We present a model that applies the self-determination theory (SDT) to explain the role of motivation and employer support for corporate volunteering in the emergence of organisational CSR climate. In addition, we explored the link between CSR climate and employee and organisational outcomes such as employee volunteering satisfaction, community impact efficacy and organisational commitment in the domain of corporate volunteering. Data were collected from 264 employees from five organisations. In general, our results supported the importance of autonomous forms of motivational states and the availability of paid time off for corporate volunteering as contributors to a positive CSR climate perception in an organisation. In addition, CSR climate is suggested as an explanatory link in the relationships between employee corporate volunteering motivation and employer support and the various outcomes examined in our study. These results also emphasise the relative and differential contribution of various motivational states to the outcomes under investigation. Moreover, we have found that the corporate volunteering specific construct, community impact efficacy, is associated with CSR climate and the most autonomous forms of employee corporate volunteering motivations. The present study underlines the importance of the psychological processes through which positive individual, organisational and community related attitudes in a corporate volunteering context occur.