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摘要：对于当今时代的经济发展而言，企业发展快慢直接影响经济的稳定，一个良本文是一篇英国留学本科毕业thesis。好的企业发展能够吸引更多的人才，促进企业稳定，提高企业整体水平。如果大型企业不注意企业的行业素养和伦理道德就会直接一个企业今后的发展。本文通过大企业的发展现状和伦理道德要求，分析企业行业素养的重要性，以及企业运营措施对经济的巨大影响。

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The existing literature provides compelling empirical support for these arguments; a strong relationship has been found between the ethical climate of organizations and job satisfaction (Koh & Boo 2001; Viswesvaran, Deshpande & Joseph 1998) and studies about the relationship between organizational commitment and procedural justice suggest that they are positively and significantly related (Albinger & Freeman 2000; Backhaus, Stone & Heiner 2002; Cohen-Charash & Spector 2001; Greening & Turban 2000; Meyer et al. 2002; Peterson 2004; Turban & Greening 1997).

Overall past studies illustrate that a firms social responsibility deal with matter to its employee and expect to have a positive impact on EC (Albinger & Freeman 2000; Backhaus, Stone & Heiner 2002; Cohen-Charash & Spector 2001; Greening & Turban 2000; Meyer et al. 2002; Peterson 2004; Turban & Greening 1997). These studies also illustrated that a firm's social responsibility deals with matters that relate to its employees and can be expected to have a positive impact on employee's commitment. In addition, Maignan et al (1999) expected that firms that disclose CSR activities might enjoy enhanced levels of EC for two reasons: they are devoted to ensuring the quality of the workplace experience, and they inform their stakeholders about social issues such as the welfare of the community or the protection of the environment.

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Find out moreRupp et al (2006) noticed that employees' perceptions of their firms CSR activities lead their perceptions of the firm. In addition, firms that disclose CSR activities work to ensure their employees protection through fair and socially responsible practices (Rupp et al. 2006). Thus, it can be seen that firms that engage in CSR activities should result in a positive relationship in relation to their EC because they might earn employees commitment compared with firms that do not engage in appropriate CSR activities (Aguilera et al. 2007). In addition, a positive relationship between CSR and FP is more likely to lead a positive relationship between CSR and EC (Rettab, Brik & Mellahi 2009). Rettab, Brik and Mellahi (2009) found that there is a positive relationship between CSR and EC in the UAE market. One the other hand, Turker (2009) found that there is no link between CSR to government and the commitment level of employee by using social identity theory.

Most of the studies above indicated that there is a positive relationship between CSR and EC, whereas few studies found a negative, insignificant and fixed relationship between them. In addition, there is limited research that has investigated CSR disclosure and EC in developing countries. Furthermore, no known study has examined the relationship between CSR disclosure and EC in Libya. Therefore, the proposed research hypothesis is that:

h3: There is a relationship between CSR disclosure and employee commitment (EC) in Libya.

2.2.4 CSR disclosure and corporate reputation (CR)

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