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題名 災害風險與人力資源表現之影響分析
Analysis of the impact of disaster risk and human resource performance
作者 吳璟澐
Wu, Ching-Yun
貢獻者 蘇威傑
吳璟澐
Wu, Ching-Yun
關鍵詞 實體災害風險
人力資源管理
員工健康與安全
Physical disaster risk
Human resource management
Employee health and safety
日期 2025
上傳時間 4-Aug-2025 14:15:01 (UTC+8)
摘要 本研究旨在探討氣候變遷所引發的實體災害風險對企業人力資源表現的影 響，特別聚焦於員工健康與安全以及人事穩定度兩大構面。過去氣候風險相關 文獻多集中於財務層面的探討，對於社會構面(Social, S)尤其人力資源的影響 仍相對不足。本研究以台灣上市櫃公司為樣本，使用國家災害防救科技中心提 供的「坡地風險」與「淹水風險」等級作為災害風險指標，搭配企業人力資源 資料，並採用多元迴歸模型進行實證分析。 研究結果顯示，企業處在災害風險較高地區，員工健康與安全表現分數顯著較低，且育嬰留停復職率亦呈現負向影響，顯示員工在災害環境下對職場安全與未來穩定性的疑慮。進一步分析不同災害類型的影響後發現，相較於淹水風險，坡地風險對健康與人事穩定影響更為顯著。本研究呼籲，企業應將災害風險管理擴展至社會構面，並對員工福祉與職場安全制定更完善的策略，以促進企業永續經營。 具體措施，企業可強化硬體設施與環境安全，提升防洪、防崩塌等基礎建設，並建立彈性工時、遠端辦公及階段性復職等措施，幫助員工能在災後順利返回職場。而對於長期處於高風險地區的企業，需重視員工心理健康與提供友善的育嬰復職環境，減少員工因安全疑慮或照顧壓力而離職。提供完善的留任誘因、災後保障，能助於增強員工信任並穩定人力資源結構。 同時，企業在永續報告中應揭露災害管理措施及其對員工與營運的影響，展 現社會責任與韌性管理。政府也可透過政策與補助，鼓勵企業加強防災與人力 資源支持，共同降低氣候風險對「社會構面」(Social, S)的衝擊。
This study aims to examine the impact of climate change-induced physical disaster risks on corporate human resource performance, focusing on employee health and safety as well as workforce stability. While prior research on climate risks has mainly addressed financial aspects, their influence on the social dimension (Social, S), particularly human resources, remains underexplored. Using listed companies in Taiwan as the sample, this study combines disaster risk indicators such as slope risk and flood risk levels provided by the National Science and Technology Center for Disaster Reduction with corporate HR data, and applies multiple regression analysis. The results show that firms in higher-risk areas tend to have significantly lower employee health and safety scores and a negative association with parental leave return rates, reflecting employees’ concerns about workplace safety and future stability. Further analysis reveals that slope risk has a more pronounced impact on employee health and workforce stability compared to flood risk. This study calls for companies to broaden disaster risk management to the social dimension and to adopt more comprehensive strategies to protect employee well- being and support sustainable operations. Specifically, firms can reinforce infrastructure, improve flood and landslide prevention, and establish flexible working hours, remote work options, and phased return-to-work mechanisms to assist employees after disasters. For companies operating long-term in high-risk areas, it is crucial to address employees’ mental health and create supportive environments for returning from parental leave, reducing turnover caused by safety concerns or caregiving responsibilities. Comprehensive retention incentives and post-disaster security measures can further build trust and stabilize human resources. Additionally, companies should disclose disaster management practices and their impacts on employees and operations in sustainability reports to demonstrate social responsibility and resilience. Governments can also promote policies and incentives to help companies strengthen disaster prevention and HR support, reducing the impact of climate risks on the social dimension (Social, S).
參考文獻 中文部分 中華民國全國青年創業總會（2016）。經濟部中小企業處 105 年度新世代中小企業法制調和與推廣服務計畫:中小企業育嬰假人力補充及復職措施之研究。經濟部中小企業處。 國家災害防救科技中心（NCDR）（2019）。2018年0823豪雨災害事件報告。國家災害防救科技中心。 國家災害防救科技中心（NCDR）（無日期a）。氣候變遷情境下淹水災害風險圖情境說明。2025年6月12日，取自：https://dra.ncdr.nat.gov.tw/ 國家災害防救科技中心（NCDR）（無日期b）。氣候變遷災害風險調適平台。2025年6月12日，取自：https://dra.ncdr.nat.gov.tw/ 鄧子正、盧鏡臣、邵俊豪（2017）。規劃我國推動企業防災策略及編撰指導手冊勞務委託採購案。內政部消防署委託研究報告。 戴嘉芬（2024年10月4日）。台積電員工抱怨颱風天「被強迫上班」 曾繁城：員工按規定放假！但主管仍照常進公司開會。Yahoo奇摩新聞。2025年6月12日，取自：https://ynews.page.link/gu2To 英文部分 Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. Academy of Management Perspectives, 24(2), 48-64. Barreiro-Gen, M., Lozano, R., Carpenter, A., & Bautista-Puig, N. (2023). Analysing sustainability change management in government owned companies: Experiences from European ports. Social Responsibility Journal, 19(6), 1037-1050. Bolton, P., Després, M., Pereira da Silva, L. A., Samama, F., & Svartzman, R. (2020). The green swan: Central banking and financial stability in the age of climate change. Bank for International Settlements & Banque de France. Busyairi, M., Tosungku, L. O. A. S., & Oktaviani, A. (2014). Pengaruh keselamatan kerja dan kesehatan kerja terhadap produktivitas kerja karyawan. Jurnal Ilmiah Teknik Industri, 13(2), 112-124. (in Indonesian) Grover, S. L., & Crooker, K. J. (1995). Who appreciates family‐responsive human resource policies: The impact of family‐friendly policies on the organizational attachment of parents and non‐parents. Personnel Psychology, 48(2), 271-288. Hong, H., F. W. Li, and J. Xu. 2019. Climate risks and market efficiency. Journal of Econometrics, 208(1), 265-281. IPCC. (2012). Summary for policymakers. In C. B. Field, V. Barros, T. F. Stocker, D. Qin, D. J. Dokken, K. L. Ebi, M. D. Mastrandrea, K. J. Mach, G.-K. Plattner, S. K. Allen, M. Tignor, & P. M. Midgley (Eds.), Managing the risks of extreme events and disasters to advance climate change adaptation: A special report of Working Groups I and II of the Intergovernmental Panel on Climate Change (pp. 1–19). Cambridge University Press. IPCC. (2022). Summary for policymakers. In H.-O. Pörtner, D. C. Roberts, M. Tignor, E. S. Poloczanska, K. Mintenbeck, A. Alegría, M. Craig, S. Langsdorf, S. Löschke, V. Möller, A. Okem, & B. Rama (Eds.), Climate change 2022: Impacts, adaptation and vulnerability. Contribution of Working Group II to the Sixth Assessment Report of the Intergovernmental Panel on Climate Change (pp. 3-33). Cambridge University Press. IPCC (2023). Climate change 2023: Synthesis report. Contribution of Working Groups I, II and III to the Sixth Assessment Report of the Intergovernmental Panel on Climate Change (H. Lee & J. Romero, Eds.). IPCC. Orui, M., Suzuki, Y., Goto, A., & Yasumura, S. (2018). Factors associated with maintaining the mental health of employees after the Fukushima nuclear disaster: Findings from companies located in the evacuation area. International Journal of Environmental Research and Public Health, 15(1), 53. Peek, L., & Fothergill, A. (2008). Displacement, gender, and the challenges of parenting after Hurricane Katrina. NWSA Journal, 20(3), 69-105. Stanke, C., Murray, V., Amlôt, R., Nurse, J., & Williams, R. (2012). The effects of flooding on mental health: Outcomes and recommendations from a review of the literature. Public Library of Science Currents Disasters.1-19 TCFD. (2017). Recommendations of the Task Force on Climate-related Financial Disclosures. Financial Stability Board. van der Vegt, G. S., Essens, P., Wahlström, M., & George, G. (2015). Managing risk and resilience: From the editors. Academy of Management Journal, 58(4), 971-980. Williams, S. D. (2019). Climate change and preparations for the tide of traumatic stress: Implications for Asia-Pacific human resources. Journal of Asia-Pacific Business, 20(1), 62-78. World Economic Forum. (2024). The global risks report 2024: 19th edition – Insight report. Zhang, X., Zhang, M., & Fang, Z. (2023). Impact of climate risk on the financial performance and financial policies of enterprises. Sustainability, 15(20), 14833.
描述 碩士
國立政治大學
國際經營與貿易學系
112351007
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0112351007
資料類型 thesis
dc.contributor.advisor 蘇威傑zh_TW
dc.contributor.author (Authors) 吳璟澐zh_TW
dc.contributor.author (Authors) Wu, Ching-Yunen_US
dc.creator (作者) 吳璟澐zh_TW
dc.creator (作者) Wu, Ching-Yunen_US
dc.date (日期) 2025en_US
dc.date.accessioned 4-Aug-2025 14:15:01 (UTC+8)-
dc.date.available 4-Aug-2025 14:15:01 (UTC+8)-
dc.date.issued (上傳時間) 4-Aug-2025 14:15:01 (UTC+8)-
dc.identifier (Other Identifiers) G0112351007en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/158533-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 國際經營與貿易學系zh_TW
dc.description (描述) 112351007zh_TW
dc.description.abstract (摘要) 本研究旨在探討氣候變遷所引發的實體災害風險對企業人力資源表現的影 響，特別聚焦於員工健康與安全以及人事穩定度兩大構面。過去氣候風險相關 文獻多集中於財務層面的探討，對於社會構面(Social, S)尤其人力資源的影響 仍相對不足。本研究以台灣上市櫃公司為樣本，使用國家災害防救科技中心提 供的「坡地風險」與「淹水風險」等級作為災害風險指標，搭配企業人力資源 資料，並採用多元迴歸模型進行實證分析。 研究結果顯示，企業處在災害風險較高地區，員工健康與安全表現分數顯著較低，且育嬰留停復職率亦呈現負向影響，顯示員工在災害環境下對職場安全與未來穩定性的疑慮。進一步分析不同災害類型的影響後發現，相較於淹水風險，坡地風險對健康與人事穩定影響更為顯著。本研究呼籲，企業應將災害風險管理擴展至社會構面，並對員工福祉與職場安全制定更完善的策略，以促進企業永續經營。 具體措施，企業可強化硬體設施與環境安全，提升防洪、防崩塌等基礎建設，並建立彈性工時、遠端辦公及階段性復職等措施，幫助員工能在災後順利返回職場。而對於長期處於高風險地區的企業，需重視員工心理健康與提供友善的育嬰復職環境，減少員工因安全疑慮或照顧壓力而離職。提供完善的留任誘因、災後保障，能助於增強員工信任並穩定人力資源結構。 同時，企業在永續報告中應揭露災害管理措施及其對員工與營運的影響，展 現社會責任與韌性管理。政府也可透過政策與補助，鼓勵企業加強防災與人力 資源支持，共同降低氣候風險對「社會構面」(Social, S)的衝擊。zh_TW
dc.description.abstract (摘要) This study aims to examine the impact of climate change-induced physical disaster risks on corporate human resource performance, focusing on employee health and safety as well as workforce stability. While prior research on climate risks has mainly addressed financial aspects, their influence on the social dimension (Social, S), particularly human resources, remains underexplored. Using listed companies in Taiwan as the sample, this study combines disaster risk indicators such as slope risk and flood risk levels provided by the National Science and Technology Center for Disaster Reduction with corporate HR data, and applies multiple regression analysis. The results show that firms in higher-risk areas tend to have significantly lower employee health and safety scores and a negative association with parental leave return rates, reflecting employees’ concerns about workplace safety and future stability. Further analysis reveals that slope risk has a more pronounced impact on employee health and workforce stability compared to flood risk. This study calls for companies to broaden disaster risk management to the social dimension and to adopt more comprehensive strategies to protect employee well- being and support sustainable operations. Specifically, firms can reinforce infrastructure, improve flood and landslide prevention, and establish flexible working hours, remote work options, and phased return-to-work mechanisms to assist employees after disasters. For companies operating long-term in high-risk areas, it is crucial to address employees’ mental health and create supportive environments for returning from parental leave, reducing turnover caused by safety concerns or caregiving responsibilities. Comprehensive retention incentives and post-disaster security measures can further build trust and stabilize human resources. Additionally, companies should disclose disaster management practices and their impacts on employees and operations in sustainability reports to demonstrate social responsibility and resilience. Governments can also promote policies and incentives to help companies strengthen disaster prevention and HR support, reducing the impact of climate risks on the social dimension (Social, S).en_US
dc.description.tableofcontents 摘要 I Abstract II 目錄 III 表目錄 IV 第一章、緒論 1 第一節、研究背景 1 第二節、研究動機 2 第二章 文獻回顧與假設推論 5 第一節、災害風險介紹 5 第二節、人力資源表現衡量 9 第三節、災害事件對人力資源的潛在影響 10 第四節、假設推論 11 第三章 研究方法 14 第一節 樣本及資料來源 14 第二節 變數衡量 15 第三節 分析方法 19 第四章 研究結果 23 第一節 迴歸變數敘述性統計 23 第二節 相關性分析 24 第三節 迴歸分析與結果 27 第四節、額外分析 32 第五章 結論與發現 38 第一節 研究結果 38 第二節 管理意涵 39 第三節 研究限制 41 參考文獻 42zh_TW
dc.format.extent 1093801 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0112351007en_US
dc.subject (關鍵詞) 實體災害風險zh_TW
dc.subject (關鍵詞) 人力資源管理zh_TW
dc.subject (關鍵詞) 員工健康與安全zh_TW
dc.subject (關鍵詞) Physical disaster risken_US
dc.subject (關鍵詞) Human resource managementen_US
dc.subject (關鍵詞) Employee health and safetyen_US
dc.title (題名) 災害風險與人力資源表現之影響分析zh_TW
dc.title (題名) Analysis of the impact of disaster risk and human resource performanceen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 中文部分 中華民國全國青年創業總會（2016）。經濟部中小企業處 105 年度新世代中小企業法制調和與推廣服務計畫:中小企業育嬰假人力補充及復職措施之研究。經濟部中小企業處。 國家災害防救科技中心（NCDR）（2019）。2018年0823豪雨災害事件報告。國家災害防救科技中心。 國家災害防救科技中心（NCDR）（無日期a）。氣候變遷情境下淹水災害風險圖情境說明。2025年6月12日，取自：https://dra.ncdr.nat.gov.tw/ 國家災害防救科技中心（NCDR）（無日期b）。氣候變遷災害風險調適平台。2025年6月12日，取自：https://dra.ncdr.nat.gov.tw/ 鄧子正、盧鏡臣、邵俊豪（2017）。規劃我國推動企業防災策略及編撰指導手冊勞務委託採購案。內政部消防署委託研究報告。 戴嘉芬（2024年10月4日）。台積電員工抱怨颱風天「被強迫上班」 曾繁城：員工按規定放假！但主管仍照常進公司開會。Yahoo奇摩新聞。2025年6月12日，取自：https://ynews.page.link/gu2To 英文部分 Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. Academy of Management Perspectives, 24(2), 48-64. Barreiro-Gen, M., Lozano, R., Carpenter, A., & Bautista-Puig, N. (2023). Analysing sustainability change management in government owned companies: Experiences from European ports. Social Responsibility Journal, 19(6), 1037-1050. Bolton, P., Després, M., Pereira da Silva, L. A., Samama, F., & Svartzman, R. (2020). The green swan: Central banking and financial stability in the age of climate change. Bank for International Settlements & Banque de France. Busyairi, M., Tosungku, L. O. A. S., & Oktaviani, A. (2014). Pengaruh keselamatan kerja dan kesehatan kerja terhadap produktivitas kerja karyawan. Jurnal Ilmiah Teknik Industri, 13(2), 112-124. (in Indonesian) Grover, S. L., & Crooker, K. J. (1995). Who appreciates family‐responsive human resource policies: The impact of family‐friendly policies on the organizational attachment of parents and non‐parents. Personnel Psychology, 48(2), 271-288. Hong, H., F. W. Li, and J. Xu. 2019. Climate risks and market efficiency. Journal of Econometrics, 208(1), 265-281. IPCC. (2012). Summary for policymakers. In C. B. Field, V. Barros, T. F. Stocker, D. Qin, D. J. Dokken, K. L. Ebi, M. D. Mastrandrea, K. J. Mach, G.-K. Plattner, S. K. Allen, M. Tignor, & P. M. Midgley (Eds.), Managing the risks of extreme events and disasters to advance climate change adaptation: A special report of Working Groups I and II of the Intergovernmental Panel on Climate Change (pp. 1–19). Cambridge University Press. IPCC. (2022). Summary for policymakers. In H.-O. Pörtner, D. C. Roberts, M. Tignor, E. S. Poloczanska, K. Mintenbeck, A. Alegría, M. Craig, S. Langsdorf, S. Löschke, V. Möller, A. Okem, & B. Rama (Eds.), Climate change 2022: Impacts, adaptation and vulnerability. Contribution of Working Group II to the Sixth Assessment Report of the Intergovernmental Panel on Climate Change (pp. 3-33). Cambridge University Press. IPCC (2023). Climate change 2023: Synthesis report. Contribution of Working Groups I, II and III to the Sixth Assessment Report of the Intergovernmental Panel on Climate Change (H. Lee & J. Romero, Eds.). IPCC. Orui, M., Suzuki, Y., Goto, A., & Yasumura, S. (2018). Factors associated with maintaining the mental health of employees after the Fukushima nuclear disaster: Findings from companies located in the evacuation area. International Journal of Environmental Research and Public Health, 15(1), 53. Peek, L., & Fothergill, A. (2008). Displacement, gender, and the challenges of parenting after Hurricane Katrina. NWSA Journal, 20(3), 69-105. Stanke, C., Murray, V., Amlôt, R., Nurse, J., & Williams, R. (2012). The effects of flooding on mental health: Outcomes and recommendations from a review of the literature. Public Library of Science Currents Disasters.1-19 TCFD. (2017). Recommendations of the Task Force on Climate-related Financial Disclosures. Financial Stability Board. van der Vegt, G. S., Essens, P., Wahlström, M., & George, G. (2015). Managing risk and resilience: From the editors. Academy of Management Journal, 58(4), 971-980. Williams, S. D. (2019). Climate change and preparations for the tide of traumatic stress: Implications for Asia-Pacific human resources. Journal of Asia-Pacific Business, 20(1), 62-78. World Economic Forum. (2024). The global risks report 2024: 19th edition – Insight report. Zhang, X., Zhang, M., & Fang, Z. (2023). Impact of climate risk on the financial performance and financial policies of enterprises. Sustainability, 15(20), 14833.zh_TW