Journal of Management Information and Decision Sciences Volume 24, Special Issue 1, 2021 1 1532-5806-24-S1-87 Citation Information: Hariramani, P.R. (2021). The mediating effect of employee motivation on the relationship and impact of corporate social responsibility to employee relations. Journal of Management Information and Decision Sciences, 24(S1), 1-21. THE MEDIATING EFFECT OF EMPLOYEE MOTIVATION ON THE RELATIONSHIP AND IMPACT OF CORPORATE SOCIAL RESPONSIBILITY TO EMPLOYEE RELATIONS Patrick R. Hariramani, De La Salle University ABSTRACT This research will study about what are the effects of CSR on Employee Relations while being Mediated by Employee Motivation. Aguilera, et al., (2007) use a definition of CSR which refers to “the firm’s considerations of, and response to, issues beyond the narrow economic, technical, and legal requirements of the firm to accomplish social [and environmental] benefits along with the traditional economic gains which the firm seeks (Ferreira & de Oliveira, 2014). Motivated employees feel a closer relationship with the organization they work for and hence perform (Chaudhary et al., 2015). The study has 5 Hypotheses this research is a quantitative study that is Casual, Correlational, and Descriptive and will be conducted in a company in Bulacan, a province in the Philippines with a sample population size of 80. This research will look at, effects and relationship of Employee Motivation, Corporate Social Responsibility, and Employee Relation. Data will be analyzed using Descriptive Analytics, Multiple Linear Regression Analysis, and Correlational Analysis. Based on the data CSR is positively and significantly impacts Employee Motivation. If CSR is broken down into its sub constructs of Internal and External CSR only External CSR (Local Community) significantly impacts Employee Motivation. Data analysis also shows that Employee Motivation significantly impacts Employee Retention. While the highlight of the study is the mediation, it was found out that CSR was not a significant predictor of Employee Relation when Employee Motivation was included in the model. Keywords: Corporate Social Responsibility, Internal CSR, External CSR, Employee Motivation, Employee Relation INTRODUCTION Corporate Social Responsibility (CSR) has been in the spotlight in the last decades. The challenges, derived from new technology and fast-paced market changes posed by different organizations, and a new, more informed consumer, raised the bar regarding how companies should behave towards their stakeholders which includes social, economic, and environmental concerns (Ferreira & de Oliveira, 2014). Recent research on Corporate Social Responsibility (CSR) has stressed corporations to assign substantial resources for the welfare of the community. Researchers are advising different business entities to consider the amount spent in CSR as an investment rather than as an expense (Ali, Rehman, Ali, Yousaf & Zia, 2010). Nowadays corporations are realizing the multifaced benefits of CSR and are paying great attention to incorporate it in all spheres of business strategies (Davies & Crane 2010). On the other hand, employees are increasingly questioning the meaning of their work, existence, and the role which companies fail to realize that can become a problem in attracting, retaining, and engaging best employees (Bhattacharya, Sen & Korschun, 2008). CSR has been viewed and treated within different disciplines, such as business ethics, marketing, and business and management studies (Cooke & He, 2010). However, this has been focused on issues such as performance, strategy, marketing, consumer behavior, and environmental impact (Cooke & He, 2010; Ferreira & de Oliveira, 2014) neglecting the impact and