Corporate Social Responsibility (CSR) has developed a robust body of research while there has been a lack of research focusing on its counterpart, Corporate Social Irresponsibility (CSI). This is especially true when it comes to how employees view these behaviors. Perceptions of CSR and CSI behaviors are important in understanding how employees’ are impacted by their employers’ good or bad behaviors. This study had two primary objectives: 1) develop the first functional measure of CSI perceptions, and 2) contribute to the body of literature within CSI research. With a sample of 371 full-time workers recruited from Amazon’s Mechanical Turk, this study explored several relationships. Predictor variables included both CSR and CSI with self-importance of moral identity tested as a potential moderator between CSI and organizational outcomes (i.e. employee motivation and organizational commitment). The CSI measure created for this study proved effective and worthy of further validation. Results indicated that CSI perceptions negatively related to autonomous employee motivation (i.e. identified regulation and intrinsic motivation) and organizational commitment (i.e. affective commitment and normative commitment). Employee self-importance of moral identity had a positive relationship with these outcomes. Self-importance of moral identity moderated the relationship between CSI and organizational commitment, such that those with higher self-importance of moral identity saw more severe declines in organizational commitment when CSI behaviors were high. This moderation was not found for CSI and autonomous employee motivation. The practical implications of this research, future research directions, and the limitations of the present study are discussed.