| 摘要(英) |
In recent year, the public is more aware of Corporate Social Responsibility, which has become an important idea of managing companies. Yet a series of food safety incidents, such as fake vermicelli rice noodles, tainted starch, flavoring essences that Top Pot Bakery used for adding into its supposedly natural and additive-free bread, and oil products containing no natural ingredients or being mixed with other types of oil, has made people doubtful about companies’ credibility.
“Credibility” is the essence of the Corporate Social Responsibility. Managed based on credibility, companies drive economic growth, provide employees with stable job opportunities, and help the society to move forward. Without credibility, companies have to pay the price. The founder of the case company understands that the company must provide a positive image to the society. Based on the idea of recycling materials and maximizing the benefits of earth resources, the company, which aims to reduce industrial wastes and burden of the environment, becomes the only company in Taiwan dealing with the class A hazardous waste solvent by incinerating. However, even with a strong commitment to fulfilling Corporate Social Responsibility and promises made for the environment, employees, and customers, the company is frustrated with a high turnover rate. Retaining talents is indeed a challenge faced by the company.
There are many reasons why employees leave their job such as job satisfaction and organizational commitment (Hand, Meglino, et al, 1979). Job satisfaction refers to mental and physical satisfaction toward the job environment and the job itself (Hoppock, 1935). A study conducted abroad indicates that when a company is fulfilling its Corporate Social Responsibility, employees’ emotions, attitudes, and behaviors are positively influenced (Rupp, Ganapathi, Aguilera, and Williams, 2006). Researchers in Taiwan have the same argument. Achieving the Corporate Social Responsibility from the perspective of employees, customers, and the environment leads to significantly positive influence on employees’ satisfaction (呂英、王正斌, 2009). Companies can understand how its employees are satisfied with their job by fulfilling the Corporate Social Responsibility.
This research aims to investigate whether the company’s fulfillment of the Corporate Social Responsibility can affect employees’ job satisfaction. How job satisfaction influences employees leaving the job is further analyzed. The purpose of the study is to ensure that employees can fulfill the responsibility toward the society and the earth. |
| 參考文獻 |
中文部分
台灣企業社會責任網站：http://csr.idic.gov.tw/main.asp
台灣企業社會責任協會(2009)，什麼是企業社會責任
劉剛、李峰(2011)，企業道德建設對員工滿意度影響機制的實證研究—基於員工
感知的企業社會責任仲介效應分析，經濟理論與經濟管理，第3期
王培志(1997)，義工參與決策因素、工作滿足、離職傾向之研究-以高雄
地區醫院義工為例，國立中山大學企業管理研究所碩士論文，未出
版，高雄
朱建平(2002)，組織成員的政治知覺對離職傾向之影響：工作滿足的中
介效果，國立中山大學人力資源管理研究所
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，
國立臺灣師範大學工業科技教育學系碩士論文
呂英、王正斌(2009)，員工感知的企業社會責任與員工滿意度關係的實證研究-
以西安地區IT和零售企業為例，大連理工大學學報(社會科學版)，第30
卷，第3期
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，165-190
施博元(1994)，護理人員之人格特質、工作滿足、工作壓力、離職傾向之相關研
究-以中部地區為例，東海大學工業工程研究所碩士論文
徐正光(1977)，工廠工人的工作滿足及其相關因相關因素之探討，中央研究院
民族學研究所集刊，第43期：23~63
陳安瀅(2003)，政治知覺對組織負面影響的干擾因素-以工作滿足為例，國立中
山大學人力資源管理研究所碩士論文
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：86-92
葉倩妏、劉念琪 (2009)，工作負荷、工作家庭衝突與工作滿意度之關聯研究，
國立中央大學業企業人力資源管理專題實務研究成果發表
鄧雅方(2010)，製造業企業社會責任實踐與組織承諾之關聯性，國立中央大學人
力資源管理研究所碩士論文
蔡明宏(2006)，公民營機構組織成員工作滿意度量表之重建，國立中山大學人力
資源管理研究所碩士論文
英文部分
Abelson, M. A. 1986. Strategic management of turnover: A model for the health
service administrator. Health care Manage Review, 11: 61-71
Abelson, M. A. 1987. Examination of avoidable and unavoidable turnover. Journal of
Applied Psychology, 72(3) : 382-386.
Baptiste Bourdeau, Raoul Graf, Marie-France Turcotte 2013. Influence Of Corporate
Social Responsibility As Perceived By Salespeople On Their Ethical Behaviour,
Attitudes And Their Turnover Intentions. 11(8): 353–366.
Bhattacharya, C. B., Sen, S., & Korschun,D. 2008. Using corporate social
responsibility to win the war for talent. MIT Solan Management Review,
49(2): 36-44
Bowen, H. R. 1953. Social Responsibilities of the Businessman. New York City, NY:
Harper & Brothers.
Brikend AZIRI 2011. JOB SATISFACTION: A LITERATURE REVIEW.
MANAGEMENT RESEARCH AND PRACTICE ,3(4): 77-86
Carsten, J. M., & Spector, P. E. 1987. Unemployment, job satisfaction and employee
turnover: Ameta-analysis test of the munchinsky model. Journal of Applied
Psychology,72( 3): 374–381
Carroll, A. B. 1979. A Three-Dimensional Conceptual Model of Corporate
Performance. Academy of Management Review, 4(4): 497-505
Carroll, A. B. 1991. The Pyramid of Corporate Social Responsibility: Toward the
Moral Management of Organizational Stakeholders. Business Horizons, 39-48
Carroll, A. B. 1999. Corporate social responsibility: Evolution of a definitional
construct. Business & Society, 38: 268-295
Dalton. D.R., Todor, W.D., & Krackhardt, D. M. 1982. Turnover overstated: The
functional taxonomy. Academy of Managemant Review, 7(1): 118-119
DeConinck, J.B. 2009. The influence of ethical climate on marketing employees′ job
attitudes and behaviors. Journal of Business Research.
Dubinsky, A. J., & Levy, M. 1985. Ethics in retailing: perceptions of retail salespeople. Journal of the Academy of Marketing Science, 13(1): 1–16
Guralnik, D.B. 1971. The Webster’s New World Dictionary of the American
Language. NJ:Prentice Hall.
Hae-Ryong,Kim , Moonkyu Lee, Hyoung-Tark Lee , & Na-Min Kim, 2010. Corporate
Social Responsibility and Employee–Company Identification. Journal of
Business Ethics, 95: 557–569
Hackman,J.R.& Lawler,E.E. 1971. Employee Reaction to Job Characteristics.
Journal of Applied Psychology, 55: 256-286
Hoppock, R. 1935. Job Satisfaction. Harper and Brothers, New York, 47
Hunt, S. D., & Chonko, L. B. 1987. Ethical problems of advertising agency
executives. Journal of Advertising, 16(4): 16–24
Jaramillo, F., Mulki, J.P. & Solomon, P. 2006. The role of ethical climate on
salesperson’ role stress, job attitudes, turnover intention, and job performance.
Journal of Personal Selling & Sales Management, 26 (3): 271-282
Jeffery, K. S., Charles, M.F.& Rajan, V.1989. Exploring salesperson turnover: A
Causal model. Journal of Business Research,18: 307
Levy, M., & Dubinsky, A. J. 1983. Identifying and addressing retail salespeople’s
ethical problems: A method and application. Journal of Retailing, 59(1): 46-66
Locke, E.A. 1976. The nature and causes of job diagnostic survey. in M.D. Dunnette,
Handbook of Industrial and Organizational Psychology: 39
Michaels, C.E. & Spector, P.E.1982. Causes of Employee Turnover: A Test of the
Mobley, Griffeth, Hand,and Meglino Model. Journal of Applied
Psychology,67(1): 53-59
Miller, H. E., Katerberg, R., & Hulin, C. L. 1979. Evaluation of the Mobley, Horner
and Hollingsworth model of employee turnover. Journal of Applied Psychology,
64(5): 509-517
Mobley,W.H. 1977, Intermediate Linkages in the Relationship between Job
Satisfaction and Employee Turnover. Journal of Applied Psychology,62: 237-240
Mobley, William H., Horner, Stanley O., & Hollingsworth, A. T. 1978. An Evaluation
of Precursors of Hospital Employee Turnover.. Journal of Applied Psychology,
63: 408-414
Mobley, W.H., R.W. Griffeth, H.H. Hand, and B.M. Meglino 1979. Review and
Conceptual Analysis of the Employee Turnover Process. Psychological Bulletin,
86(4): 493-522
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): 547-557
Porter, L. W. & Steer, R. M. 1973. Organizational, Work, and Personal Factors in
Employee Turnover and Absenteeism. Psychological Bulletin, 80(2): 151-176
Price, J. L. 1977. The study of Turnover. Ames: Iowa State University Press.
Price, J.L. and Mueller, C.W.1981. A Causal of Turnover of Nurses. Academy of
Management Journal, 24(3),547
Robbins, S.P.2005. Organizational behavior. (11th ed.). Englewood Cliffs, NJ:Prentice
Hall.
Sarah Stawiski, Jennifer J. Deal, & William Gentry 2010. Employee Perceptions of
Corporate Social Responsibility, Center for Creative Leadership.
Shafiqur Rahman 2011. Evaluation of Definitions: Ten Dimensions of Corporate
Social Responsibility. World Review of Business Research,1(1): 166 – 176
Smith, P. C., Kendell, L. M., & Hulin, C. L.. ,1969. Measurement of satisfication In
work & retirement. Chicago: Rand Mcnally.
Scott J.Vitell、D.L.Davis 1990. The Relationship Between Ethics and Job Satisfaction:
An Empirical Investigation. Journal of Business Ethics. 9:489-494
Tett, R. P., and Meyer, J. P., 1993, Job satisfaction, organizational commitment,
turnover intention, and turnover: Path analyses based on meta-analytical findings, Personnel Psychology, 46 (2): 259-295
Vroom, V.H. 1964. Work and Motivation. New York: John Wiley & Sons Inc.,99
Waxley, K.N., & Yukl, G.A. 1977. Organizational Behavior and Personnel Psychology. Illinois: Homewood.
WEISS, DAVID J.; DAWIS, RENE V.; ENGLAND, GEORGE W. 1967. MANUAL
FOR THE MINNESOTA SATISFACTION QUESTIONNAIRE. Minnesota
Studies in Vocational Rehabilitation, 22:120
Williams,L.J., & Hazer,J.T. 1986. Antecedents and consequences of satisfaction and
commitment in turnover models：A reanalysis using latent variable structural
equation methods. Journal of Applied Psychology,71(2): 219-231
Wood, D.J. 1991. Corporate social performance revisited. Academy of Management
Review, 16: 691–718 |
[Endnote RIS 格式]
[相關文章]
[文章引用]
[完整記錄]
[館藏目錄]
[檢視]
plurk
funp
live
udn
HD
myshare
netvibes
friend
youpush
delicious
baidu
Google bookmarks
del.icio.us
hemidemi
facebook
twitter
google
reddit