Socially responsible initiatives are indisputable generators of a higher level of belonging of employees as members of an organization. This phenomenon, in turn, drives favorable results at the individual, group, organizational and even institutional levels. This study analyzes the existing association between corporate social responsibility and the organizational identification of employees, with the aim of illustrating the practical meaning of said causal link. To do this, it is based on a preliminary process of bibliometric analysis and qualitative screening, which selects the conclusions of influential empirical works in the relevant literature regarding the topic in question. Therefore, the study converges in a decalogue of useful implications for human resources managers and professionals that, in the field, determines the scope of said relationship in the real organizational environment. In this way, it allows the use of relevant theoretical contributions around study and makes it available to managerial practice.