Internal Corporate Social Responsibility.

Today's societies have been characterized by the advancement of their organizational schemes, large public and private institutions. De la Cuesta (2006) defines social responsibility as "the set of obligations and commitments, legal and ethical, national and international, with stakeholders". In this sense, it is important to mention that the aspects of responsibility are subject to two elements, the regulations imposed by governmental institutions on the one hand, and on the other hand, the ethical appreciation of the actors involved in the social integration process. This is why we speak of ethics as the fundamental element of the social responsibility of organizations. In this regard, Hijar and Chavez (2006), state that "ethics investigates what is the supreme good, the nature and value of moral conscience, the foundation of obligation", therefore, this moral value is developed according to the perception that each individual has about his role in the preservation, either of his social, economic, environmental context. Now, this ethical consideration turns to the companies, which must act in function of the good of the communities, but beyond their legal responsibility. According to Koontz and Weihrich (2004), corporate social responsibility would be "consideration of the impact on society of the actions of companies", because in their daily activities they use resources and produce waste, having an impact on their context, which generates their responsibility.

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This responsibility has two dimensions, one is associated with the external dimension related to local communities, business partners, suppliers and consumers, human rights, ecological problems and sustainable development. But there is another dimension, which is internal, associated with human resources, which includes aspects such as employee competence and qualifications, non-discriminatory practices, information facilities, better balance between work and family, health and safety in the workplace. The aforementioned criterion is considered very important, due to the relevance of people in organizations. If organizations functioned as devices, management would be a very simple task, everything programmed would be carried out, therefore, people are more and more determinant in organizational performance, because each individual has a particular way of seeing the world, of interpreting the context where he lives, works and shares with friends, therefore, each individual has his own worldview and way of elucidating the environment where he develops.

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In this order, it is mentioned that a worker who feels important to the organization will generate a greater commitment to it, having a better performance. In this sense, organizational commitment is the feeling of identification, participation and loyalty that the employee expresses towards the company". Therefore, if the employee feels cared for, that he/she is taken into account, together with other aspects of the relationship between the workers themselves, his/her commitment to the organization will be greater.