This study investigated the moderating effects of person–corporate social responsibility (CSR)-fit for the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. The study was conducted in South Korea and sampled 393 full-time employees from several conglomerates. The study found CSR participation to be positively related with job satisfaction, organizational identification, and organizational commitment. Furthermore, person–CSR fit significantly moderated the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. These findings suggest that CSR participation positively affects organizational outcomes and that person–CSR fit enhances the relationships between CSR participation and the organizational outcomes. Therefore, the study suggests the importance of CSR participation and person–CSR fit in CSR initiatives, as CSR participation and person–CSR can promote a healthy work environment.

This study examined the mediating effects of organizational pride and trust on the relationship between employee volunteering meaningfulness and organizational citizenship behavior. The study also investigated the moderating effects of perceived organizational support for the relationships between volunteering meaningfulness with organizational pride and trust. The study was administered in South Korea and sampled 267 full-time employees and found organizational pride and trust mediates the relationship between volunteering meaningfulness and organizational citizenship behavior, while perceived organizational support moderated the relationships between volunteering meaningfulness and organizational pride and trust. In addition, supplementary analysis found mediated moderation suggesting that supportive feelings had indirect effects on citizenship behavior.

(1) Background: Empathy affects an individual’s decision to participate in volunteering, and volunteering, in turn, influences mental health. Intriguingly, studies have been limited in exploring underlying mechanisms and boundary conditions for the relationship between empathy and mental health. Furthermore, volunteering studies have overlooked the multi-dimensionality of empathy. Therefore, this study seeks to contribute to extant literature by investigating the mediating effect of volunteering for the relationships between cognitive and affective empathy and mental health and the moderating effect of gender for the relationship between empathy and volunteering. (2) Methods; Data were collected using a survey in South Korea and consisted of 301 full-time employees who voluntarily engaged in their corporate volunteer programs. Furthermore, they voluntarily participated in the study. The hypotheses were tested with path analysis and a group comparison was also conducted. (3) Results: Volunteering was found to mediate the relationships between cognitive empathy and affective empathy with mental health. In addition, gender moderated the relationship between empathy and volunteering. (4) Conclusions: As the study found empathy to increase individuals’ engaging in volunteering activities which then improved mental health, the study supports extant theoretical frameworks on empathy and volunteering. Moreover, the study found gender differences on empathy and volunteering; thereby supporting and contributing to extant literature.

This study investigated the mediating effects of happiness and cohesion in the relationship between employee volunteerism, in-role behavior, and helping behavior. The study surveyed 312 full-time employees in South Korea, and regression analyses and the bootstrapping method were used to test the hypotheses. The study found happiness and cohesion to mediate the relationships between employee volunteerism and in-role and helping behavior. The findings suggest that employee volunteerism can promote a healthy working environment through increased feelings of happiness and cohesion as well as by improving performance behaviors.

(1) Background: Studies have been limited in explaining how volunteering acts as underlying mechanisms that associate the antecedents and outcomes of volunteering. This study aims to investigate whether volunteer participation mediates the relationship between motives (self-oriented and other-oriented) and psychological well-being, and further whether person-organizational (PO)-fit moderates the relationship between motives and volunteer participation. (2) Methods: Data were collected from full-time employees in organizations in South Korea using a self-administered instrument. To test the hypotheses, hierarchical regression analyses and path analyses were conducted. (3) Results: Volunteer participation showed a significant mediating effect only for the relationship between other-oriented motives and psychological well-being. PO fit showed a significant moderating role, and further analysis revealed that the mediated moderation of PO-fit was significant. (4) Conclusions: Results suggest that employees with other-oriented motives and PO fit were more likely to participate in volunteer activities, which then increased one’s psychological well-being. Findings provide insights for HR practitioners regarding employee volunteering programs.