Corporate social responsibility (CSR) in the hospitality industry has received increased attention from both practitioners and researchers in the past two decades, due in part to growing concerns regarding hospitality operations' impact on the environmental, social, and economic well-being of their communities. While research has enhanced our understanding of CSR's influence on hospitality employees, an integrated literature synthesis is still needed. Leveraging the multi-motive CSR framework, we aim to (1) synthesize CSR's impact on hospitality employee outcomes (i.e., performance, job satisfaction, and organizational identification); (2) investigate how the instrumental, relational, and moral motives of employees mediate the CSR–employee performance relationship; and (3) test how country-level factors moderate the relationship between CSR employee outcomes. Meta-analytic results using 87 studies, 33,567 individuals, and 160 effect sizes show a positive relationship between CSR and employee outcomes. Further exploring the multi-motive framework, meta-analytic structural equation modeling (MASEM) results show that instrumental, relational, and moral motives fully mediated the CSR–employee performance relationship. Additionally, results of subgroup tests indicate that the CSR–employee outcome relationship was stronger for employees working in highly developed countries and horizontal-individualistic cultures. Our findings highlight how CSR enhances employee performance through underlying psychological mechanisms, with implications for theory and practice.

中文翻译：

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企业社会责任对酒店业员工成果的影响：多动机和跨文化元分析


在过去的二十年里，酒店业的企业社会责任 （CSR） 越来越受到从业者和研究人员的关注，部分原因是人们越来越担心酒店运营对其社区的环境、社会和经济福祉的影响。虽然研究增强了我们对 CSR 对酒店员工影响的理解，但仍需要综合文献综述。利用多动机 CSR 框架，我们的目标是 （1） 综合 CSR 对酒店员工结果（即绩效、工作满意度和组织认同）的影响;（2） 调查员工的工具性、关系和道德动机如何调节 CSR 与员工绩效的关系;（3） 测试国家层面的因素如何调节 CSR 员工结果之间的关系。使用 87 项研究、33,567 名个体和 160 个效应大小的荟萃分析结果表明，CSR 与员工结果之间存在正相关关系。进一步探索多动机框架，元分析结构方程模型 （MASEM） 结果表明，工具、关系和道德动机充分中介了 CSR-员工绩效关系。此外，亚组检验的结果表明，在高度发达国家和横向个人主义文化中工作的员工的 CSR-员工结果关系更强。我们的研究结果强调了 CSR 如何通过潜在的心理机制提高员工绩效，对理论和实践都有影响。