Job Satisfaction as a Factor That Moderates the Relationship Between Internal Social Responsibility and Organizational Commitment: A Structural Equation Analysis

Research on the relationship between employees’ perceptions of internal social responsibility and organizational commitment is a widely considered topic in the literature. The objective of this paper is to analyze whether job satisfaction moderates this relationship. A random sample was chosen of 419 workers residing in the same country (Uruguay). The participants answered a questionnaire that they received through Facebook. The perception of internal social responsibility and job satisfaction were operationalized through indicators selected by the research team based on the literature. For the organizational commitment, a shortened version of the Organizational Commitment Questionnaire was used. This questionnaire was constructed and validated in 1974 by professors Porter, Steers, Mowday and Boulian. The relationship between internal social responsibility, organizational commitment and job satisfaction was studied through correlations and structural equations. It was found that there exists a correlation between internal social responsibility and organizational commitment, and that job satisfaction moderates that relationship. In particular, it was found that the relationship between internal social responsibility and organizational commitment is stronger in the segments with less job satisfaction. From a practical point of view, these results suggest that the strategies of internal social responsibility allow an increase in the commitment of employees, but that when applying them, the state of their job satisfaction must be considered. For those same reasons, this study contributes with arguments for those who promote internal social responsibility as a strategy that improves the performance of employees.