Duarte, PatríciaNeves, JoséMouro, CarlaRibeiro, Neuza2020-04-152020-04-152019-10-25Duarte, P., Neves, J., Mouro, C. & Ribeiro, N. (2019). The role of perceived organizational support and organizational identification in the relationship between CSR and turnover intentions: a study in the Portuguese hotel industry. 8th International Conference on Social Responsibility, Ethics and Sustainable Business, 24-25th October, University of Minho, Braga, Portugal.http://hdl.handle.net/10400.8/4878Managing employee voluntary turnover remains a challenge for human resource professionals. This is particularly true in a business sector characterized by a turnover culture such as the hospitality sector. Previous research suggests that corporate social responsibility (CSR) is related to diverse job-related attitudes and behaviors. Adopting an employee-centered approach to CSR, the present study aimed to analyze the relationship between employee perceptions of CSR and turnover intention, within the scope of a theoretical model that proposes perceived organizational support and organizational identification as potential psychosocial mediators, thereby extending previous research. For testing this model, a correlational study was developed near employees from 12 three to five-stars hotels operating in Portugal. Data were collected through a paper-and-pencil survey, being the participation in the study voluntary and anonymous. 370 employees completed the survey which included measures of the main variables selected from the literature. Data were analyzed using PROCESS macro for IBM SPSS 22.0 (model 4). The results indicate that employees' perceptions of the level of involvement of their employer in CSR practices is significantly and negatively related to their levels of turnover intention. The more responsible the organization is considered, the lower the intention to leave the company in the next year. This effect is mediated by the proposed variables, which suggests that the involvement in socially responsible practices contributes to a greater sense of organizational support and enhances employee identification with the company, which subsequently promote lower levels of turnover intention. Organizations can thus increase employees’ perceptions of organizational support, organizational identification, and intention to stay by adopting socially responsible practices.engCorporate social responsibilityOrganizational identificationPerceived organizational supportTurnover intentionsconference object