綠色人力資源管理對環境組織公民行為之影響 —以個人環保價值觀為調節變項

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：37

、訪客IP：3.145.153.143

姓名

蘇映綸(Ying-Lun Su) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

綠色人力資源管理對環境組織公民行為之影響 —以個人環保價值觀為調節變項

相關論文

★ 人格特質對工作績效影響之探討-以F銀行財富管理事業群人員為例	★ 護理人員的人格特質與工作滿意及工作績效之關係—以工作壓力為調節變項
★ 護理人員之工作壓力、工作動機、工作滿意與工作績效的影響-以某公立醫院為例	★ 心理契約與勞雇關係之關聯性探討
★ 情緒智力對工作動機、工作滿意及工作績效之影響-以人力資源工作者為例。	★ 社會人際行為模式測驗與工作績效間關連性之探討
★ 財務與非財務獎酬對工作動機與工作滿意度之干擾研究-以M直銷公司為例	★ 薪酬制度與員工績效表現之個案研究
★ 領導行為、員工創新行為及績效表現關聯性之個案探討	★ 綠⾊⼈⼒資源管理對員⼯綠⾊⾏為影響-以綠⾊⼼理氛圍為調節變項
★ 高科技廠商薪資策略與離職率關係之探討	★ 人力資源管理系統與組織文化之交互作用對組織績效的影響
★ 情境式與行為描述式結構性面談之比較研究	★ 日薪人員與月薪人員之工作動機傾向對其工作績效與工作滿意之影響
★ 本地員工人格特質與對外派人員的利他行為、互動適應之關連探討	★ 五大人格量表的效用分析—以Taylor-Russell、Naylor-Shine 及Brogden-Cronbach-Gleser 模型為例

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

至系統瀏覽論文 ( 永不開放)

摘要(中)

隨著科技和經濟的快速發展，人類對環境的影響已超過自然環境的恢復能力，造成前所未有的污染和衝擊。為了避免全球暖化並減少環境污染，各國政府制定了相應的規範與指標，呼籲企業注重永續發展。在這基礎上，企業需要規劃環境目標與策略，並依賴人力資源管理的支持來改善整體環境績效，例如推動環境組織公民行為。
本研究以綠色人力資源管理為主題，探討其與環境組織公民行為間的關係，並以個人環保價值觀為調節變項，進一步了解個人環保價值觀是否會調節兩者之間的關係。本研究針對在台灣的在職工作者發放問卷，總計回收359份有效問卷。研究結果顯示：一、綠色人力資源管理與環境組織公民行為具有正向關聯性；二、個人環保價值觀在綠色人力資源管理與環境組織公民行為之間存在正向調節效果。
因此，企業應實施綠色人力資源管理實務，並將其整合至長期發展策略中。具體措施包括：綠色招募與組織環保價值觀一致的求職者、綠色培訓以提升員工的環境問題解決能力和環保認知、評估並獎勵主動參與環保活動的員工、提供有利於促進環境組織公民行為的工作環境，透過這些措施，企業能夠有效提升環境績效，並實現永續發展的目標。

摘要(英)

With the rapid development of technology and the economy, human impact on the environment has exceeded the capacity of environment to recover, resulting in unprecedented pollution and disruption. To prevent global warming and reduce environmental pollution, governments worldwide have established corresponding regulations and standards, urging companies to focus on sustainable development.
On this foundation, companies need to plan environmental goals and strategies, relying on the support of human resource management (HRM) to improve overall environmental performance, such as promoting environmental organizational citizenship behavior (EOCB). This study focuses on green human resource management (GHRM) and explores its relationship with on EOCB, using individual green values as a moderating variable. It investigates whether individual green values moderate the relationship between GHRM and EOCB.
A survey was distributed among employed workers in Taiwan, resulting in 359 valid questionnaires. The two main findings: (1) GHRM is positively relate to EOCB, and (2) individual green values positively moderate the relationship between GHRM and EOCB.
Therefore, companies should implement GHRM practices and integrate them into their long-term development strategies. Specific practice includes green recruitment of job seekers who align with the organization′s environmental values, green training to enhance employees′ problem-solving abilities regarding ecological issues and environmental awareness, evaluating and rewarding employees who actively participate in environmental protection activities, and providing a work environment conducive to promoting EOCB. Companies can effectively improve environmental performance and achieve sustainable development goals through this practice.

關鍵字(中)

★ 綠色人力資源管理
★ 環境組織公民行為
★ 個人環保價值觀

關鍵字(英)

★ Green Human Resource Management
★ Environmental Organizational Citizenship Behaviors
★ Individual green values

論文目次

中文摘要 .................................................................................................................................................. I
Abstract ................................................................................................................................................... II
第一章緒論 ....................................................................................................................................... 1
第一節研究背景與動機 .................................................................................................................... 1
第二節研究目的 ................................................................................................................................ 3
第二章文獻探討 ............................................................................................................................... 4
第一節綠色人力資源管理 ................................................................................................................ 4
第二節環境組織公民行為 ...............................................................................................................10
第三節個人環保價值觀 ..................................................................................................................16
第三章研究方法 ..............................................................................................................................19
第一節研究架構 ..........................................................................................................................19
第二節研究對象 ..........................................................................................................................19
第三節研究變項之操作與衡量 ..................................................................................................19
第四節資料分析 ..........................................................................................................................21
第四章研究結果 ..............................................................................................................................22
第一節描述性統計分析 ..............................................................................................................22
第二節信度與效度分析 ..............................................................................................................24
第三節驗證性因素分析 ..............................................................................................................27
第四節相關分析 ..........................................................................................................................29
第五節迴歸分析與調節效果分析 ..............................................................................................30
第五章討論與建議 ..........................................................................................................................33
第一節研究結論與討論 ..............................................................................................................33
第二節管理意涵 ..........................................................................................................................34
第三節研究限制與未來研究建議 ..............................................................................................35
Reference ................................................................................................................................................37

參考文獻

1. Abrams, D., & Hogg, M. A. (1988). Comments on the motivational status of self‐esteem in social identity and intergroup discrimination. European Journal of Social Psychology, 18(4), 317-334.
2. Aiman-Smith, L., Bauer, T. N., & Cable, D. M. (2001). Are you attracted? Do you intend to pursue? A recruiting policy-capturing study. Journal of Business and Psychology, 16, 219-237.
3. Amrutha, V. N., & Geetha, S. N. (2020). A systematic review on green human resource management: Implications for social sustainability. Journal of Cleaner Production, 247, 119131.
4. Anwar, N., Mahmood, N. H. N., Yusliza, M. Y., Ramayah, T., Faezah, J. N., & Khalid, W. (2020). Green Human Resource Management for organizational citizenship behaviour towards the environment and environmental performance on a university campus. Journal of Cleaner Production, 256, 120401.
5. Appelbaum, E. (2000). Manufacturing advantage: Why high-performance work systems pay off. Cornell University Press.
6. Arthaud-Day, M. L., Rode, J. C., & Turnley, W. H. (2012). Direct and contextual effects of individual values on organizational citizenship behavior in teams. Journal of Applied Psychology, 97(4), 792.
7. Barr, S. (2007). Factors influencing environmental attitudes and behaviors: A UK case study of household waste management. Environment and Behavior, 39(4), 435-473.
8. Bass, B. M. (1985). Leadership and Performance Beyond Expectations. Free Press; Collier Macmillan.
9. Bastas, A., & Liyanage, K. (2019). Integrated quality and supply chain management business diagnostics for organizational sustainability improvement. Sustainable Production and Consumption, 17, 11-30.
10. Baumgartner, R. J., & Winter, T. (2014). The sustainability manager: A tool for education and training on sustainability management. Corporate Social Responsibility and Environmental Management, 21(3), 167-174.
11. Bebbington, J. (2001, June). Sustainable development: A review of the international development, business and accounting literature. Accounting Forum, 25(2), 128-157.
12. Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: Where do we go from here? Journal of Management, 32(6), 898-925.
13. Blok, V., Wesselink, R., Studynka, O., & Kemp, R. (2015). Encouraging sustainability in the workplace: A survey on the pro-environmental behavior of university employees. Journal of Cleaner Production, 106, 55-67.
14. Boiral, O. (2005). The impact of operator involvement in pollution reduction: Case studies in Canadian chemical companies. Business Strategy and the Environment, 14(6), 339-360.
15. Boiral, O. (2007). Corporate greening through ISO 14001: A rational myth? Organization Science, 18(1), 127-146.
16. Boiral, O. (2009). Greening the corporation through organizational citizenship behaviors. Journal of Business Ethics, 87, 221-236.
17. Boiral, O., & Paillé, P. (2012). Organizational citizenship behaviour for the environment: Measurement and validation. Journal of Business Ethics, 109, 431-445.
18. Boudreau, J. W., & Ramstad, P. M. (2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in Alliance with the Society of Human Resources Management, 44(2), 129-136.
19. Cesário, F., & Chambel, M. J. (2017). Linking organizational commitment and work engagement to employee performance. Knowledge and Process Management, 24(2), 152-158.
20. Chaudhary, R. (2020). Green human resource management and employee green behavior: An empirical analysis. Corporate Social Responsibility and Environmental Management, 27(2), 630-641.
21. Chou, C. J. (2014). Hotels′ environmental policies and employee personal environmental beliefs: Interactions and outcomes. Tourism Management, 40, 436-446.
22. Cincera, J., & Krajhanzl, J. (2013). Eco-Schools: What factors influence pupils′ action competence for pro-environmental behaviour? Journal of Cleaner Production, 61, 117-121.
23. Clair, J. A., Milliman, J., & Whelan, K. S. (1996). Toward an environmentally sensitive ecophilosophy for business management. Industrial & Environmental Crisis Quarterly, 9(3), 289-326.
24. Cohen, A., & Liu, Y. (2011). Relationships between in-role performance and individual values, commitment, and organizational citizenship behavior among Israeli teachers. International Journal of Psychology, 46(4), 271-287.
25. Daily, B. F., & Huang, S. C. (2001). Achieving sustainability through attention to human resource factors in environmental management. International Journal of Operations & Production Management, 21(12), 1539-1552.
26. Daily, B. F., Bishop, J. W., & Govindarajulu, N. (2009). A conceptual model for organizational citizenship behavior directed toward the environment. Business & Society, 48(2), 243-256.
27. Dechant, K., & Altman, B. (1994). Environmental leadership: From compliance to competitive advantage. Academy of Management Perspectives, 8(3), 7-20.
28. Del Brío, J. Á., Fernandez, E., & Junquera, B. (2007). Management and employee involvement in achieving an environmental action-based competitive advantage: An empirical study. The International Journal of Human Resource Management, 18(4), 491-522.
29. Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. Human Resource Management, 56(4), 613-627.
30. Dunlap, R. E., Van Liere, K. D., Mertig, A. G., & Jones, R. E. (2000). New trends in measuring environmental attitudes: Measuring endorsement of the new ecological paradigm: A revised NEP scale. Journal of Social Issues, 56(3), 425-442.
31. Ehnert, I., Parsa, S., Roper, I., Wagner, M., & Muller-Camen, M. (2016). Reporting on sustainability and HRM: A comparative study of sustainability reporting practices by the world′s largest companies. The International Journal of Human Resource Management, 27(1), 88-108.
32. El-Kassar, A. N., & Singh, S. K. (2019). Green innovation and organizational performance: The influence of big data and the moderating role of management commitment and HR practices. Technological Forecasting and Social Change, 144, 483-498.
33. Fawehinmi, O., Yusliza, M. Y., Mohamad, Z., Noor Faezah, J., & Muhammad, Z. (2020). Assessing the green behaviour of academics: The role of green human resource management and environmental knowledge. International Journal of Manpower, 41(7), 879-900.
34. Fernández, E., Junquera, B., & Ordiz, M. (2003). Organizational culture and human resources in the environmental issue: A review of the literature. International Journal of Human Resource Management, 14(4), 634-656.
35. Florida, R., & Davison, D. (2001). Gaining from green management: Environmental management systems inside and outside the factory. California Management Review, 43(3), 64-84.
36. Griffiths, P. E. (2008). What emotions really are: The problem of psychological categories. University of Chicago Press.
37. Hameed, Z., Khan, I. U., Islam, T., Sheikh, Z., & Naeem, R. M. (2020). Do green HRM practices influence employees′ environmental performance? International Journal of Manpower, 41(7), 1061-1079.
38. Harris, L. C., & Crane, A. (2002). The greening of organizational culture: Management views on the depth, degree and diffusion of change. Journal of Organizational Change Management, 15(3), 214-234.
39. Hermann, B. G., Kroeze, C., & Jawjit, W. (2007). Assessing environmental performance by combining life cycle assessment, multi-criteria analysis and environmental performance indicators. Journal of Cleaner Production, 15(18), 1787-1796.
40. Jabbour, C. J. C., & Santos, F. C. A. (2008). The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management, 19(12), 2133-2154.
41. Jabbour, C. J. C., Santos, F. C. A., & Nagano, M. S. (2008). Environmental management system and human resource practices: Is there a link between them in four Brazilian companies? Journal of Cleaner Production, 16(17), 1922-1925.
42. Jabbour, C. J. C., Santos, F. C. A., & Nagano, M. S. (2010). Contributions of HRM throughout the stages of environmental management: Methodological triangulation applied to companies in Brazil. The International Journal of Human Resource Management, 21(7), 1049-1089.
43. Jackson, S. E., & Seo, J. (2010). The greening of strategic HRM scholarship. Organization Management Journal, 7(4), 278-290.
44. Jackson, S. E., Renwick, D. W., Jabbour, C. J., & Muller-Camen, M. (2011). State-of-the-art and future directions for green human resource management: Introduction to the special issue. German Journal of Human Resource Management, 25(2), 99-116.
45. Jayabalan, N., Zafir, M. M., Kumar, R. M. H. M., Hayati, Y., & Mai, F. M. B. (2020). The role of OCBE on green HRM towards performance sustainability. International Journal of Innovation, Creativity and Change, 13(5), 388-399.
46. Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264-1294.
47. Kakar, A. S., & Khan, M. (2022). Exploring the impact of green HRM practices on pro-environmental behavior via interplay of organization citizenship behavior. Green Finance, 4(3), 274-294.
48. Karatepe, O. M., Hsieh, H., & Aboramadan, M. (2022). The effects of green human resource management and perceived organizational support for the environment on green and non-green hotel employee outcomes. International Journal of Hospitality Management, 103, 103202.
49. Katou, A. A., & Budhwar, P. S. (2010). Causal relationship between HRM policies and organisational performance: Evidence from the Greek manufacturing sector. European Management Journal, 28(1), 25-39.
50. Khan, N. U., Irshad, A. U. R., Ahmed, A., & Khattak, A. (2021). Do organizational citizenship behavior for the environment predict triple bottom line performance in manufacturing firms? Business Process Management Journal, 27(4), 1033-1053.
51. Kim, K. Y., Pathak, S., & Werner, S. (2015). When do international human capital enhancing practices benefit the bottom line? An ability, motivation, and opportunity perspective. Journal of International Business Studies, 46, 784-805.
52. Kjaerheim, G. (2005). Cleaner production and sustainability. Journal of Cleaner Production, 13(4), 329-339.
53. Lamm, E., Tosti-Kharas, J., & Williams, E. G. (2013). Read this article, but don’t print it: Organizational citizenship behavior toward the environment. Group & Organization Management, 38(2), 163-197.
54. Lane, M. B., & Robinson, C. J. (2009). Institutional complexity and environmental management: The challenge of integration and the promise of large-scale collaboration. Australasian Journal of Environmental Management, 16(1), 16-24.
55. Mandip, G. (2012). Green HRM: People management commitment to environmental sustainability. Research Journal of Recent Sciences, ISSN, 2277, 2502.
56. Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397-422.
57. Massoud, J. A., Daily, B. F., & Bishop, J. W. (2008). Reward for environmental performance: Using the Scanlon Plan as catalyst to green organisations. International Journal of Environment, Workplace and Employment, 4(1), 15-31.
58. Nishii, L. H., Lepak, D. P., & Schneider, B. (2008). Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 61(3), 503-545.
59. Opatha, H. H. P. (2013). Green human resource management: A simplified introduction.
60. Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books/D. C. Heath and Com.
61. Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121, 451-466.
62. Pellegrini, C., Rizzi, F., & Frey, M. (2018). The role of sustainable human resource practices in influencing employee behavior for corporate sustainability. Business Strategy and the Environment, 27(8), 1221-1232.
63. Perron, G. M., Côté, R. P., & Duffy, J. F. (2006). Improving environmental awareness training in business. Journal of Cleaner Production, 14(6-7), 551-562.
64. Pham, N. T., Tučková, Z., & Jabbour, C. J. C. (2019). Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study. Tourism Management, 72, 386-399.
65. Pham, N. T., Tučková, Z., & Phan, Q. P. T. (2019). Greening human resource management and employee commitment toward the environment: An interaction model. Journal of Business Economics and Management, 20(3), 446-465.
66. Pinzone, M., Guerci, M., Lettieri, E., & Huisingh, D. (2019). Effects of ‘green’ training on pro-environmental behaviors and job satisfaction: Evidence from the Italian healthcare sector. Journal of Cleaner Production, 226, 221-232.
67. Pinzone, M., Guerci, M., Lettieri, E., & Redman, T. (2016). Progressing in the change journey towards sustainability in healthcare: The role of ‘Green’ HRM. Journal of Cleaner Production, 122, 201-211.
68. Pun, K. F., Fung, Y. K., & Wong, F. Y. (1998, December). Identification of critical factors for total quality environmental management. In Proceedings of the 3rd Annual International Conference on Industrial Engineering Theories, Applications and Practice, Hong Kong (pp. 28-31).
69. Ramus, C. A. (2001). Organizational support for employees: Encouraging creative ideas for environmental sustainability. California Management Review, 43(3), 85-105.
70. Ramus, C. A., & Killmer, A. B. (2007). Corporate greening through prosocial extrarole behaviours–a conceptual framework for employee motivation. Business Strategy and the Environment, 16(8), 554-570.
71. Remmen, A., & Lorentzen, B. (2000). Employee participation and cleaner technology: Learning processes in environmental teams. Journal of Cleaner Production, 8(5), 365-373.
72. Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
73. Renwick, D., Redman, T., & Maguire, S. (2008). Green HRM: A review, process model, and research agenda. University of Sheffield Management School Discussion Paper, 1(1), 1-46.
74. Robertson, J. L., & Barling, J. (2013). Greening organizations through leaders′ influence on employees′ pro‐environmental behaviors. Journal of Organizational Behavior, 34(2), 176-194.
75. 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.
76. Saeed, B. B., Afsar, B., Hafeez, S., Khan, I., Tahir, M., & Afridi, M. A. (2019). Promoting employee′s proenvironmental behavior through green human resource management practices. Corporate Social Responsibility and Environmental Management, 26(2), 424-438.
77. Schultz, P. W., Gouveia, V. V., Cameron, L. D., Tankha, G., Schmuck, P., & Franěk, M. (2005). Values and their relationship to environmental concern and conservation behavior. Journal of Cross-Cultural Psychology, 36(4), 457-475.
78. Schwartz, S. H. (1977). Normative influences on altruism. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology (Vol. 10, pp. 221-279). Academic Press.
79. Schwartz, S. H. (2017). The refined theory of basic values. In L. R. Tropp (Ed.), Values and Behavior: Taking a Cross Cultural Perspective (pp. 51-72).
80. Shafaei, A., Nejati, M., & Yusoff, Y. M. (2020). Green human resource management: A two-study investigation of antecedents and outcomes. International Journal of Manpower, 41(7), 1041-1060.
81. Shah, M. (2019). Green human resource management: Development of a valid measurement scale. Business Strategy and the Environment, 28(5), 771-785.
82. Shen, J., Dumont, J., & Deng, X. (2018). Retracted: Employees’ perceptions of green HRM and non-green employee work outcomes: The social identity and stakeholder perspectives. Group & Organization Management, 43(4), 594-622.
83. Snape, E., & Redman, T. (2010). HRM practices, organizational citizenship behaviour, and performance: A multi-level analysis. Journal of Management Studies, 47(7), 1219-1247.
84. Springett, D. (2003). Business conceptions of sustainable development: A perspective from critical theory. Business Strategy and the Environment, 12(2), 71-86.
85. Stern, P. C. (2000). New environmental theories: Toward a coherent theory of environmentally significant behavior. Journal of Social Issues, 56(3), 407-424.
86. Stern, P. C., Dietz, T., Abel, T., Guagnano, G. A., & Kalof, L. (1999). A value-belief-norm theory of support for social movements: The case of environmentalism. *Human Ecology Review, 81-97.
87. Tandon, A., Dhir, A., Madan, P., Srivastava, S., & Nicolau, J. L. (2023). Green and non-green outcomes of green human resource management (GHRM) in the tourism context. Tourism Management, 98, 104765.
88. Tang, G., Chen, Y., Jiang, Y., Paillé, P., & Jia, J. (2018). Green human resource management practices: Scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31-55.
89. Tanova, C., & Bayighomog, S. W. (2022). Green human resource management in service industries: The construct, antecedents, consequences, and outlook. The Service Industries Journal, 42(5-6), 412-452.
90. Wehrmeyer, W. (Ed.). (1996). Greening People: Human Resources and Environmental Management (1st ed.). Routledge.
91. Willness, C. R., & Jones, D. A. (2013). Corporate environmental sustainability and employee recruitment: Leveraging “green” business practices to attract talent. In J. S. Armstrong (Ed.), Green Organizations (pp. 231-250). Routledge.
92. Zhang, Y., Liu, X., Xu, S., Yang, L. Q., & Bednall, T. C. (2019). Why abusive supervision impacts employee OCB and CWB: A meta-analytic review of competing mediating mechanisms. Journal of Management, 45(6), 2474-2497.
93. Zhu, J., Tang, W., Wang, H., & Chen, Y. (2021). The influence of green human resource management on employee green behavior—a study on the mediating effect of environmental belief and green organizational identity. Sustainability, 13(8), 4544.

指導教授

房美玉

審核日期

2024-7-26

推文