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題名 員工企業社會責任認知與工作敬業、工作滿意度及離職意願之關係：以台灣塑膠包裝產業為例
The Relationships among Employees’ Corporate Social Responsibility Perceptions, Work engagement, Job Satisfaction and Intention to Quit: A Case Study of the Plastic Packaging Industry in Taiwan作者 謝芷頤
Hsieh, Chih-Yi貢獻者 胡昌亞
謝芷頤
Hsieh, Chih-Yi關鍵詞 企業社會責任
工作敬業
工作滿意度
離職意願
Corporate social responsibility
Work engagement
Job satisfaction
Intention to quite日期 2020 上傳時間 3-八月-2020 18:41:38 (UTC+8) 摘要 隨著企業社會責任之觀念及發展逐漸成熟，無論是順應國際趨勢、政府法規、組織自我形象提升等各項原因，許多企業皆將企業社會責任之概念融入其經營理念之中。企業社會責任之範圍包含廣泛，企業履行企業社會責任時，不只須關注外部之環境保護、社會公益，對內部員工之員工照顧、公司績效表現及公司治理等亦是相當重要的層面。過去學者曾提出，當企業履行企業社會責任時，對於其內部員工之情感、工作態度及行為皆會產生正向之影響。近年來環保議題逐漸受到重視，台灣政府亦自2002年起即開始推動限塑相關政策，近年更公布擴大實施限塑政策。在這樣的時代背景之下，以生產各類塑膠包裝材料為主要營運活動之塑膠包裝產業備受挑戰。本研究欲探討在塑膠包裝產業中，員工企業社會責任知覺與其工作敬業、工作滿意度及離職意願之間的關係。透過問卷調查之方式蒐集資料並做後續之資料分析，研究結果顯示：(1) 不同向度的企業社會責任知覺，員工態度的關係強度不同。；(2) 企業社會責任知覺與對於員工工作敬業有正向關係；(3) 企業社會責任知覺與員工工作滿意度有正向影響；(4) 企業社會責任知覺對於員工離職意願有負向關係根據本研究結果，企業發展企業社會責任之相關政策與措施，將能提升員工之工作敬業程度、工作滿意度並降低其離職意願。而這些因素都有望提升企業績效表現。儘管備受外在環境之挑戰，塑膠包裝產業之管理者仍可以照其公司之特色，發展適合自身企業之企業社會責任相關營運策略，以因應未來企業發展之各項挑戰。
With the gradual maturity of the concept and development of corporate social responsibility (CSR) , many enterprises have incorporated the concept of corporate social responsibility into their business strategy. The motivation to promote CSR may varies from following international trends, complying government regulations, to promoting the self-image of their own company. The scope of CSR is extensive. In the practice of CSR, an enterprise should not only pay attention to external environmental protection and social welfare, but also to internal employees’ needs, corporate financial performance and corporate governance. Empirical research findings suggests that fulfillment of CSR have positive impacts on the work attitudes and behaviors of employees. In recent years, the issue of environmental protection has been paid more and more attention. Since 2002, the government of Taiwan has been promoting the policy of plastic limited. Taiwanese government also announced plans to expand the implementation of the plastic limited policy. In this context, enterprises in the plastic packaging industry are facing more challenges.The purpose of this study is to explore the relationship between employees` CSR perception and their work engagement, job satisfaction, and intention to quit in the plastic packaging industry. Survey method was used for collecting data from 158 employees working in the plastic packaging industry located in northern Taiwan. Hieratical multiple regression analyses were used for hypotheses testing. Results suggest that CSR perceptions positively related to work engagement and job satisfaction, whereas CSR perceptions negatively related to intention to quit. Furthermore, different dimensions of CSR perceptions have different degrees of influence on employees` attitudes.Therefore, the development of CSR policies will improve employees` work engagement, job satisfaction, and reduce their intention to quite, thus enabling enterprises to have better performance. Despite the challenges posed by the external environment, managers in the plastic packaging industry can develop their own CSR related business strategies to meet the challenges of future corporate development.參考文獻 一、中文文獻1. 行政院環保署：https://hwms.epa.gov.tw/2. 吳美連 (2005)，人力資源管理：理論與實務，智勝，台北。3. 李佩容(2009)，員工企業責任知覺對組織承諾與離職傾向影響之實證研究，國立台灣師範大學工業科技教育學系碩士論文4. 李豔華;企業社會責任表現對員工組織行為的影響研究[J];當代經濟管理;2008年08期5. 周聰佑、陳彥廷、吳佳玲(2012)，企業履行社會責任對員工組織公民行為之影響，商管科技季刊 第 13 卷 第 2 期，165-1906. 國際生質塑膠包裝材發展趨勢(上)=The Technologies and Global Markets Trend of Bioplastic Packaging (1) 廖聖茹 工業材料 387 2019.03[民108.03] 頁64-727. 張愛卿、呂昆鵬、錢振波(2010)，企業社會責任形象與員工工作滿意度及組織公民行為的關係，經濟管理，第 8 期：86-928. 經濟部中小企業處：https://www.moeasmea.gov.tw/article-tw-2344-42519. 劉昕;林南山;企業的社會責任:HR大有可為[J];人力資源;2006年08期10. 樊景立，紡織廠女作業員離職行為之研究， 政治大學企業管理研究所碩士論文，第 15- 28 頁（1978）。 二、英文文獻1. Adams. J.S. (1963). Toward and Understanding of Inequity, Journal of Abnormal and Social Psychology. 67, 422-436.2. Barnard, C. (1938). The Functions of the Executive. (pp. 3-290). Cambridge: Harvard University Press.3. Bhattacharya, C. B., Sen, S., & Korschun,D. 2008. Using corporate social responsibility to win the war for talent. MIT Solan Management Review, 49(2): 36-444. Bowen, H. R. (1953). Social Responsibility of the Businessman. New York: Harper and Row.5. Carroll, A. B. (1979). A three - dimensional concept model of corporate social performance. Academy for Management review, 4(4), 497-505.6. Clark, J. M. (1939).Social control of business. New York: McGraw-Hill.7. Commitment, Journal of Business Ethics, 89(2), 189-204.8. Daniel B. Turban and Daniel W. Greening (1997). Corporate Social Performance and Organizational Attractiveness to Prospective Employees. The Academy of Management Journal Vol. 40, 658-6729. Dodd, E. Merrick (1932), “ For Whom Are Corporate Managers Trustees?“ Harvard Law Review, Vol. 45, pp. 1145-116310. Herzberg, Frederick; Mausner, Bernard; Snyderman, Barbara B. (1959). The Motivation to Work (2nd.). New York: John Wiley.11. Hoppock. R (1935). Job Satisfaction, New York: Harper & Row12. Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.13. Kalleberg, A.L. (1977). Work Values and Job Rewards: A Theory of Job Satisfaction, American Sociological Review, 42, 124-143.14. Kreps, Measurement Bus. Social Performance, 1940 (TNEC)15. Levy, M., & Dubinsky, A. J. 1983. Identifying and addressing retail salespeople’s ethical problems: A method and application. Journal of Retailing, 59(1): 46-6616. Locke, E. A. (1976). The Nature and causes of Job Satisfaction. Hand books of Industrial and Organizational Psychology, Chicago: Rand McNally.17. Luthans, F., & Peterson, S.J. (2001). Employee engagement and manager self-efficacy: Implications for managerial effectiveness and development. Journal of Management Development, 21, 376-387.18. Maignan, I. & Ferrell, O. C. (2000). Measuring Corporate Citizenship in Two Countries: The Case of the United States and France. Journal of Business Ethics, 23, 283-297.19. Maslach, C., & Leiter, M.P. (1997). The truth about burnout. San Francisco: Jossey-Bass. Maslach, C., Schaufeli, W.B., & Leiter, M.P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.20. Maslach, C., Schaufeli, W.B., & Leiter, M.P. (2001). Job burnout. Annual Review of Psychology, 52, 397-42221. Maslow. AH. (1943). A Theory of Human Motivation, Psychological Review, 50,370-39622. McWilliams, A. and Siegel, D. (2001) Corporate Social Responsibility: A Theory of the Firm Perspective. Academy of Management Review, 26, 117-127.23. Mobley, W. H., Intermediate Link in the Relationship between Job Satisfaction and Employee Turnover, Journal of Applied Psychology, (62) 2, 237-240 (1977)24. Mobley, W. H., R. W. Griffeth, H. H. Hand and B. M. Meglino (1979). Review and conceptual analysis of employee turnover process. Psychological Bulletin, 86, 493- 52225. Pettijohn, C., Pettijohn, L., & Taylor, A.J. 2008. Salesperson perceptions of ethical behaviors: Their influence on job satisfaction and turnover intentions. Journal of Business Ethics, 78(4): 547-55726. Porter. L. W., and Lawler, F. F. (1968). What Job Attitudes tell about Motivation, Harvard Business Review, Jan-Feb. 46 (1), 118- 126.27. Price, J. L. (1977). The study of turnover. Ames: Iowa State University Press28. Rupp, D. E., Ganapathi, J., Aguilera, R. V., & Williams, C. A. (2006). Employee Reactions to Corporate Social Responsibility: An Organizational Justice Framework. Journal of Organizational Behavior, 27(4), 537–543.29. Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(6), 600-61930. Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and psychological measurement, 66(4), 701-716.31. Schaufeli, W., Salanova, M., González-Romá, V., & Bakker, A., (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-9232. Schaufeli, W.B., Martínez, I.M., Pinto, A.M., Salanova, M., & Bakker, A.B., (2002). Burnout and engagement in university students: A cross- national study. Journal of Cross-Culture Psychology, 33(5), 464-481.33. Smith. P. C., Kendell L. M. & Hulin C. L. (1969). The Measurement of Satisfaction in Work and Retirement, Chicago: Rand Meanly.34. Turker, D. (2009). How Corporate Social Responsibility Influences Organizational35. Valentine, S., Fleischman, G. Ethics Programs, Perceived Corporate Social Responsibility and Job Satisfaction. J Bus Ethics 77, 159–172 (2008)36. Vitell, S.J., Davis, D.L. The relationship between ethics and job satisfaction: An empirical investigation. J Bus Ethics 9, 489–494 (1990) doi:10.1007/BF0038284237. Vroom, V. H. (1964), Work and Motivation, New York: John Wiley & Sons.38. Weiss, D.J., Dawis, R.V. England, G. W. and Lofquist, L. H. (1967), Manual for the Minnesota Satisfaction Questionnaire. Vol. 22, Minnesota Studies in Vocational Rehabilitation, Minneapolis: University of Minnesota, Industrial Relations Center. 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
107363018資料來源 http://thesis.lib.nccu.edu.tw/record/#G0107363018 資料類型 thesis dc.contributor.advisor 胡昌亞 zh_TW dc.contributor.author (作者) 謝芷頤 zh_TW dc.contributor.author (作者) Hsieh, Chih-Yi en_US dc.creator (作者) 謝芷頤 zh_TW dc.creator (作者) Hsieh, Chih-Yi en_US dc.date (日期) 2020 en_US dc.date.accessioned 3-八月-2020 18:41:38 (UTC+8) - dc.date.available 3-八月-2020 18:41:38 (UTC+8) - dc.date.issued (上傳時間) 3-八月-2020 18:41:38 (UTC+8) - dc.identifier (其他 識別碼) G0107363018 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/131344 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 107363018 zh_TW dc.description.abstract (摘要) 隨著企業社會責任之觀念及發展逐漸成熟，無論是順應國際趨勢、政府法規、組織自我形象提升等各項原因，許多企業皆將企業社會責任之概念融入其經營理念之中。企業社會責任之範圍包含廣泛，企業履行企業社會責任時，不只須關注外部之環境保護、社會公益，對內部員工之員工照顧、公司績效表現及公司治理等亦是相當重要的層面。過去學者曾提出，當企業履行企業社會責任時，對於其內部員工之情感、工作態度及行為皆會產生正向之影響。近年來環保議題逐漸受到重視，台灣政府亦自2002年起即開始推動限塑相關政策，近年更公布擴大實施限塑政策。在這樣的時代背景之下，以生產各類塑膠包裝材料為主要營運活動之塑膠包裝產業備受挑戰。本研究欲探討在塑膠包裝產業中，員工企業社會責任知覺與其工作敬業、工作滿意度及離職意願之間的關係。透過問卷調查之方式蒐集資料並做後續之資料分析，研究結果顯示：(1) 不同向度的企業社會責任知覺，員工態度的關係強度不同。；(2) 企業社會責任知覺與對於員工工作敬業有正向關係；(3) 企業社會責任知覺與員工工作滿意度有正向影響；(4) 企業社會責任知覺對於員工離職意願有負向關係根據本研究結果，企業發展企業社會責任之相關政策與措施，將能提升員工之工作敬業程度、工作滿意度並降低其離職意願。而這些因素都有望提升企業績效表現。儘管備受外在環境之挑戰，塑膠包裝產業之管理者仍可以照其公司之特色，發展適合自身企業之企業社會責任相關營運策略，以因應未來企業發展之各項挑戰。 zh_TW dc.description.abstract (摘要) With the gradual maturity of the concept and development of corporate social responsibility (CSR) , many enterprises have incorporated the concept of corporate social responsibility into their business strategy. The motivation to promote CSR may varies from following international trends, complying government regulations, to promoting the self-image of their own company. The scope of CSR is extensive. In the practice of CSR, an enterprise should not only pay attention to external environmental protection and social welfare, but also to internal employees’ needs, corporate financial performance and corporate governance. Empirical research findings suggests that fulfillment of CSR have positive impacts on the work attitudes and behaviors of employees. In recent years, the issue of environmental protection has been paid more and more attention. Since 2002, the government of Taiwan has been promoting the policy of plastic limited. Taiwanese government also announced plans to expand the implementation of the plastic limited policy. In this context, enterprises in the plastic packaging industry are facing more challenges.The purpose of this study is to explore the relationship between employees` CSR perception and their work engagement, job satisfaction, and intention to quit in the plastic packaging industry. Survey method was used for collecting data from 158 employees working in the plastic packaging industry located in northern Taiwan. Hieratical multiple regression analyses were used for hypotheses testing. Results suggest that CSR perceptions positively related to work engagement and job satisfaction, whereas CSR perceptions negatively related to intention to quit. Furthermore, different dimensions of CSR perceptions have different degrees of influence on employees` attitudes.Therefore, the development of CSR policies will improve employees` work engagement, job satisfaction, and reduce their intention to quite, thus enabling enterprises to have better performance. Despite the challenges posed by the external environment, managers in the plastic packaging industry can develop their own CSR related business strategies to meet the challenges of future corporate development. en_US dc.description.tableofcontents 中文摘要 I英文摘要 II目次 III圖次 VI表次 VII第一章 緒論 1第一節 研究背景與動機 1第二節 研究目的 6第二章 文獻探討 7第一節 企業社會責任 7第二節 工作敬業 12第三節 工作滿意度 15第四節 離職意願 19第三章 研究方法 22第一節 研究方法 22第二節 研究對象 23第三節 研究工具與資料分析方法 24第四章 研究結果 27第一節 樣本描述與敘述統計 27第二節 信度分析 33第三節 相關分析 34第四節 迴歸分析 36第五章 結論與建議 41第一節 研究結論 41第二節 研究建議 45第三節 研究限制與未來研究建議 47參考文獻 50一、中文文獻 50二、英文文獻 51附件一 55一、員工調查問卷 55 zh_TW dc.format.extent 2257235 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0107363018 en_US dc.subject (關鍵詞) 企業社會責任 zh_TW dc.subject (關鍵詞) 工作敬業 zh_TW dc.subject (關鍵詞) 工作滿意度 zh_TW dc.subject (關鍵詞) 離職意願 zh_TW dc.subject (關鍵詞) Corporate social responsibility en_US dc.subject (關鍵詞) Work engagement en_US dc.subject (關鍵詞) Job satisfaction en_US dc.subject (關鍵詞) Intention to quite en_US dc.title (題名) 員工企業社會責任認知與工作敬業、工作滿意度及離職意願之關係：以台灣塑膠包裝產業為例 zh_TW dc.title (題名) The Relationships among Employees’ Corporate Social Responsibility Perceptions, Work engagement, Job Satisfaction and Intention to Quit: A Case Study of the Plastic Packaging Industry in Taiwan en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、中文文獻1. 行政院環保署：https://hwms.epa.gov.tw/2. 吳美連 (2005)，人力資源管理：理論與實務，智勝，台北。3. 李佩容(2009)，員工企業責任知覺對組織承諾與離職傾向影響之實證研究，國立台灣師範大學工業科技教育學系碩士論文4. 李豔華;企業社會責任表現對員工組織行為的影響研究[J];當代經濟管理;2008年08期5. 周聰佑、陳彥廷、吳佳玲(2012)，企業履行社會責任對員工組織公民行為之影響，商管科技季刊 第 13 卷 第 2 期，165-1906. 國際生質塑膠包裝材發展趨勢(上)=The Technologies and Global Markets Trend of Bioplastic Packaging (1) 廖聖茹 工業材料 387 2019.03[民108.03] 頁64-727. 張愛卿、呂昆鵬、錢振波(2010)，企業社會責任形象與員工工作滿意度及組織公民行為的關係，經濟管理，第 8 期：86-928. 經濟部中小企業處：https://www.moeasmea.gov.tw/article-tw-2344-42519. 劉昕;林南山;企業的社會責任:HR大有可為[J];人力資源;2006年08期10. 樊景立，紡織廠女作業員離職行為之研究， 政治大學企業管理研究所碩士論文，第 15- 28 頁（1978）。 二、英文文獻1. Adams. J.S. (1963). Toward and Understanding of Inequity, Journal of Abnormal and Social Psychology. 67, 422-436.2. Barnard, C. (1938). The Functions of the Executive. (pp. 3-290). Cambridge: Harvard University Press.3. Bhattacharya, C. B., Sen, S., & Korschun,D. 2008. Using corporate social responsibility to win the war for talent. MIT Solan Management Review, 49(2): 36-444. Bowen, H. R. (1953). Social Responsibility of the Businessman. New York: Harper and Row.5. Carroll, A. B. (1979). A three - dimensional concept model of corporate social performance. Academy for Management review, 4(4), 497-505.6. Clark, J. M. (1939).Social control of business. New York: McGraw-Hill.7. Commitment, Journal of Business Ethics, 89(2), 189-204.8. Daniel B. Turban and Daniel W. Greening (1997). Corporate Social Performance and Organizational Attractiveness to Prospective Employees. The Academy of Management Journal Vol. 40, 658-6729. Dodd, E. Merrick (1932), “ For Whom Are Corporate Managers Trustees?“ Harvard Law Review, Vol. 45, pp. 1145-116310. Herzberg, Frederick; Mausner, Bernard; Snyderman, Barbara B. (1959). The Motivation to Work (2nd.). New York: John Wiley.11. Hoppock. R (1935). Job Satisfaction, New York: Harper & Row12. Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.13. Kalleberg, A.L. (1977). Work Values and Job Rewards: A Theory of Job Satisfaction, American Sociological Review, 42, 124-143.14. Kreps, Measurement Bus. Social Performance, 1940 (TNEC)15. Levy, M., & Dubinsky, A. J. 1983. Identifying and addressing retail salespeople’s ethical problems: A method and application. Journal of Retailing, 59(1): 46-6616. Locke, E. A. (1976). The Nature and causes of Job Satisfaction. Hand books of Industrial and Organizational Psychology, Chicago: Rand McNally.17. Luthans, F., & Peterson, S.J. (2001). 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