The study has two independent variable including Corporate Social Responsibility and Employee
Organizational Commitment and one dependent variable which is Organizational Performance so the multiple
Regression is used to evaluate the impact of independent variable on Corporate Social Responsibility and
Employee Organizational Commitment.

CHAPTER #02

2. LITERATURE REVIEW

2. LITERATURE REVIEW

The researcher investigates that the complicated impacts of corporate social responsibility on organizational
performance and employee commitment. The important factor for corporation is justifiable progress. Specially
at the period of global depression. The study recommending corporations to spend deliberate amount as an
investment on corporate social responsibility then expenses. The research intensively focused on employee’s
perceptions towards CSR. The down motivation and nonappearance with the high turnover of the employee in
the organization is made apprehensive to companies. The corporate social responsibilities have significant
impact on employee performance and enhance organizational performance. The researcher work helps
decision maker to make their own policy related to employee job designing and their faithful committed with
organization[ CITATION DrC172 \l 1033 ].
Research has shown that corporate social responsibility influence on employees according to researcher a
recent global survey of corporate executives suggests, Company executive officers perceive that businesses
benefits from CSR because it increases attractiveness to potential and existing employees some researcher are
investigate the role of stockholders’ behavior as a main variable between CSR and financial [ CITATION Jea10 \l
1033 ].

The researcher suggested that CSR majorly describe its major impact on employee commitment and
organizational performance. Committed employee are consider as critical success factor any organization to
develop sound relationship with employee’s organization are using CSR as a strategic tool. This study
addresses this gap by analyzing the influences of CSR on employee commitment and organizational
performance[ CITATION Imr101 \l 1033 ].
As per researcher study the influence on CSR on perceived customer responses, it is not clear whether CSR
affect market value of the firm. The existing market shows that accumulating evidences for influence of
customer satisfaction on firm market value customer commitment play a vital role to improve the performance
of organization but CSR increase firm market value[ CITATION Xue131 \l 1033 ].
The researcher investigates the relationship between employee commitment on employee job performance.
Employee job performance emerged as a determinant of employee commitment. This study also reveals that
manager to pay special attention to past performance of employee commitment and all the factors which foster
employee commitment so as to increase employee performance then subsequently increase organizational
productivity. This study suggested that high employee commitment will create fairly high relationship
between employee commitment and organizational performance[ CITATION 1Pe141 \l 1033 ].
Organization commitment can be defined as affiliation of employee to the organization and involvement in it.
Commitment of employees can be important instrument for improving the performance of the
organization[ CITATION DrP121 \l 1033 ].

10
 CHAPTER #03

METHODOLOGY

3. METHODOLOGY
Research method
a body of methods, rules, and assumes employed by a discipline a particular technique or set of
actions[ CITATION htt19 \l 1033 ].

3.1. RESEARCH APPROACHES

Importance of research approach is a research according to researcher. Research approach is a plan and
procedure that consist of the following steps:
1) Data Collection
2) Analysis
3) Interpretation
4) Research approach is essentially divided into two categories
5) Approaches of data collection
6) Approaches of data analysis
7) Types of research approach for data collection
Figure # 1.
Research Approach

Data Collection Data Analysis

Qualitative Quantitative Deductive Inductive

The researcher uses deductive research as their research approach.
Deductive approach tastes the validity of assumptions (Hypothesis)

3.2. RESEARCH DESIGN

11
As per current study the researchers the research design is the overall study that use for research.
A research design is the set of methods and procedures used in collecting and analyzing measures of the
variables specified in the research problem research
[ CITATION htt1 \l 1033 ].

3.3. TARGET POPULATION

How many Employees are working?
Total 11,000 Employees are working in OGDCL.

3.4. SAMPLE FRAME

A sampling frame is the source material from which a sample is drawn. It is a list of all those within
a population who can be sampled[ CITATION htt5 \l 1033 ].

3.5. SAMPLE SIZE

The sample size is an important feature of any empirical study in which the goal is to make implications about
a population from a sample. In practice, the sample size used in a study is determined based on the expense of
data collection, and the need to have necessary statistical power
[ CITATION htt4 \l 1033 ].

3.6. RESEARCH INSTRUMENTS

QUESTIONNAIRE

A questionnaire is a research tool consisting of a series of questions (or other types of prompts) for the purpose
of gathering information from respondents.
[ CITATION htt2 \l 1033 ].

3.7. SCALE USED

LIKERT SCALE

A method of assigning quantitative value to qualitative data, to make it willing to statistical analysis. A
numerical value is assigned to each potential choice and a mean figure for all the responses is computed at the
end of the evaluation or survey. Likert scales usually have five potential choices (strongly agree, agree,
neutral, disagree, strongly disagree) its inventor, the US organizational-behavior psychologist Dr. Rensis
Likert[ CITATION htt15 \l 1033 ].

Figure # 2.
Data Sources

Primary Secondary

12
 CHAPTER #04

DATA ANALYSIS

4. ANALYSIS AND FINDING

In this section we have to analyze and discuss the relationship and impact of our dependent and independent
variable. The data is collected from primary a source i-e. Questionnaires during August 2018 to October 2018
in OGDCL Hyderabad City.

4.1. DESCRIPTIVE
Descriptive statistics are numbers that are used to review and describe data[ CITATION htt10 \l 1033 ].

4.2. CORRELATION
A correlation is a single number that defines the degree of relationship between two variables [ CITATION htt8 \l
1033 ].

4.3. REGRESSION
Regression analysis is used to study the relationship between two or more variables. Likewise, the regression
technique is used to observe changes in the dependent variable with changes in the independent
variables[ CITATION htt9 \l 1033 ].

13
GENERAL INFORMATION

The sample size of the current study is 40, response is taken from the employee working in OGDCL
Hyderabad. To give a good response total questionnaire are 19.
Response Rate Sample Percentage
Response 30 75%
Non-Response 10 25%
Total 40 100%

GENDER

Gender
Valid Cumulative
  Percent Percent Percent
Valid Male 60.0 60.0 60.0
Female 40.0 40.0 100.0
Total 100.0 100.0  

The above table show the frequency distribution of Gender.

Gender

Female Male
40% Female
Male
60%

The above pie chart shows 60% of male and 40% of female are given their responses.

14
MARITAL STATUS

Marital Status
Valid Cumulative
  Percent Percent Percent
Valid Married 86.7 86.7 86.7
Single 13.3 13.3 100.0
Total 100.0 100.0  

The above table show the frequency distribution of Marital Status.

Marital Status

Married
13%
Single

87%

The above pie chart shows 87% of Married respondent and 13% of Single respondent are given their
responses.

AGE GROUP

Age Group
Valid Cumulative
  Percent Percent Percent
Valid 20-29 13.3 13.3 13.3
30-39 20.0 20.0 33.3
40-49 56.7 56.7 90.0
52-Above 10.0 10.0 100.0
Total 100.0 100.0  
The above table show the frequency distribution of
Age Group.

AgeGroup
20-29
10% 13%
30-39
20% 40-49
52-Above
57%

15
 Experience The above pie chart shows 13% of 20-29
respondent 20% of 30-39 respondent 57% of 40-49
Education Degree respondent 10% of 52-above respondent are given
10%
Valid Cumulative
2to10years their responses.
  Percent 11to20years
47% Percent Percent
21to30years
Bachelor
43% 13.3 13.3 13.3
Degree
Valid Master EDUCATION DEGREE
86.7 86.7 100
Degree
Total 100 100  

The above table show the frequency distribution of Education Degree.

Education Degree

13%
BachelorDegree
MasterDegree

87%

The above pie chart shows 87% of Master Degree and 13% of Bachelor Degree are given their responses.
Experience EXPERIENCE
Valid Cumulative
  Percent Percent Percent
Valid 2to10years 46.7 46.7 46.7
11to20years 43.3 43.3 90.0
21to30years 10.0 10.0 100.0
Total 100.0 100.0  

The above table show the frequency distribution of Experience.

16
 Occupation
The above pie chart shows 47% of
Occupation
10% experience 2to10 years 43% of
Valid
Professional Cumulative
  Frequency Percent Non-professional
Percent Percent experience 11to20 years and 10% of
Vali Professional experience 21to30 years respondents
33% 57% 17 56.7 Others 56.7 56.7
d Non- 10 33.3 33.3 90.0 are given their responses.
professional
Others 3 10.0 10.0 100.0
Total 30 100.0 100.0   OCCUPATION

The above table show the frequency distribution of Occupation.

The above pie chart shows 57% of Professional respondent 33% of Non-Professional respondent and 10% of
Others respondent are given their responses.

17
DESCRIPTIVE STATISTICS OF DEMOGRAPHIC DATA:

Descriptive statistics are used to describe the basic features of the data in a study. They provide simple
summaries about the sample and the measures. Together with simple graphics analysis, they form the basis of
nearly every quantitative analysis of data[ CITATION htt17 \l 1033 ].

Descriptive Statistics
Std.
N Mean Deviation
Gender 30 1.40 .498
Marital Status 30 1.13 .346
Age Group 30 2.93 .980
Education 30 1.87 .346
Degree
Experience 30 2.93 .944
Occupation 30 1.53 .681
Valid N 30
(listwise)

The above table show the Descriptive Statistics of Demographic Data.

Descriptive Statistics
Std.
N Mean Deviation
Corporate Social 30 31.3000 2.15198
Responsibility
Employee Commitment 30 27.1667 1.80198
Organizational 30 28.7000 2.08690
Performance
Valid N (listwise) 30

The above table show the Descriptive Statistics of dependent and independent variable the
highest mean of the above is 31.3000 and the lowest mean IS 27.1667 and the highest standard
deviation is 2.15198 and the lowest standard deviation 1.80198.

18
RELIABILITY STATISTICS

Reliability in statistics and psychometrics is the overall consistency of a measure. A measure is said to have a

high reliability if it produces similar results under consistent conditions.[ CITATION htt18 \l 1033 ].

INDEPENDENT VARIABLE CORPORATE SOCIAL RESPONSIBILITY

Reliability Statistics
Cronbach's
Alpha Based on
Cronbach's Standardized
Alpha Items N of Items
.715 .715 7

The above table show the Reliability Statistics of independent variable is Corporate Social Responsibility and
Cronbach’s Alpha is .715 and number of item is .715.

INDEPENDENT VARIABLE EMPLOYEE COMMITMENT

Reliability Statistics
Cronbach's
Alpha Based
on
Cronbach's Standardized
Alpha Items N of Items
.659 .655 6
The above table show the Reliability Statistics of independent variable is Employee Commitment and
Cronbach’s Alpha is .659 and number of item is 6.

DEPENDENT VARIABLE ORGANIZATIONAL PERFORMANCE

Reliability Statistics
Cronbach's
Alpha Based
on
Cronbach's Standardized
Alpha Items N of Items
.924 .914 6

19
The above table show the Reliability Statistics of dependent variable is Organizational Performance and
Cronbach’s Alpha is .924 and number of item is 6.

MODEL SUMMARY

Model Summaryb

Adjusted
Mode R R Durbin-
l R Square Square Watson
1 .899a 0.808 0.726 1.787

a. Predictors: (Constant), Employee Commitment, Corporate Social Responsibility

b. Dependent Variable: Organizational Performance
The variation of adjusted R square is 0.726 the variation of 73 percent of the dependent variable is describe by
the independent variable in the model. The R square is 0.808 the variation of 81 percent. The value of Durbin
Watson shows 1.787. The auto correlation is present in the model, but the adjusted square is statistical
significant.

COEFFICIENT OF ANOVA
Analysis of Variance (ANOVA) consists of calculations that provide information about levels of variability
within a regression model and form a basis for tests of significance[ CITATION htt20 \l 1033 ].

ANOVAa
Sum of Mean
Model Squares Df Square F Sig.
1 Regression 71.808 7 10.11 71.99 .000b

Residual 28.072 228 0.99    

Total 99.88 235      

a. Dependent Variable: Organizational Performance

b. Predictors: (Constant), Employee Commitment, Corporate Social
Responsibility

20
for each distribution analysis table, the F ratio of 71.99 values (p0.01) indicate the regression of the dependent
variable. This means that Organizational Performance of the dependent variables is more consistent. The
variance analysis is used to predict whether the averages of the two groups is statistically significant or not.

CORRELATION ANALYSIS
Correlation analysis is a method of statistical evaluation used to study the strength of a relationship between
two, numerically measured, continuous variables[ CITATION htt16 \l 1033 ].

21
 Correlations
Employee
Coefficientsa
Corporate
Model Social Commitmen
UnstandardizedOrganizational
Standardized t Sig.
  Responsibility t
Coefficients Performance
Coefficients
Collinearity
Corporate Pearson 1    
Model Statistics
Social Correlation
Toleranc
Responsibility B
    Sig. (1-   e VIF   Std. Beta  
1 (Constant) tailed)     Error
N 1 (Constant) 30 7.172  0.174    6.050 0.000
  Corporate Social 0.829 1.206
Employee Pearson .413* 1  
Responsibility Corporate 0.180 0.590 0.857 2.984 0.000
Commitment Correlation
Social
  Employee 0.829 Responsibility
1.206
Sig. (1- 0.012    
Commitment Employee 0.299 0.722 0.058 4.409 0.001
tailed)
N Commitment 30 30  
**
Organizational Pearson -.440 0.032 1
Performance Correlation a. Dependent Variable: Organizational Performance

Sig. (1- 0.007 0.433  

tailed)
N 30 30 30

*. Correlation is significant at the 0.05 level (1-tailed).

**. Correlation is significant at the 0.01 level (1-tailed).

COEFFICIENT

22
 CHAPTER #05
CONCLUSION RECOMMENDATION AND SUGGESTION

5.1 INTRODUCTION
In this chapter we have to discuss after valuation of literature review analysis of data and on
the basis of results given by the study.
5.2 LIMITATION OF RESEARCH
The concept of corporate social responsibility is observed by researchers with different variables including
organizational performance, employee commitment. Ample of research is available on effects of corporate
social responsibility on employee organizational commitment studies suggested that corporate social
responsibility increases employee commitment level with the organization, because CSR interferences also
included activities for the welfare of employees and their families.
1. The researcher uses 40 sample sizes for their study this may be a small size.
2. The other limitation of the study that is faced by researcher the majority of the OGDCL staff not
give their response easily.
3. OGDCL staff is not easily fill the questionnaire and may affect on research.
4. This works is totally mine.

5.3 FINDINGS
This study will help to enhance Organizational Performance by adopting CSR activities with Employee
Commitment.
1. The researcher evaluate that CSR activities are very much necessary to enhance the
Organizational Performance.

23
 2. Observe that half of the results of the researcher is study will show that majority of the OGDCL
employee are happy with their executives to receiving Corporate Social Responsibility activity
by their employer.
3. Majority of the employee are committed with their employer that may influence on
Organizational Performance.
4. OGDCL of Hyderabad providing Corporate Social Responsibility activities with the variety of
way to the proving in health and safety concerned of their employees.
5. Employee Commitment is the main element to show the employer interest if the employee
committed and their employer the Organizational Performance is already strong.

5.4 RECOMMENDATIONS AND SUGGESTIONS

1. The study recommending OGDCL to spend careful amount as an investment on corporate social
responsibility then expenses.

2. The research intensively focused on employee’s perceptions towards CSR.

3. The researcher suggested that CSR majorly describe its major impact on employee commitment
and organizational performance. Committed employee are consider as critical success factor any
organization to develop sound relationship with employee’s organization are using CSR as a
strategic tool

CONCLUSION
Corporate Social Responsibility rise the commitment of the employees towards the organization their work
mission, objectives values of the organization and their positive attitude towards the organization culture. It
shows that organizations can enhance their employee organizational commitment through involving
themselves in social activities for case, identifying needs of the community and fulfilling them, working for
better environment, involving in employee welfare, producing quality products for customers and fulfilling
with government rules and regulations and working within legal environment. All these activities suggestively
and positively influence employee commitment with organizations and improve organizational performance. it
is likely that the importance of CSR will increase in years to come as people more interested with social and
environmental effects of corporations and also there is no doubt that socially responsible activities will be
present in the future in business environment.

24
BIBLIOGRAPHY
(n.d.). Retrieved from www.ogdcl.com/.../CSR%20NEWSLETTER.

(n.d.). Retrieved from www.ogdcl.com/.../CSR%20NEWSLETTER.

(n.d.). Retrieved from https://www.sciencedaily.com/terms/mathematical_model.htm.

(n.d.). Retrieved from https://en.wikipedia.org/wiki/Research_design.

(n.d.). Retrieved from https://en.wikipedia.org/wiki/Sampling_frame.

(n.d.). Retrieved from https://en.wikipedia.org/wiki/Sample_size_determination.

(n.d.). Retrieved from https://en.wikipedia.org/wiki/Questionnaire.

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APPENDIX

Section B: Corporate Social Responsibility

Sr. No. Question Statement Strongly Strongly

Disagree Neutral Agree
Disagree Agree
Q #1. I am fully aware about my
organization’s CSR activities.
Q #2. My organization is
communicating its CSR
activities to its employees on a
regular base.
Q #3. I would like to be always
updated about my
organization’s CSR activities.
Q #4. My organization encourages
me and my colleagues to
participate in its CSR
activities.
Q #5. My colleagues and myself are
not forced by our organization
to participate in its CSR
activities.
Q #6. I would like to participate in
my organization’s CSR
activities.
Q #7. I believe that my organization
is a social responsible member
of the community.

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 Section C: Employee Commitment

Sr. No. Question Statement Strongly Strongly

Disagree Neutral Agree
Disagree Agree
Q #1. I would like to work for an
organization that takes good
care of its employee’s well-
being.

Q #2. I feel myself to be a part of

this organization.
Q #3. I am quite proud to be able to
tell people the organization.
Q #4. The offer of a little more
money with another
organization would not
seriously make me think of
changing jobs.
Q #5. I would recommend a close
friend to join this
organization.
Q #6. To know that my own work
has made a contribution to
the good of the organization
would please me.

Section D: Organizational Performance

Sr. No. Question Statement Strongly Strongly
Disagree Neutral Agree
Disagree Agree
Q #1. Working hard leads to good
performance.
Q #2. Working hard leads to high
productivity.
Q #3. Working hard leads to doing
my job well.
Q #4. Generally speaking, I am very
satisfied with this job.
Q #5. I am generally satisfied with
the kind of work I do in this
job.
Q #6. I frequently think of quitting
this job.

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