Hypotheses

H1: USR is significantly and positively associated with Quality Culture.

H2: USR is significantly and positively associated with OP.
H3: Quality Culture is significantly and positively associated with OP.
H4: Quality Culture mediates the association between USR and OP.

Research Model
H2

H1 H3
USR Quality Culture OP

USR= University Social Responsibility

OP= Organizational (University) Performance
Literature review
In the last decade, Universities Social Responsibilities (USR) was in the center of several studies
in management So much so that USR is no more seen as a strategic Advantage but as a genuine
tactical necessity (Falkenberg and Brunsael, 2011). Studies have consistently associated USR
with invaluable firm-level results Such as firm performance (Cochran and Wood, 1984), firm
reputation (Brammer and Pavelin, 2006) and Universities image (Arendt and Brettel, 2010). USR
in their Universities in order to attract the talented People which can be used as an effective
approach. Jamali et al (2014) said that Human Resource Management (HRM) can help in the
implementation of USR and we Assert for USR-HRM co-production versions, in which USR can
assist their HRM, Especially in recruiting. In fact, this link is currently in literature (Pagari and
Greining, 1997; Albinagar and Freeman, 2000; Greeng and Pagari, 2000;. Universities can see
that USR factors, and other organizational standards is revealed. In our research.it is believe that
there is a significant research strategy, as Gilbert and Mellon (1995) are fair, they may think less
about what the stakeholders do about what they're doing. Also, Gloves and Godwin (2013) concur
that the idea of socially responsible behavior of a University can be more important than actual
behaviour.
Ness (1992) suggests that Universities adopt social responsibility if they fulfill the responsibilities
of Universities and individuals without the main economic and legal objectives. Carroll (1979)
argues that USR of a University comes with the anticipation of economic, moral, legal and
discretion that society is about a Universities in a given moment. theory believe that both the
interior and outside associations are powerful pressures of various stakeholder groups, which
might be limited in USR impact studies on their Faculties liability (Donaldson and Preston, 1995)
USR and operation largely financial actions, and because of this, the price of USR, quality,
flexibility and delivery as an applicant impact performance indexes. In keeping with all the
resource-based approach of the organization, recent theoretical literature suggests that the
strategic infrastructure of socially responsible activities can contribute to the competitive
development, for example. A positive correlation between both USR and customer behaviour,
the researchers found. Similarly, Vilanova etal, (2009) claims that USR provides a competitive
and competitive advantage through arousing changes in external and internal organizational
graphics and fame along with organizational value and process. The aforementioned arguments
are predicated on the following hypothesis is proposed

H1a: spending USR efficient competitive skills positively impact on organizational performance
H1b: The quality of the USR efficient competitive strength of the positive impact
H1c: Flexibility in the USR's apt competitive ability has the positive impact
H1d : CS for premium performance Has had a positive impact on the operational efficiency of
this in terms of competitiveness
Research institutions and the behavioral part of the organization's staff have started to test results,
USR consequences (eg, Aguilera et al., 2006; both Swan and Maignan, 2003). In particular, USR
worker job satisfaction (Valentine and phlesmamyana, 008), organizational commitment
(Aguileraetal., 2006 Brammeretal., 2007), and identification (eg, kemetala., 2010; radrigryanda
erinasa, 008) and organizational citizenship behavior (osibi) (eg, Chun et al., 2013; Evans et al.,
2010; Fu et al., 2014; Lin et al., 2010; Zhang et al., 014), The top managers have the capacity to
learn from the USR choice, middle or lower level managers, their leadership function (such as
ethical leadership), which motivates their associates to take part .
USR and Quality Culture
USR and Culture expands the previous research by our paper that provides a positive lens to
supply a more positive atmosphere for some cultures USR. Among the states whose
Universitieses have emphasized responsible leadership, Universitys can raise USR commitment
through low cost of equity. Many researchers commented that attitudes toward social and
environmental responsibility are essentially in culture (hosted, 2005). Alongside this line, the
research in the integration of environmental and social aspects among the organizational
arrangement was shown from the cultural environment (IONU and Serifaim, 2012),
demonstrating a strong variant resulting from the difference in pressure on the University's
University. Some cultures provide a specially rewarding environment for sustaining and
encouraging USR actions. Huffstadt (2001) defines culture as "a programming programming that
separates members of one party or other type of individuals." Adler (1997) argued that our culture
affects our worth, which influences our mindset, Williamson (2000) Designer-Stage
MoldGraphactors' Confirmation Universities establish the civilization as an informal Universities
on the most basic level. Thus, it is beneath the proper institutional environment, also directly
influences the decision-making procedure of a country through periodic principles and standards.
This organizational circumstance has been reflected in the concept of Universities practices of
appropriate Universities training in addition to government restrictions on Universities practices
and Universities activities.
In society (Park et al., 2007). Research has shown that the Civilization has had a substantial effect
on the initiative of USR actions, such Because the Huffstead cultural level (Ho et al. 2012; Ionu
and Serifim, 2012; Peng Williams and jinakina, 2008; jinlalesa, 2015), jiolobi research (Roy and
Galle, 2014; Waldman et al., 2006), and the entire world worth research (igri et al., 2011).

USR and cultural characteristics:

USR and cultural features of the nations have surfaced in an research (comparative) study
invented in the last few years to identify the role of cultural direction in collaboration with USR.
However, since a critique of national culture, USR methods and practices, literature has received
very little attention in comparison to the study of powerful and industry-level parameters.Such
vague attitudes reverse the cultural areas in the nations, which can be critical for its USR agenda
of the Universities (Srnka, 2004). Carroll (2004) The emergence of significant foreign initiatives
"The degree of global Universities coverage has set a level for achieving highest priority in the
coming decade" (P114) When Visa (2008) marks the relative significance of USR
implementation, the basis of national and regional-level differences It's researched. Prior
assessment of the effect of civilization on the ethical part of Universities behavior is primarily
concentrated on a few countries and the broader sampling of those countries participated in these
experimental work was predicted (Franke and Nadler, 2008). Examples of cultural relations such
as Call Answers, Waldman et al (2006) along with USR standards of top notch supervisors (for
instance, institutional collectivist and energy distance) and examinations. Likewise, Agri et al
(2006) assesses private and national effects on managing Universities obligation by utilizing
cultural values derived from World Value Surveys. Ringtones and Jolo (2007) Discover the
difference between Universities non-financial performance national culture (published by the
Huffstead model) worldwide and estimates that jealousy of maternal and uncertainty is extreme,
and they reveal USR functionality low level. Hau and Al (2012), Peng et al (2012), Gansu et al
(2014) and more recently, Thonsecanthon (2015), use the Huffstead cultural dimensions and
supply effective elements of Faculties non-financial cultural and performance management
impact on USR collaboration. The study suggests a causative connection between the direction
of national culture and socially responsible Universities behaviour, however the outcome is not
perfect and suggests that the restrictions on the selection of dependable variables (e.g., USR) and
sample identification mistakes from Than Tsunthorn (2015). I presented an excerpt in the
evaluation of contributions related to Culture and USR Research Street. The concept of culture,
which can be derived from ethnic and national differences, will be to describe the private
experience and also to set principles for deciding what is deemed legitimate and favored.
Organizational culture is a intricate phenomenon which attracts daily organizational life, and that
has many different and aggressive definitions (Berne, 1986). In the significant study on
organizational culture, Pettigrew (1979, p574) defines culture as "a worldwide and collectively
acceptable economy system governed for a specified group at a particular moment." Terms,
Types, Divisions and Graphics These programs describe themselves as a person's own situation
" . Barney (1986, p657) "Determines a intricate set of values, beliefs, assumptions, and logos
which govern a firm Universities"; Haggett (1975, p.288) "The sort of behavior that produces a
durable template whereby thoughts and images may be transferred from one creation to another,
or by 1 group to another." So culture affects individuals to draw from their observations, they
presume that they have genuine understanding, and they're the best way to behave. Organized
like Schneider and Rentch (1988), organizational culture explains the "why things are occurring"
coordinated organisms which explain "what is happening here." The idea of organizational
culture is believed to function as "among the most interesting and yet compulsory topics for
management researchers" (Harris and Ogbana, 2002, p. 31), examining topics since 1980 and
with more than 4,600 posts. Organizational culture (McKinnon et al., 2003) one of the literature
of Universities and management can be a significant benchmark for organizational, community,
and individual behavior due to belief (Hartnell et al., 2011). The central concept is that the term
"culture" is the main organizational values and rules of organizational arrangement (Flamehalts,
2001), which influence the numerous variables of the organizational arrangement. According to
Murrayan (1995, p. 320).

Department of Management Sciences

COMSATS Institute of Information Technology
Attock Campus
 Dear respondents,
Over the last few years, Corporate Social Responsibility has been an important point of discussion across all
business sectors and the researcher are calling for dynamic investigation of the impact of USR on organization
performance. This study aims at examining the impact of Corporate Social Responsibility on organization
performance through the mediation of Quality Culture. In this context, we will appreciate if you could complete
the following questionnaire. Your true responses will be kept confidential and will be used for research purpose
only
Cordially
M ASIF ALI

RMS-II
Section (A): Demographics

Please tick the box representing the most appropriate response for you in respect of the following items

Age (years): 21-2526-30 31-35 36-40 41-45 above 45

Gender: Male Female
Education: BachelorMaster MS PhD
Designation: LecturerAsstt Professor Associate Professor Professor
Administration
Experience (years): 1-5 6-1011-15 16-2021 and above
Section (B): Variables

Please tick the box that best represent your opinion in respect of the following items using scale
1. Strongly Disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree
Corporate Social Responsibility
S/N Items Scale
The university contributes to campaigns and projects that promote the well-being of the 1 2 3 4 5
USR1 society.
The university implements special programs to minimize its negative impact on the 1 2 3 4 5
USR2 natural environment.
The university participates in activities which aim to protect and improve the quality of 1 2 3 4 5
USR3 the natural environment.
USR4 The university targets sustainable growth which considers future generations. 1 2 3 4 5
USR5 The university makes investment to create a better life for future generations. 1 2 3 4 5
USR6 The university encourages its teachers to participate in voluntarily activities. 1 2 3 4 5
USR7 The university supports nongovernmental organizations working in problematic areas. 1 2 3 4 5
USR8 The university supports teachers who want to acquire additional education. 1 2 3 4 5
USR9 The university policies encourage the teachers to develop their skills and careers. 1 2 3 4 5
The university implements flexible policies to provide a good work & life balance for its 1 2 3 4 5
USR10 employees.
The management of our university is primarily concerned with employees’ needs and 1 2 3 4 5
USR11 wants.
USR12 The managerial decisions related with the employees are usually fair. 1 2 3 4 5
USR13 The university provides full and accurate information about its courses to its students. 1 2 3 4 5
USR14 The university respects teacher rights beyond the legal requirements. 1 2 3 4 5
USR15 Student satisfaction is highly important for our university. 1 2 3 4 5
USR16 The university always pays its taxes on a regular and continuing basis. 1 2 3 4 5
USR17 The university complies with legal regulations completely and promptly. 1 2 3 4 5
 Please turn over
Organizational Performance
The university has made a vital improvement in the operational performance in the past
1 2 3 4 5
OP1 few years.
The university has made a vital improvement in the relationship between an organization
1 2 3 4 5
OP2 and its students in the past few years.
3. The university has made a vital improvement in organizational effectiveness and
efficiency (e.g. offering new courses, training and workshops for teachers etc.) in the past 1 2 3 4 5
OP3 few years.
4. The university has made a vital improvement in human resources development (e.g.
employee skills, commitment to technological leadership, personnel development, etc.) in 1 2 3 4 5
OP4 the past few years.
5. The university has made a vital improvement in preparing for the future in the past few
1 2 3 4 5
OP5 years.
Quality Culture
Degree to which the management and employees accepts quality as a strategic weapon in
1 2 3 4 5
QC1 strengthening the university and to gain competitive advantage.
Degree to which the employees at all levels accepts the motto “service to students” as the
1 2 3 4 5
QC2 real purpose of their existence.
Extent to which the employees believe in doing things “right the first time and every
1 2 3 4 5
QC3 time”.
Level of prevalence among employees, feeling such as “my university” or “my
1 2 3 4 5
QC4 organization” and “we work together to achieve common goals”.
Level of appearance of employees having a pleasant and professional look.
1 2 3 4 5
QC5
Degree to which physical layout of premises, facilities and other furnishings are
1 2 3 4 5
QC6 comfortable for the employees to work.
Extent to which housekeeping is kept as a priority and of the highest order in the
1 2 3 4 5
QC7 company.