Leveraging Social Responsibility for Worker Engagement

From Recruitment to Productivity, Satisfaction, Longevity, and Happiness

Authored by: Morgan R. Clevenger

The Routledge Companion to Happiness at Work

Print publication date:  October  2020
Online publication date:  October  2020

Print ISBN: 9780367266554
eBook ISBN: 9780429294426
Adobe ISBN:


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One key to engage and promote happiness of workers is to instill long-term organizational commitment and productivity using an agenda of social responsibility. Individuals comprise organizations, which are focused on a common set of values, purposes, and goals. Workers and volunteers today have a self-imposed awareness, expectation, and understanding of organizations’ social agendas. Thus, organizations strategically need to attract personnel desiring certain pro-social activities through their social responsibility priorities and initiatives. Organizations having the right people in place creates stability and a positive relational performance (Bartlett & Ghoshal, 2002; Greening & Turban, 2000). This attachment and reinforcement creates a positive, on-going cycle of commitment, growth, and mutual satisfaction. This involvement with an organization creating attachment is based on theories of social identity, pro-social behavior, and organizational citizenship behavior. Whether vocation or avocation, people function on a combination of internal, external, and interactionist facets to be productive. Nonprofits typically focus on a social goal, and for-profit organizations often adopt strategic initiatives for social and environmental causes. As such, social responsibility extends an individuals’ interests and talents into areas of importance and validation beyond their everyday obligations. Long-term commitment to productivity—creating both individual and organization satisfaction and happiness—establishes a cycle of engagement.

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