![]() Turker’s measure differentiates various aspects of CSR in contrast to shorter questionnaires with a global approach to CSR, e.g. Her general scale development was based on the stakeholder typology of Wheeler and Sillanpää, the item development was based on previous scales and additionally included newly developed items. Turker proposed a measure of CSR that is based on the definition of CSR as "corporate behaviors that aims to affect stakeholders positively and that go beyond its economic interest" and displays four facets: "CSR to social and nonsocial stakeholders, employees, customers, and government". Several instruments are currently applied to measure different facets of employee perceptions of CSR or related constructs such as corporate citizenship. Research on this employee-focused micro-CSR is on the rise and as this research often implies the employee’s perspective on the organizations’ CSR initiatives, instruments are in need that reliably and validly measure this perspective. Therefore their individual perception of CSR can be crucial to CSR success. Employees can be considered as key internal stakeholders as it is them who have to implement CSR into daily business. Although it is mostly examined on an institutional or organizational level, CSR is also an important factor on the individual level. CSR refers to “context-specific organizational actions and policies that take into account stakeholders’ expectations and the triple bottom line of economic, social, and environmental performance”. Organizations engage in CSR due to various reasons, such as stakeholder pressure, expectations of improved reputation, competitive advantage or higher business returns as well as a sense of responsibility. Interest in Corporate Social Responsibility (CSR) is widely growing. Future research on perception of CSR in non-western contexts might depend on new and tailored questionnaires. In conclusion, we show the validity of the questionnaire for a circumscribed Western context but are hesitant about further transfers. Measurement invariance tests showed evidence for small differences of the English and German version as well as significant divergences of the measurement model in the Indian sample. In an exploratory-confirmatory approach, the originally proposed factor structure was altered to finally comprise four facets of CSR: employee-related CSR, environmental CSR, philanthropy and customer-related CSR. Factorial validity and measurement invariance was tested by means of confirmatory factor analysis and Bayesian structural equation modeling in five samples (total N = 1120): 2 US-American, 2 German, and 1 English-speaking Indian sample. We examined a previously published questionnaire assessing different aspects of personal CSR ratings. ![]() When looking for cross-cultural comparisons of the effects of CSR, measurement invariance is of utter importance as a questionnaire might not be equivalent in all investigated samples and thus bias results. As organizational research turned its focus to Corporate Social Responsibility (CSR), interest also grew in the individual’s perspective on CSR.
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