Abstract:
The importance of Internal corporate social responsibility (CSR) has
become an important issue for banks to address, however, these issues have been
neglected and do not appear to have the desired impact on all employees as expected by
the management. These have resulted in a slide in the level of trust that banks used to
enjoy with the stakeholders. Henceforth, banks have begun to realize that a successful
business is not only concerned with the economic aspects of organizational activity that’s
profitability and growth but also, in the “actions that appear to further some social good,
beyond the interests of the firm and that which is required by law Mc William et al.,
(2006).Therefore this study intended to determine moderating effect of CSR orientation
on the relationship between internal CSR practices and employee job satisfaction. The
study was to ascertain the effect of pay and benefits, equality and diversity, and training
on employee job satisfaction. The study was guided by Social exchange theory, and the
theory of planned behavior. Explanatory research design was used. The study targeted
283 employees from 17 Commercial Banks in Uasin-Gishu (Kenya Commercial Bank
data base, 2013). Stratified and random sampling technique was used to obtain sample
size of 165 employees. The study used questionnaires as a tool for data collection. In
order to test the reliability of the instrument, Crobanch alpha test was used. The study
adopted both descriptive statistics and inferential statistics such as Pearson correlation
and multiple regression analysis. Study findings indicate that all independent variables
had a positive and significant effect on employee job satisfaction. More findings show
that, the moderating effect of CSR orientation on pay and benefit reduces employee
satisfaction, while equity and diversity, and training increases employee job satisfaction.
Thus, the study conclude that pay and benefits are motivating factor to employees job
satisfaction, fair treatment of workers in accordance with their individual needs and
circumstances in the workplace contributes to employee job satisfaction . Training
programs enhances employee job satisfaction. Therefore the study recommends that
organizations should be diversity training programs with compulsory participation for
all employees and offer equal opportunities for employees in terms of promotion and also
