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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/76431

    Title: 員工企業社會責任認知對工作投入、工作滿意度與離職傾向之影響─以A公司為例;The Influence of Employee’s Perceived Corporate Social Responsibility on Job Involvement, Job Satisfaction, and Turnover Intention in Company A
    Authors: 陳亦芳;Chen, Yi-Fang
    Contributors: 人力資源管理研究所在職專班
    Keywords: 員工企業社會責任認知;工作投入;工作滿意度;離職傾向;Employee’s Perceived Corporate Social Responsibility;Job Involvement;Job Satisfaction;Turnover Intention
    Date: 2018-06-26
    Issue Date: 2018-08-31 11:09:35 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 本研究主要探討A公司因公安事件造成企業聲望下滑,之後又因徹底檢討內外部企業社會責任所進行的改善對內部員工之影響程度。過去研究指出,員工會對組織的社會責任行為進行判斷,身為組織的一員,員工會尋求企業在外的聲望及社會認同,進而影響到員工個人的工作態度與價值觀。因此本研究建立一模型進行研究員工對企業社會責任認知、工作投入、工作滿意度與離職傾向的關係。
    ;Because of industrial accident that caused corporate prestige to decline, Company A made great efforts to improve corporate social responsibility in the past few years. Previous study indicated that employees will assess corporate social responsibility of the firm, and seek information regarding the external corporate reputation and social identity. These behaviors will have effect on the employee’s working attitude and moral values. The purpose of this study is to examine how employees’ perception of corporate social responsibility in Company A affects their job involvement, job satisfaction, and turnover intention.
    This study uses questionnaires to collect data and employs confirmatory factor analysis and structural equation modeling to examine the hypotheses. The main findings and suggestions are shown below:
    1.For four aspects of corporate social responsibility, Company A has the highest score in the “economic responsibilities”, and the lowest one in “philanthropic responsibilities”. While Company A pursues profit maximization, it is necessary to take into account the employees’ work-life balance.
    2.Strengthening corporate social responsibility helps increase employees’ job involvement and job satisfaction, especially for senior employees.
    3.The job satisfaction of two certain factories is lower than that of other factories, but turnover intention is lower as well. This shows that employees are dissatisfied with work but never resign. It creates a vicious cycle. Company A must understand the reason and solve the problem.
    4.Employees with children have higher turnover intention. Company A must balance manpower distribution with reasonable workload, and the management should properly distribute work, adjust the workload for employees with family care demands.
    5.The human resource department should strengthen employee’s perception of corporate social responsibility. This practice can help increase job involvement and job satisfaction of employees, and reduce employee’s turnover intention as well.
    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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