| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 倪瑜璟 | zh_TW |
| DC.creator | YU-CHING NI | en_US |
| dc.date.accessioned | 2019-7-4T07:39:07Z | |
| dc.date.available | 2019-7-4T07:39:07Z | |
| dc.date.issued | 2019 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=106457013 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 企業如何投入企業社會責任活動至今仍是非常重要的課題，從另一方面，內部利害關係人的員工角度來看，員工對於公司舉辦企業社會責任活動的看法為何？是真心的推動，還是為了賺取利潤、形象而行的漂綠行為？員工與企業契合程度是否影響員工選擇參與投入企業社會活動？因而本研究欲了解個人組織適配是否會影響員工對其企業執行企業社會責任的動機做歸因，並進而影響員工對於企業社會責任活動的參與，而員工對其企業社會責任的歸因理論是否有中介效果。
本次研究問卷採「雪球抽樣(snowball sampling)」方式，以詢問公司有投入企業社會責任活動的公司之員工為研究對象，用線上問卷進行無記名方式填寫，共回收184份問卷，透過SPSS之分析，結果如下：
1.個人與組織適配程度與個人參與企業社會責任有正向顯著關係。
2.個人對企業社會責任之內在歸因可中介個人與組織適配對其參與之影響有正向顯著關係。
3.個人對企業社會責任之外在歸因可中介個人與組織適配對其參與之影響無顯著相關。
關鍵字：個人與組織適配程度、企業會社會責任歸因、企業社會責任參與 | zh_TW |
| dc.description.abstract | How corporates engage in CSR activities is still an important topic. From employees who is one of the primary stakeholders’ perspective, what are employees′ views on corporate social responsibility activities? Does the corporate invest the CSR activities from its original intention? or just behave as greenwashing for profit or try to gain the reputation? Whether employees’ compatibility between people and organizations, which people may fit or misfit, it will affect employees′ CSR participation. Therefore, this study intends to find out whether person-organization fit can affect employees to concern what motivate companies to conduct CSR, and it is further impact on employees’ CSR participation. In addition, we also investigate the moderating effect of employees’ CSR attribution.
This study was adopted the questionnaire survey and distributed on-line with 18 questionnaires by snowball sampling method in this research. The survey is focusing on the employees whose companies involved in CSR participation. A total of 184 valid questionnaires were collected. According to the statistic outcomes, this study confirms that:
1. There is a significant positive correlation between person-organizational fit and CSR participation;
2. The employees’ internal CSR attribution will be mediated positive and significant relationship between person-organization fit and its participation;
3. There is no significant correlation between person-organizational fit and CSR participation with moderating effect of employees’ CSR external attribution.
Key Word: Person- Organization Fit, CSR participation, CSR Attributions
| en_US |
| DC.subject | 個人與組織適配程度 | zh_TW |
| DC.subject | 企業會社會責任歸因 | zh_TW |
| DC.subject | 企業社會責任參與 | zh_TW |
| DC.subject | Person- Organization Fit | en_US |
| DC.subject | CSR Participation | en_US |
| DC.subject | CSR Attributions | en_US |
| DC.title | 個人組織適配與公司企業社會責任活動參與之關聯─企業社會責任歸因之中介效果 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Relationship between Person- Organization Fit and CSR participation: The Moderating Effect of CSR Attributions | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |