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姓名 楊宜宸(Yi-Chen Yang)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 企業社會責任與招募成效關聯性之研究
(A Study of the Relationship Among Corporate Social Responsibility and Recruiting Effectiveness)
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摘要(中) 在企業社會責任與招募成效的領域上,過去研究多聚焦於對求職者吸引力進行探討,僅以求職第一階段探討。而本研究將以求職者投遞履歷意願與接受聘書意願為依變數,在企業社會責任是否與招募成效之關聯性;並進一步瞭解企業社會責任與求職者之求職意願之關係。
本研究以104年度大三、大四、碩一與碩二應屆畢業生為研究對象,發放網路問卷120份與紙本問卷400份,共發放520份問卷,有效樣本數為421份。並以迴歸分析發現內部企業社會責任或外部企業社會責任皆與求職者吸引力、求職者投遞履歷意願,甚至求職者接受聘書意願有正向關聯性。
摘要(英) Most of previous studies of Recruiting Effectiveness only focused on the job seeker’ intention. In Recruitment three stages, we tried to find out the potential positive relationship between CSR and Organizational Attractiveness, Job Pursuit Intentions and offer.
Thus, this study investigates the link between CSR and Recruiting Effectiveness whether the CSR implementation can influence the Job seeker’s intention. By using online questionnaire 120 and paper survey 400, there are 421 feasible questionnaires returned. Through the result of logistic regression analysis, We found that CSR implementation positivity influence the Organizational Attractiveness, even Job Pursuit Intentions and offer Intentions.
關鍵字(中) ★ 企業社會責任
★ 招募成效
關鍵字(英) ★ Corporate social responsibility
★ Recruiting Effectiveness
論文目次 中文摘要 I
ABSTRACT II
誌謝 III
目錄 IV
圖目錄 V
表目錄 VI
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 企業社會責任 5
第二節 招募成效 11
第三節 企業社會責任與招募成效之關聯 15
第三章 研究方法 21
第一節 研究架構 21
第二節 研究假設 22
第三節 研究對象 23
第四節 研究變項之操作型定義工具 25
第五節 資料分析方法 30
第四章 分析與研究結果 32
第一節 樣本特性分析 32
第二節 信度分析 34
第三節 相關分析 35
第四節 迴歸分析 37
第五章 結論與建議 43
第一節 研究發現與貢獻 43
第二節 實務建議 45
第三節 研究限制與建議 46
參考文獻 48
附錄一問卷 51
參考文獻 英文部分:
1. Aiman-Smith, L., Bauer, T. N., & Cable, D. M. (2001). “Are you attracted? Do you intend to pursue? A recruiting policy-capturing study”, Journal of Business and Psychology, 16(2), 219-237.
2. Backhaus, K. B., Stone, B. A., &Heiner, K. (2002). “Exploringthe relationship between corporate social performance and employer attractiveness”, Business and Society, 41(3), 292-318.
3. Bansal, P., & Roth, K. (2000). “Why companies go green: a model of ecological responsiveness”, Academy of Management Journal, 43, 717-736.
4. Barber, A. E. (1998). Recruiting employees. Thousand Oaks, CA: Sage Publications.
5. Bhattacharya, C. B., Sen, S., &Korschun, D. (2008). “Using corporate social responsibility to win the war for talent”, MIT Sloan Management Review, 49(2).
6. Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), 103-118.
7. Breaugh, J. A., & Starke, M. (2000). “Research on employee recruitment: So many studies, so many remaining questions”, Journal of Management, 26(3), 405-434.
8. Breaugh, J. A., Macan, T. H., &Grambow, D. M. (2008). “Employee Recruitment: Current Knowledge and Directions for Future Research”, International Review of Industrial and Organizational Psychology, 23, 45-69.
9. Cable, D. M., & Turban, D. B. (2003). “The value of organizational reputation in the recruitment context: A brand-equity perspective”, Journal of Applied Social Psychology, 33(11), 2244-2266.
10. Carroll, A. B. (1999). “Corporate social responsibility evolution of a definitional construct”, Business and Society, 38(3), 268-295.
11. Carroll, A. B., &Buchholtz, A. K. (2011). Business and Society: Ethics, Sustainability, and Stakeholder Management (8 ed.). South-Western College Pub.
12. Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). “Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes”, Journal of Applied Psychology, 90(5), 928.
13. Clarkson, M. (1995). “A Stakeholder Framework For Analyzing and Evaluating Corporate Social Responsibility”, The Academy of Management Review, 20(1), 92-118.
14. Connelly, B. L., Certo, S. T., Ireland, R. D., &Reutzel, C. R. (2011). “Signaling theory: A review and assessment”, Journal of Management, 37(1), 39-67.
15. Dahlsrud, A. (2006). “How corporate social responsibility is defined: an analysis of 37 definitions”, Corporate Social Responsibility and Environmental Management, 15(1), 1.
16. Economics Oxford (2012).How the new geography of talent will transform human resources strategy. Global Talent 2021. Oxford Press.
17. European Commission (2001).Commission Regulation. Official Journal of the European Communities.
18. Kanar, A., Collins.,& Bell, B. (2008). “How does unfavorable information impact job seekers’ organizational attraction?” CAHRA Working Paper Series, 8(10), 1-28.
19. Kotler, P. and Lee, N. (2005). Corporate Social Responsibility: Doing the Most Good for Your Company and Your Cause. Willey, Hoboken, NJ.
20. Lam, H., & Khare, A. (2010). “HR’s crucial role for successful CSR”, Journal of International Business Ethics, 3(2), 3-15.
21. Porter, M. E. & Kramer, M. R. (2006). “Strategy and society. The link between competitive advantage and corporate social responsibility”, Harvard Business, 12,1-17.

22. Roberson, Q. M., Collins, C. J., & Oreg, S. (2005). “The effects of recruitment message specificity on applicant attraction to organizations”, Journal of Business and Psychology, 19, 319-339.
23. Rynes, S. L. (1991).” Recruitment, job choice, and post-hire consequences. In M. D. Dunnette(Ed.)”, Handbook Of Industrial and Organizational Psychology: 339-444. CA: Consulting Psychologists Press.
24. Sahlin-Anderson, K. (2006). “Corporate social responsibility: A trend and movement, but of what and for what?” Corporate Governance, 6(5): 595-608.
25. Schuler, R. S., & Jackson, S. E. (2005). “A quarter-century review of human resource management in the US: The growth in importance of the international perspective”, Management Revue, 11-35.
26. Turban, D., B., &Forret, M., L., & Hendrickson, C., L. (1998). “Applicant attraction to firms: Influences of organization reputation, job and organizational attributes, and recruiter behaviors”, Journal of Vocational Behavior, 52, 24-44.
27. Wood, D. J. (1991).“Corporate social performance revisited”, Academy of Management Review, 16(4), 691-718.
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網路部分:
1. Industry Canada (2009).Corporate social responsibility guide project leader.Available from www.ioc.gc.ca/eic/site/csr-rse. nsf/eng/rs00128.html.
2. OECD. (2008).Employment and Industrial Relations. Available from http://www.oecd.org/corporate/mne/40889288.pdf.
3. The UN Global Compact. Available fromhttp://www.unglobalcompact.org.
4. World Business Council for Sustainable Development. (2000). Corporate Social Responsibility: Making Good Business Sense. Available fromwww.wbcsd.org/web/people.atter.htm.
5. World Business Council for Sustainable Development. (2010). People Matter: Case study. Available fromhttp://oldwww.wbcsd.org/DocRoot/BAHhSlBPoA9EKLjia0rv/PeopleMatter-CaseStudy-PwCThinkingAhead.pdf.
6. U.S. Uncut(2015, 10). Beware of These 7 Popular Chocolate Brands that Exploit Child Slaver. Available from http://usuncut.com/news/beware-of-these-10-popular-chocolate-brands-that-exploit-child-slaves.
7. 遠見。企業社會責任獎 (2015)。取自http://www.gvm.com.tw/2015CSR.
指導教授 李誠(Joseph S. Lee) 審核日期 2015-12-1
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