The Impact of Perceived Social Responsibility on Emotional Commitment Based on the Mediating Role of Employee-Organization Compatibility, Organizational Identity and Perceived Organizational Support

Capable human resources are highly important because they are rare and irreplaceable. Hence, organizations do their best to maintain the skillful members and to improve their commitment. The purpose of this article is to study the impact of perceived social responsibility on emotional commitment on the basis of mediating role of employee-organization compatibility, organizational identity and perceived organizational support. Data were collected from a sample size of 177 employees of Anzali Port Free Zone Organization and the structural equations method was applied to analyze the acquired data. Results show that the impact of perceived social responsibility on perceived employee-organization compatibility is positively significant. The same is true with the impact of employee-organization compatibility on organizational identity and perceived organizational support. Moreover, findings show that organizational identity and perceived organizational support have positive and significant impact on employees’ emotional commitment. Finally, the impact of organizational identity and perceived organizational support as a mediating variable between employee-organization compatibility and employees’ emotional commitment is positively significant.