How internal and external corporate social responsibility reduce employee turnover: the mediating roles of affective commitment and organizational citizenship behavior
基于归因理论和信号理论，研究内部和外部企业社会责任对会展业员工离职的影响，发现内部CSR直接减少离职，内外CSR协同增强留任，外部CSR通过情感承诺和组织公民行为间接影响。
Tourism and hospitality organizations invest heavily in corporate social responsibility (CSR) initiatives, yet employee turnover rates persistently outpace other sectors, suggesting disconnect between CSR design and retention outcomes. Drawing on attribution theory and signaling theory, this study investigates how internal CSR, directed toward employees, and external CSR, directed toward the community, help reduce turnover. Using survey data from 131 exhibition industry workers who reported retrospective employment histories, we employ recurrent-event survival analysis and regression analysis to test direct and mediating pathways. The findings indicate that internal CSR consistently reduces turnover, and that the integration of internal and external CSR creates a synergistic effect that further enhances retention. External CSR influences retention indirectly through affective commitment and organizational citizenship behavior. Internal CSR affects retention more directly. The results offer practical implications for tourism managers seeking to design CSR initiatives that strengthen long-term employee retention.