Full bibliography

This dissertation aims to shed light on the factors derived from employee identity that contribute to corporate volunteering participation. The study explores the influence of perceived organizational support (POS), group cohesion, perceived volunteering meaningfulness, and transformational leadership on engagement in corporate volunteering activities. The study employed a correlational quantitative design, collecting data through a questionnaire survey. The findings reveal that POS and group cohesion positively impact corporate volunteering, with volunteering meaningfulness mediating these relationships. Transformational leadership moderates the effect of volunteering meaningfulness on the relationship between POS and corporate volunteering. This research adds to the literature on identity and corporate volunteering by establishing a connection between employee identity and engagement in corporate volunteering activities. It emphasizes the importance of volunteering meaningfulness as a key factor in this relationship, highlighting the positive influence of POS and group cohesion. By considering both POS and group cohesion as antecedents, this study offers new insights into the understanding of identity and corporate volunteering. Practically, organizations can enhance employee participation in corporate volunteering by cultivating a supportive work environment, showing care for employees' well-being, and recognizing their contributions. Promoting group cohesion through effective communication of organizational goals can increase employee identification and motivation for volunteering. Emphasizing the personal significance of corporate volunteering and highlighting its impact can boost employees' intrinsic motivation and sense of purpose. To implement successful corporate volunteer programs, organizations should provide support and appreciation for employees' efforts, utilize transformational leadership to inspire commitment, and consistently reinforce the value of corporate volunteering. The practical implications of this research provide guidance for organizations seeking effective implementation of corporate volunteer programs as part of their corporate social responsibility strategies. It also holds relevance for researchers interested in exploring the intersection of employee identity and corporate volunteering