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。 本研究採用透過問卷調查收集資料，並經由驗證性因素分析、共同方法變異分析與結構方程模型分析後，各項假設均獲得支持，並得出研究結論如下： 1.A公司在企業社會責任認知的四個構面中，「經濟責任」的滿意程度最高，「慈善責任」滿意程度最低，因此A公司在追求利潤最大化的同時，須兼顧員工工作與家庭的平衡。 2.強化企業社會責任有助員工工作投入與工作滿意度的提升，尤其對於公司內部年資越高的員工，其工作投入程度更高。 3.某兩廠的工作滿意度較其他廠低，但離職傾向也低，顯示員工對工作不滿意但又不離職，產生一惡性循環，A公司應了解其原因並解決根本問題。 4.育有子女者的離職傾向較高。A公司應權衡合理的人力搭配合理的工作量，管理階層也應妥善分配工作，調整有家庭照顧需求的員工工作量。 5.人資應強化員工對企業社會責任的認知，對強化企業社會責任認知仍有助提升員工投入與員工滿意度，並能影響員工離職傾向降低。 ;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.
