Thesis (M. Comm. (Economic and business science))-University of Pretoria, 2005. / Abstracts in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.

Thesis (Ph.D.)--McMaster University, 2001 / Includes bibliographical references (leaves 57-64). Also available via World Wide Web.

Thesis (Ph.D.) - University of Queensland, 2006. / Includes bibliography.

Thesis (M. Hous. M.)--University of Hong Kong, 2006.

Thesis (M.Psych.Org.) - University of Queensland, 2006. / Includes bibliography.

Thesis (Ph. D.)--Ohio State University, 2005. / Title from first page of PDF file. Document formatted into pages; contains xi, 180 p.; also includes graphics (some col.). Includes bibliographical references (p. 117-137). Available online via OhioLINK's ETD Center

Thesis (M.B.A. (Rhodes Investec Business School)) - Rhodes University, 2007. / A thesis submitted in partial fulfilment of the requirements for the degree of Master of Business Administration.

Thesis (Ph. D.)--Georgia State University, 2006. / Title from title screen. Lynn Shore, committee chair. Electronic text (156 p. : charts, forms) : digital, PDF file. Description based on contents viewed May 4, 2007. Includes bibliographical references (p. 143-155).

[by] Edgar H. Schein. / Paper presented to the Western Electric Conference, Chicago, Illinois, Nov. 11, 1974. / Bibliography: leaves [25]-[26].

The issue of corporate social responsibility (CSR) is a highly prominent on the international business stage. CSR is present in almost any organization regardless of its size or the industry in which it is operating. This thesis aims to examine the unconventional link of CSR and employee work motivation, considering how prominent the issue is today. It seeks to explore employee awareness of the issue in the workplace and its influence on motivation of employees on both managerial and subordinate levels.Interviews and surveys were conducted among employees from a variety of departments in organizations that are highly involved with CSR. The goal was to learn about the influences that CSR has on the individuals who have a close connection with it and predict whether making more emphasis on social responsibility in organizations could have a practical benefit resulting in an increased employee motivation. The analysis of the findings showed that CSR can indeed contribute to increased employee motivation. Training and development programs based on CSR can have a positive effect on motivation of employees with some dependency on several factors: level of intrinsic motivation, initial interest in and the level of awareness about CSR and/or the presence of needs of achievement and affiliation.