從2007年到2009年的金融海嘯，讓企業社會責任這個話題開始被廣泛討論。經過了金融海嘯的劇烈衝擊，國際組織、各國政府、甚至社會大眾，都更清楚認識到，願意負起社會責任的企業，才是未來持續發展的重要基石。而金融風暴也讓企業重新檢視自己的核心價值，並尋求永續經營的策略，越來越多企業體認到，企業社會責任是企業必要的DNA，企業社會責任這幾年來已經發展出深入企業營運面的模式，而不僅僅是塑造形象或行銷的手段。另外，金融海嘯時，多家企業紛紛以縮減員工工時、無薪假、裁員等企業瘦身方法來因應，金融海嘯過後，員工是否會對組織降低信任感而影響其組織承諾，從眾多學者對組織承諾的研究中可以發現，當組織中的員工擁有高度的組織承諾時，對工作績效、降低離職率、與改善員工對組織改變的適應能力等會有高度的影響關係。同時，在組織提高員工組織承諾時，員工可能因為感受到公司對社會之付出，進而產生角色規範之外的行為產生，也就是所謂的組織公民行為，進而主動幫助公司達成目標。因此，本研究旨在探討員工對企業社會責任之認知、組織承諾以及組織公民行為間的關係及影響，藉此了解企業可否經由施行企業社會責任，進而強化員工組織承諾，使員工展現組織公民行為。 本研究採電子問卷以及紙本問卷並行的方式來進行資料收集，總計共發放600份問卷，回收402份，回收率達67%。在研究對象方面主要以製造業之人力資源人員、人力資源主管與相關單位人員為研究對象，運用 SPSS 12.0進行後續資料分析。由於員工對組織的企業社會責任知覺程度是由環境責任認知、社會責任認知以及經濟責任認知此三部分所構成，因此本研究針對此三部分對組織承諾與組織公民行為的影響來探討，研究結果如下： 1. 員工對組織在社會層面與經濟層面的企業社會責任知覺對其組織承諾有顯著正向的影響。當員工感受到企業在社會層面以及經濟層面所做的企業社會責任活動時，會進而提升對於組織的承諾，更認同組織的目標，願意為公司付出更多的努力，甚或提升留任率。 2. 員工對組織在社會層面與經濟層面的企業社會責任知覺對其組織公民行為有顯著正向的影響。當員工知覺到組織在社會層面以及經濟層面的企業社會責任努力程度之後，會產生更認同組織、願意協助同事、敬業守法、維護人際和諧及保護公司資源等自發性的組織公民行為。 3. 員工的組織承諾對組織公民行為呈現顯著正向關係。當員工有較高的組織承諾時，較容易表現出組織公民行為。 4. 員工感受到組織在「社會層面」與「經濟層面」的企業社會責任活動，會透過組織承諾作為中介媒介發揮影響力，進而提升員工產生組織公民行為。The financial crises happened during the year between 2007 and 2009. Most people believe that sustainable development organizations have to undertake corporate social responsibility. More and more enterprises realize undertaking corporate social responsibility is not only an image-building process but a corporate strategy execution. However, during financial crisis, many enterprises had used cost down approaches, such as unpaid leave and lay off, that may lower their employees’ organizational commitment. Many researchers indicate employees with higher organizational commitment will have better job performance、lower turnover rate and higher organizational adaptability. Moreover, when organization raises employee’s organizational commitment, they will probably show more positive organizational citizenship behaviors. The major aim of this study is to clarify the casual relationship between employees’ perception of corporate social responsibility, and organizational citizenship behavior, particularly with the focus of the organizational commitment to see if employees increase their organization commitment can strengthen their organizational citizenship behaviors while their corporations are undertaking corporate social responsibility. We took the HR employees, HR managers and other related employees in the manufacturing industry as our sample. We delivered 600 and received 402 effective questionnaires. Those data were analyzed by SPSS 12.0. The results are as follows: 1. Employees’ perception of stronger corporate social responsibility in social level and economic level has significant positive effect on their organizational commitment. 2. Employees’ perception of stronger corporate social responsibility in social level and economic level has significant positive effect on their organizational citizenship behavior. 3. Employees with higher organizational commitment tend to demonstrate positively their organizational citizenship behaviors. 4. Employees’ perception of stronger corporate social responsibility in social level and economic level has an indirect impact on their organizational citizenship behavior through a moderating effect by organizational commitment.
