| dc.contributor.advisor | 韓志翔<br>羅明琇 | zh_TW |
| dc.contributor.advisor | Han, Tzu-Shian<br>Lo, Ming-Shiow | en_US |
| dc.contributor.author (Authors) | 柳杰希 | zh_TW |
| dc.contributor.author (Authors) | Liu, Jie-Hsi | en_US |
| dc.creator (作者) | 柳杰希 | zh_TW |
| dc.creator (作者) | Liu, Jie-Hsi | en_US |
| dc.date (日期) | 2025 | en_US |
| dc.date.accessioned | 1-Sep-2025 15:11:25 (UTC+8) | - |
| dc.date.available | 1-Sep-2025 15:11:25 (UTC+8) | - |
| dc.date.issued (上傳時間) | 1-Sep-2025 15:11:25 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0111363098 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/159113 | - |
| 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) | 111363098 | zh_TW |
| dc.description.abstract (摘要) | 隨企業對永續發展 (Sustainable Development) 的重視日漸提升，GHRM (Green Human Resource Management, GHRM) 作為促進企業內部綠色文化與環境友善行為的重要機制，逐漸受到關注。這篇論文旨在了解企業目前的「綠色人力資源實務 (GHRM Practices)（以下簡稱GHRM實務）」的實際實施情況以及與ESG績效 (ESG Performance) 之間的關聯性。本研究利用問卷調查蒐集數據，並運用統計分析方法檢驗企業的GHRM實務 (GHRM Practices) 在提升 ESG 績效上的成效；此外，也探討「員工對變革的準備度 (Change Readiness of the Organization, CRO) 」 與「GHRM 政策實際實施情況 (Green Human Resource Management Implementation, GHRMI) 」所帶來的影響。期望此篇研究的結果能為學術界提供新的實證支持，並為企業推動永續發展 (Sustainable Development) 策略時提供實務進行時的參考。
結果顯示，GHRM 實務各構面之間存在顯著的正向相關性，表明企業應採取系統化策略，並非單獨採取單一 GHRM 政策。此外，GHRM 實務對 CRO 、ESG績效和 GHRMI 也有顯著正向影響，但 CRO 與 GHRMI 在 GHRM 與 ESG 績效之間的中介與調節作用並不顯著。研究提醒，未來企業應要全面性地去推行各項 GHRM 實務，而非只單獨推行特定種類的GHRM實務，並加強GHRM實務的系統化，以及與 ESG 績效相關連接的策略。 | zh_TW |
| dc.description.abstract (摘要) | As enterprises place increasing emphasis on sustainable development, Green Human Resource Management (GHRM) has gained attention as a crucial mechanism for fostering an internal green culture and promoting environmentally friendly behaviors. This study aims to understand the current implementation of Green Human Resource Management Practices (GHRM Practices) in enterprises and explore their relationship with ESG performance (Environmental, Social, and Governance Performance). This study uses a survey-based data collection method and statistical analysis to examine the effectiveness of GHRM Practices in enhancing ESG performance. Additionally, it investigates the mediating effect and moderating of "Change Readiness of the Organization (CRO)" and "Green Human Resource Management Implementation (GHRMI)" in the relationship between GHRM Practices and ESG performance. This research aspires to provide new empirical evidence for academia and offer practical insights for enterprises in formulating sustainability strategies.
The results indicate significant positive correlations among various GHRM Practices dimensions. For instance, Green Recruitment and Green Performance Management exhibit a strong positive correlation, suggesting that enterprises should adopt a systematic approach rather than implementing isolated GHRM policies. Moreover, GHRM Practices positively impact both CRO and GHRMI. However, the mediating and moderating effects of CRO and GHRMI between GHRM Practices and ESG performance are not statistically significant. The study highlights the importance of a comprehensive and integrated approach to implementing GHRM Practices rather than adopting them selectively. It also emphasizes the necessity of aligning GHRM Practices with ESG performance-related strategies to maximize their impact. | en_US |
| dc.description.tableofcontents | 書頁 I
謝誌 IV
中文摘要 V
英文摘要 VI
目次 VII
第一章(問題背景與動機) 1
第二章(理論與基礎文獻) 4
第一節 綠色人力資源管理與永續發展 4
第二節 三重底線對於企業發展永續策略的重要性 5
第三節 綠色人力資源管理實務與三重底線目標的整合 6
第四節 GHRM 實務的系統性與相互依存性 6
第五節 假設基礎與理論依據 11
第六節 研究假設 12
第三章(研究方法與解決方案) 16
第一節 研究樣本與資料搜集 16
第二節 研究設計 18
第四章(問題診斷與分析) 23
第一節 相關性分析 23
第二節 假說驗證 25
第五章(解決方案的描述與評估) 37
第一節 H1假說驗證結論及建議 37
第二節 H2假說驗證結論及建議 38
第三節 H3假說驗證結論及建議 38
第四節 H4a假說驗證結論及建議 38
第五節 H4b假說驗證結論及建議 39
第六節 H5a假說驗證結論及建議 39
第七節 H5b假說驗證結論及建議 40
第六章(結論與建議) 43
第一節 研究結論 43
第二節 研究貢獻 44
第三節 研究局限性及建議 45
第四節 研究總結 47
參考文獻 48
附錄 49 | zh_TW |
| dc.format.extent | 3875615 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0111363098 | en_US |
| dc.subject (關鍵詞) | 永續發展 | zh_TW |
| dc.subject (關鍵詞) | 綠色人力資源管理 | zh_TW |
| dc.subject (關鍵詞) | 綠色人力資源管理實務 | zh_TW |
| dc.subject (關鍵詞) | ESG績效 | zh_TW |
| dc.subject (關鍵詞) | 中介效應 | zh_TW |
| dc.subject (關鍵詞) | 調節效應 | zh_TW |
| dc.subject (關鍵詞) | 組織變⾰ | zh_TW |
| dc.subject (關鍵詞) | Sustainable Development | en_US |
| dc.subject (關鍵詞) | Green Human Resource Management | en_US |
| dc.subject (關鍵詞) | Green Human Resource Management Practices | en_US |
| dc.subject (關鍵詞) | ESG Performance | en_US |
| dc.subject (關鍵詞) | Change Readiness of the Organization | en_US |
| dc.subject (關鍵詞) | Green Human Resource Management Implementation | en_US |
| dc.subject (關鍵詞) | Mediating Effect | en_US |
| dc.subject (關鍵詞) | Moderating Effect | en_US |
| dc.subject (關鍵詞) | Organizational Change | en_US |
| dc.title (題名) | 企業綠色人力資源管理與知覺ESG永續績效之關聯性研究 | zh_TW |
| dc.title (題名) | A Study on the Relationship Between Corporate Green Human Resource Management and Perceived ESG Sustainability Performance | en_US |
| dc.type (資料類型) | thesis | en_US |
| dc.relation.reference (參考文獻) | Armenakis, Achilles & Harris, Stanley & Mossholder, Kevin. 1993. Creating Readiness for Organizational Change. Human Relations. 46. 681-704.
Bahuguna, Prakash & Srivastava, Rajeev & Tiwari, Saurabh. 2022. Two-decade journey of green human resource management research: a bibliometric analysis. Benchmarking: An International Journal, Vol. 30 No. 2, 2023. 585-602
Berrone, Pascual & Gomez-Mejia, Luis. (2009). Environmental Performance and Executive Compensation: An Integrated Agency-Institutional Perspective. Academy of Management Journal. 52. 103-126.
Cohen, J. 1988. Statistical Power Analysis for the Behavioral Sciences (2nd ed.). Lawrence Erlbaum Associates.
Colbert, Barry & Kurucz, Elizabeth. 2007. Three Conceptions of Triple Bottom Line Business Sustainability and the Role for HRM. Human Resource Planning. 30. 21-29.
Dyllick, Thomas & Hockerts, Kai. 2002. Beyond the Business Case for Corporate Sustainability. University of St.Gallen. 11.
Gignac, G. E., & Szodorai, E. T. 2016. Effect size guidelines for individual differences researchers. Personality and Individual Differences, 102, 74–78.
Jackson, Susan & Renwick, Douglas & Jabbour, Charbel & Muller-Camen, Michael. 2011. State-of-the-Art and Future Directions for Green Human Resource Management: Introduction to the Special Issue. Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management. 25(2). 99-116.
Schmidt Albinger, H. S., & Freeman, S. J. 2000. Corporate social performance and attractiveness as an employer to different job-seeking populations. Journal of Business Ethics, 28(3): 243-253.
Shoeb Ahmad. 2015. Green Human Resource Management: Policies and practices, Cogent Business & Management, 2:1, 1030817.
Tiwari, Saurabh. 2015. Framework for adopting sustainability in the supply chain. International Journal of Automation and Logistics. 1. 256. 10.1504.
World Commission on Environment and Development. 1987. Report of the World Commission on Environment and Development: “Our Common Future”, New York, NY.
台灣經濟新報，2022。上市（櫃）員工學歷構成。https://www.tejwin.com/databank-solution/taiwan/。搜尋日期：2024 年 7 月 10 日。 | zh_TW |
