綠色人力資源管理對組織環境績效之影響 —— 以環境組織公民行為為中介變項;The Impact of Green Human Resource Management on Organizational Environmental Performance —— Organizational Citizenship Behavior for the Environment as the Mediator Variables

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/88957

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/88957

Title:	綠色人力資源管理對組織環境績效之影響 —— 以環境組織公民行為為中介變項;The Impact of Green Human Resource Management on Organizational Environmental Performance —— Organizational Citizenship Behavior for the Environment as the Mediator Variables
Authors:	鄧冠妤;Teng, Kuan-Yu
Contributors:	人力資源管理研究所
Keywords:	綠色人力資源管理;環境組織公民行為;環境績效;Green Human Resource Management;OCBE;Environmental Performance;GHRM;Organizational Citizenship Behavior for the Environment
Date:	2022-09-23
Issue Date:	2022-10-04 10:40:15 (UTC+8)
Publisher:	國立中央大學
Abstract:	受到氣候變遷與環境衝擊的影響，各國政府開始重視環境保護議題，並訂定相關規範以降低人類活動對環境的影響。企業紛紛在管理實務中加入環保概念以配合法規的改變與利害關係人的期待、減少對環境的傷害以打造永續企業。本研究以綠色人力資源管理為研究主題，探討其與組織環境績效的關係，並以環境組織公民行為為中介變項，進一步了解員工於職場上的自願性環保行為之運作機制。本研究以隨機抽樣方式針對於台灣就職的全職工作者進行問卷分析調查，共計回收241份問卷。研究結果發現：(1) 綠色人力資源管理與組織環境績效有正向關聯性；(2) 綠色人力資源管理與環境組織公民行為有正向關聯性；(3) 環境組織公民行為與組織環境績效有正向關聯性；(4) 環境組織公民行為對綠色人力資源管理與組織環境績效之關係具有部分中介效果。最後，本研究建議組織可藉由招募甄選來挑選具備環保意識的求職者；利用教育訓練喚起員工對環境保護的認同；並以績效管理及薪資獎酬制度激勵員工展現友善環境行為，進而促進企業整體的組織環境績效。 ;Due to impacts of climate change, governments and enterprises around the world focused on environmental protection to reduce environmental damage which caused by human activities. In order to build sustainable enterprises, organizations also put the concept of environmental protection into managerial practices to comply with relative policies or regulations and respond to the expectations of stakeholders. This study used Green Human Resource Management (GHRM) as the research topic, which explores its impact on the organizational environmental performance (EP). Organizational citizenship behavior for the environment (OCBE) was used as the mediating variable to further understand the operation of employees′ voluntary pro-environmental behaviors in the workplace. A total of 241 valid questionnaires were collected from random sample of full-time workers in Taiwan. Results showed that, (1) GHRM has a positive relationship with EP; (2) GHRM has a positive relationship with OCBE; (3) OCBE has a positive relationship with EP; (4) OCBE has a partial mediating effect between GHRM and EP. Finally, for promoting organizational environmental performance, this study recommended that organizations can screen candidates’ environmental consciousness through green staffing processes; raise employees’ awareness of environmental protection through green training and development; motivate employees to express pro-environmental behaviors through green performance management and green compensation systems.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

Files in This Item:

File	Description	Size	Format
index.html		0Kb	HTML	163	View/Open

社群 sharing

Loading...