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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/67944


    Title: 員工企業社會責任知覺與組織認同之關聯-以組織支持知覺及組織聲譽知覺為中介;The Relationship between the Perception of Corporate Social Responsibility and Organizational Identification: the Mediating Effect of the Perceived External Prestige and Perceived Organizational Support
    Authors: 彭曉怡;Peng,Hsiao-Yi
    Contributors: 人力資源管理研究所在職專班
    Keywords: 企業社會責任知覺;組織認同;組織聲譽知覺;組織支持知覺;Perception of Corporate Social Responsibility;Organizational Identification;Perceived Organizational Support;Perceived External Prestige
    Date: 2015-07-08
    Issue Date: 2015-09-23 10:05:17 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 隨著人才結構的轉變,企業在求才、留才及激發員工績效等面臨很大的挑戰。企業意識到人才的戰力即代表企業的競爭力,企業需要他們的員工願意留在組織內部,積極且持續的投入並產出貢獻,達到企業整體的目標。本研究參考過去組織管理的相關研究發現,企業的員工對其所在組織具高度的組織認同時,往往代表員工產生與組織發展長期互動關係的意願,員工也會因此投注更多心力對企業產生持續性的貢獻。故本研究從組織認同的角度出發,探尋影響員工組織認同程度的因素。觀察近年來,企業參與企業社會責任的程度日益增溫,企業社會責任能產生外部人對組織評價的影響,員工從外部人對組織的評價知覺的程度及類型,稱為員工的組織聲譽知覺。此外,員工對組織對員工的重視程度,以及是否關心員工的福祉等知覺的程度,稱為員工的組織支持知覺。因此,本研究旨在探討員工對企業社會責任的知覺,是否能透過員工知覺的兩種內外路徑,組織聲譽知覺及組織支持知覺,影響員工組織認同的程度。
    本研究針對國內上市上櫃公司的員工,共33家企業發出紙本問卷,進行資料的收集。共發出680份問卷,總計回收有效問卷為614份,有效問卷回收率為90.3%。透過SPSS分析後結果如下:
    1.員工對企業社會責任遵法性及自發性的知覺,能促進組織認同。
    2.員工對企業社會責任經濟性的知覺,與組織認同不具關聯性。
    3.員工對企業社會責任遵法性及自發性的知覺,會透過組織支持知覺以及組織聲譽知覺,正向影響其組織認同。
    ;To confront with the change of the talent trend nowadays, enterprises are trying to find ways to recruit, retain, and inspire good talents in their organizations. Once they realize that highly capable employees stand strongly for the strength of their organizations, they would need their employees to stay in the organizations with high identification and engagement. Through the exploring of the previous researches, it shows that employees with high identification toward their organizations would involve themselves more deeply to the organizations’ success, and show their willingness to stay in the organizations with continuous distribution. Therefore, our study is focus on the factors may induce employees’ organizational identifications. Furthermore, we found that the rising interest and involvement to CSR of enterprises has led the construing image of the outsiders. Employees’ perception about the way outsiders see the organizations is called Perceived External Prestige. In addition to the consideration of the perception of the image from the outsiders, we also try to investigate if the insiders’ perception of how their organization care for them and their wellbeing, also called Perceived Organizational Support, would have effect on the relationship between employees’ perception of corporate social responsibility and Organizational Identification.
    Our study delivered total 680 paper questionnaires to the employees of 33 listed companies, and received 614 effective questionnaires for further analysis. We proceeded the analysis on SPSS, and get the results as follows,
    1.Employees’ perception of legal and discretionary responsibility of corporate social responsibility has positive effect on organizational identification.
    2.Employees’ perception of economic responsibility of corporate social responsibility shows no relation to the organizational identification.
    3.Employees’ perception of legal and discretionary responsibility of corporate social responsibility has positive effect on organizational identification through perceived organizational support and perceived external prestige.
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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