Internal and External CSR Inconsistencies and Voluntary Turnover of New Employees: The Moderating Effect of Person-Job Fit-Based Selection Criteria and Employee Stock Ownership Plans

초록

As Corporate Social Responsibility (CSR) has become a mainstream practice, researchers have begun to investigate not only its positive impacts on companies but also the negative effects of inconsistencies between internal and external CSR on employees. However, the influence of CSR Inconsistencies on the turnover intentions of newly hired employees within their first year remains unexplored. Particularly in the field of human resource management, it is unclear whether using person-job fit as selection criteria and employee stock ownership plans as the incentive approach can moderate the impact of CSR inconsistencies. This study addresses this gap by examining data from publicly listed manufacturing companies in South Korea from 2011 to 2020. Based on Expectancy Theory, we hypothesize that inconsistencies between internal and external CSR activities increase the turnover rate of employees within their first year of employment. Furthermore, we propose that the use of person-job fit-based selection criteria enhance the effect of CSR inconsistencies on new employee turnover and employee stock ownership plans reduce the effect. Our findings contribute to the understanding of CSR's role in employee retention and offer practical implications for improving CSR practices and selection strategies in human resource management. By ensuring alignment between internal and external CSR, companies can enhance employee satisfaction and reduce turnover, ultimately fostering a more sustainable and trustworthy corporate environment. Key words: Internal-External CSR Inconsistency, Voluntary Turnover, New Employees, Person-Job Fit, Employee Stock Ownership Plans, Expectancy Theory