Corporate Social Responsibility, Employee Identification, and Turnover Intentions in Nigerian Multinational Companies: A Structural Analysis

This study investigates the structural relationships between corporate social responsibility (CSR) perceptions, employee organisational identification, and turnover intentions in Nigerian multinational companies, contributing to the emerging CSR-HRM interface literature in African emerging markets. Nigerian subsidiaries of multinational corporations are under increasing societal pressure to demonstrate CSR commitments that resonate with both global and local community standards, with direct implications for how employees perceive and identify with their employers. The study draws on a sample of 210 employees from six multinational companies across the pharmaceutical, consumer goods, and energy sectors in Lagos and Port Harcourt. Instruments include the CSR Perception Scale, the Organisational Identification Questionnaire, and the Turnover Intention Scale. SEM with full latent variable modelling is employed to test the proposed paths. Social Identity Theory, Signalling Theory, and the Spillover Effect Model provide the theoretical framework. Findings confirm that employee CSR perceptions positively predict organisational identification, which in turn significantly and negatively predicts turnover intentions, establishing a full mediation pathway. CSR dimensions related to employee welfare and environmental responsibility demonstrate the strongest identification effects. The study also finds that the CSR-identification path is moderated by length of tenure, with longer-tenured employees showing stronger identification responses to CSR engagement. Recommendations include integrating CSR communication into employee engagement strategies and involving employees in CSR programme design. Keywords: CSR, Organisational Identification, Turnover Intentions, Multinational Companies, Nigeria.