Corporate social responsibility impact on talent retention among Generation Y

Abstract

Purpose – As the new emerging workforce, Generation Y (Gen Y) is said to be demanding, influential and possessing strong bargaining power. This study examines the impact of corporate social responsibility (CSR) on employee retention among Gen Y in the accounting profession. CSR is widely researched subject due to its applicability in multidisciplinary fields and industries. This research intends to investigate the nexus between CSR and human capital disciplines. It employs Carroll’s pyramid of CSR as the main theoretical framework to establish its relationship with talent retention among Gen Y employees. This study has a threefold aim: (1) to determine the level of CSR awareness, (2) to determine the relationship between CSR dimensions and talent retention and (3) to examine the effect of CSR dimensions on talent retention.
Design/methodology/approach – The paper opted for an exploratory study using the structured
questionnaire. A total of 377 Gen Y accountants who are currently working in accounting firms located in
Klang Valley, Malaysia, were involved as respondents. Data were analyzed using descriptive, correlation and regression analyses to answer the research objectives.
Findings – The paper provided empirical insights about the impact brought by CSR practices in financialbased firms on employee retention. It was found that all CSR elements, as suggested by Carroll, have a significant relationship with employees’ retention. The interaction between the CSR elements and employee retention accounts for 16% of the research model. Based on the multiple regression analysis, it was found that only two CSR elements are the significant predictors of employee retention among Gen Y in the case of financial-based firms in Malaysia.
Research limitations/implications – This research covers Gen Y employees in accounting firms; thus,
generalization is not applicable to other generations. Besides, the predictors of the research study utilize Carroll’s pyramid of CSR. Therefore, future research studies are encouraged to validate the research model into other sectors. Other models of CSR could also be used.
Practical implications – This paper includes implication for the organization to understand employee retention practices on Gen Y who are currently dominating the workforce.
Originality/value – This paper fulfills an identified need to study how CSR practices could enhance employee retention among Gen Y in the organization.