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Table of Contents

Chapter 1: Introduction
1.1 Background of the Study
1.2 Research Problem
1.3 Research Questions
1.4 Objectives of the Study
1.5 Significance of the Study
1.6 Definition of Key Terms
1.7 Limitations of the Study
1.8 Scope of Study

Chapter 2: Literature Review
2.1 Theoretical Framework
2.2 Organizational Culture
2.3 Employee Activism
2.4 Social Responsibility
2.5 Relationship between Organizational Culture, Employee Activism, and Social Responsibility

Chapter 3: Research Methodology
3.1 Research Design
3.2 Data Collection
3.3 Data Analysis
3.4 Sampling
3.5 Research Instrument

Chapter 4: Discussion of Findings
4.1 Analysis of Data
4.2 Interpretation of Results
4.3 Comparison with Existing Literature
4.4 Implications for Practice

Chapter 5: Conclusion and Summary
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations for Future Research
5.4 Practical Implications
5.5 Contribution to Knowledge

Overview

Organizational culture plays a crucial role in shaping the behavior and attitudes of employees within a company. Employee activism, which refers to employees taking actions to effect change within their organization, is becoming increasingly prevalent in today’s society. This activism is often related to social responsibility, as employees are becoming more aware of the impact their organization has on society and are pushing for more ethical and sustainable practices.

This research project will explore the role of organizational culture in promoting employee activism and social responsibility within organizations. The study will analyze how different aspects of organizational culture, such as leadership style, communication, and values, can influence employee activism and engagement in social responsibility initiatives.

Through a thorough literature review, research methodology, and discussion of findings, this project aims to provide valuable insights into how organizations can create a culture that encourages employee activism and social responsibility. The findings of this study will have implications for organizational leaders, human resource practitioners, and researchers interested in understanding the relationship between organizational culture and employee behavior.

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