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題名 企業社會責任參與與活力感： 工作意義感、自主性的中介式調節模型
Participation with Corporate Social Responsibility and Vitality: A Mediated Moderation Model of Meaningfulness at Work and Autonomy
作者 張惟程
Chang, Wei-Cheng
貢獻者 郭建志
張惟程
Chang, Wei-Cheng
關鍵詞 社會企業責任參與
自主性
自我決定論
工作意義感
活力感
Parpicapation with corporate social responsibility
Autonomy
Self-determination theory
Work meaningfulness
Vitality
日期 2020
上傳時間 3-Aug-2020 17:56:32 (UTC+8)
摘要 隨著時代與環境的演進變遷，企業愈來愈加龐大，以至於不能夠再如同過去只考慮自身與投資者的利益，這使得在近30年來，企業社會責任已儼然成為組織行為的重要議題之一。然而，過往的企業社會責任研究，卻過度強調其對組織競爭力的影響，而忽略了員工做為執行者所帶來的影響，以及員工之間異質性的影響。因此，本研究以自我決定論作為核心理論，欲探討員工的企業社會責任參與與其自主性的交互效果帶來的影響。本研究主張員工的企業社會責任與其自主性的交互效果會透過工作意義感的中介效果而提高員工的活力感。本研究採用問卷調查法，並以台灣企業全職員工作為受試者，以兩階段時間隔離的問卷法施測，並收集了266位有效樣本。本研究的結果支持：（一）企業社會責任參與與自主性的交互效果會正向影響工作意義感；（二）工作意義感會正向影響活力感；（三）CSR參與及自主性的交互效果會藉由工作意義感的中介來正向影響活力感，形成一個完全中介式調節模型。本研究的研究結果說明當員工在參與CSR行為時，其自主性會調節該行為對其工作意義感的影響，並且藉此進而提升員工的活力感。本研究所得出的中介式調節模型將有助於未來研究者在社會企業責任相關研究的發展及自我決定論的理解。同時，本研究也建議在實務上，企業可以藉由建立良好的社會企業責任文化及制度來提升員工的工作意義感及活力，並運用教育訓練讓員工認同其重要性或建立有挑戰性及具有樂趣的社會企業責任活動，提高自主性，以強化對員工的正向影響。最後，本研究也針對自身限制及未來研究方向提出討論，期望能作為未來相關研究的礎石。
As time and environment change, the growing scope of organizations has urged them to think beyond the benefits of themselves and their stakeholders; therefore, corporate social responsibility, CSR, has become a paramount issue in organizational behavior studies for the past three decades. However, past CSR researchers have overly emphasized its impact on an organization’s competitiveness, overlooking the impacts of employee participation and their heterogeneity. Thus, based on self-determination theory, the present study investigated the influence of the interaction between employees’ CSR participation and autonomy. Our research maintained that such interaction could increase employee’s vitality via the mediation of work meaningfulness. The study is conducted with two-staged questionnaires collected from 266 employees at enterprises in Taiwan. The collected data supported the following three results. First, the interaction between employees’ participation with CSR and autonomy impacted work meaningfulness positively. Second, work meaningfulness positively impacted vitality. Third, the interaction between employees’ participation with CSR and autonomy positively impacted vitality via the mediation of work meaningfulness, demonstrating a full mediated-moderation model. The discovered mediated-moderation model serves as a cornerstone for future researchers to develop CSR studies and to enhance understandings of self-determination frameworks. In practice, our research suggested that firms should establish favorable CSR cultures and systems to increase work meaningfulness and vitality of employees. Meanwhile, they can utilize training to let employees identify CSR or create challenging and enjoyable CSR activities to increase autonomy for strengthening CSR’s positive effect on employees. Finally, the study discussed its limit and provided implications for future research directions.
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描述 碩士
國立政治大學
心理學系
107752001
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0107752001
資料類型 thesis
dc.contributor.advisor 郭建志zh_TW
dc.contributor.author (Authors) 張惟程zh_TW
dc.contributor.author (Authors) Chang, Wei-Chengen_US
dc.creator (作者) 張惟程zh_TW
dc.creator (作者) Chang, Wei-Chengen_US
dc.date (日期) 2020en_US
dc.date.accessioned 3-Aug-2020 17:56:32 (UTC+8)-
dc.date.available 3-Aug-2020 17:56:32 (UTC+8)-
dc.date.issued (上傳時間) 3-Aug-2020 17:56:32 (UTC+8)-
dc.identifier (Other Identifiers) G0107752001en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/131102-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學系zh_TW
dc.description (描述) 107752001zh_TW
dc.description.abstract (摘要) 隨著時代與環境的演進變遷，企業愈來愈加龐大，以至於不能夠再如同過去只考慮自身與投資者的利益，這使得在近30年來，企業社會責任已儼然成為組織行為的重要議題之一。然而，過往的企業社會責任研究，卻過度強調其對組織競爭力的影響，而忽略了員工做為執行者所帶來的影響，以及員工之間異質性的影響。因此，本研究以自我決定論作為核心理論，欲探討員工的企業社會責任參與與其自主性的交互效果帶來的影響。本研究主張員工的企業社會責任與其自主性的交互效果會透過工作意義感的中介效果而提高員工的活力感。本研究採用問卷調查法，並以台灣企業全職員工作為受試者，以兩階段時間隔離的問卷法施測，並收集了266位有效樣本。本研究的結果支持：（一）企業社會責任參與與自主性的交互效果會正向影響工作意義感；（二）工作意義感會正向影響活力感；（三）CSR參與及自主性的交互效果會藉由工作意義感的中介來正向影響活力感，形成一個完全中介式調節模型。本研究的研究結果說明當員工在參與CSR行為時，其自主性會調節該行為對其工作意義感的影響，並且藉此進而提升員工的活力感。本研究所得出的中介式調節模型將有助於未來研究者在社會企業責任相關研究的發展及自我決定論的理解。同時，本研究也建議在實務上，企業可以藉由建立良好的社會企業責任文化及制度來提升員工的工作意義感及活力，並運用教育訓練讓員工認同其重要性或建立有挑戰性及具有樂趣的社會企業責任活動，提高自主性，以強化對員工的正向影響。最後，本研究也針對自身限制及未來研究方向提出討論，期望能作為未來相關研究的礎石。zh_TW
dc.description.abstract (摘要) As time and environment change, the growing scope of organizations has urged them to think beyond the benefits of themselves and their stakeholders; therefore, corporate social responsibility, CSR, has become a paramount issue in organizational behavior studies for the past three decades. However, past CSR researchers have overly emphasized its impact on an organization’s competitiveness, overlooking the impacts of employee participation and their heterogeneity. Thus, based on self-determination theory, the present study investigated the influence of the interaction between employees’ CSR participation and autonomy. Our research maintained that such interaction could increase employee’s vitality via the mediation of work meaningfulness. The study is conducted with two-staged questionnaires collected from 266 employees at enterprises in Taiwan. The collected data supported the following three results. First, the interaction between employees’ participation with CSR and autonomy impacted work meaningfulness positively. Second, work meaningfulness positively impacted vitality. Third, the interaction between employees’ participation with CSR and autonomy positively impacted vitality via the mediation of work meaningfulness, demonstrating a full mediated-moderation model. The discovered mediated-moderation model serves as a cornerstone for future researchers to develop CSR studies and to enhance understandings of self-determination frameworks. In practice, our research suggested that firms should establish favorable CSR cultures and systems to increase work meaningfulness and vitality of employees. Meanwhile, they can utilize training to let employees identify CSR or create challenging and enjoyable CSR activities to increase autonomy for strengthening CSR’s positive effect on employees. Finally, the study discussed its limit and provided implications for future research directions.en_US
dc.description.tableofcontents 目錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
第一節 研究動機與目的 1
第二節 研究目的 4
第二章 文獻回顧 5
第一節 企業社會責任 5
第二節 自我決定論 8
第三節 CSR參與及自主性對工作意義感的交互效果 12
第四節 工作意義感與活力感 16
第五節 中介式調節效果 18
第三章 研究方法 20
第一節 研究對象 20
第二節 研究工具 22
第三節 分析方法 28
第四章 研究結果 29
第一節 驗證性因素分析 29
第二節 相關分析 31
第三節 假設檢驗──階層迴歸分析 33
第五章 討論 37
第一節 結果討論 37
第二節 理論貢獻與實務意涵 40
第三節 研究限制及未來研究方向 42
參考文獻 44
附錄一 第一階段問卷 53
附錄二 第二階段問卷 57		zh_TW
dc.format.extent 2442032 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0107752001en_US
dc.subject (關鍵詞) 社會企業責任參與zh_TW
dc.subject (關鍵詞) 自主性zh_TW
dc.subject (關鍵詞) 自我決定論zh_TW
dc.subject (關鍵詞) 工作意義感zh_TW
dc.subject (關鍵詞) 活力感zh_TW
dc.subject (關鍵詞) Parpicapation with corporate social responsibilityen_US
dc.subject (關鍵詞) Autonomyen_US
dc.subject (關鍵詞) Self-determination theoryen_US
dc.subject (關鍵詞) Work meaningfulnessen_US
dc.subject (關鍵詞) Vitalityen_US
dc.title (題名) 企業社會責任參與與活力感： 工作意義感、自主性的中介式調節模型zh_TW
dc.title (題名) Participation with Corporate Social Responsibility and Vitality: A Mediated Moderation Model of Meaningfulness at Work and Autonomyen_US
dc.type (資料類型) thesisen_US
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dc.identifier.doi (DOI) 10.6814/NCCU202001069en_US