This paper explores the conditions under which job seekers may not respond positively to a potential employer's corporate social responsibility (CSR) activities. We propose that the relationship between an organization's externally-directed CSR activities and job seekers’ perceptions of the organization's attractiveness is moderated by whether the organization is also engaging in internally-directed high-investment human resource systems (HIHRS). Results from a combination of three studies—an archival study of Fortune 500 companies (Study 1), a survey study (Study 2), and an experiment (Study 3)—provide support for our hypotheses. When an organization has lower levels of internally-directed HIHRS, the positive influence of externally-directed CSR on attraction to an organization diminishes (Study 3) or disappears (Studies 1 and 2). Importantly, we identify perceptions of organizational authenticity as one key mechanism driving these effects (Studies 2 and 3).

中文翻译：

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在帮助他人之前先帮助自己：当企业社会责任不能使公司对求职者更具吸引力时

本文探讨了求职者可能不会对潜在雇主的企业社会责任（CSR）活动做出积极回应的情况。我们建议，组织外部导向的企业社会责任活动与求职者对组织吸引力的看法之间的关系，取决于该组织是否也参与内部导向的高投资人力资源系统（HIHRS）。三项研究（财富 500 强公司的档案研究（研究 1）、调查研究（研究 2）和实验（研究 3））的组合结果为我们的假设提供了支持。当一个组织的内部导向的 HIHRS 水平较低时，外部导向的企业社会责任对组织吸引力的积极影响就会减弱（研究 3）或消失（研究 1 和 2）。重要的是，我们将组织真实性的认知视为推动这些影响的关键机制（研究 2 和 3）。