綠色人力資源管理對環境組織公民行為之影響 —以個人環保價值觀為調節變項

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蘇映綸(Ying-Lun Su) 查詢紙本館藏

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人力資源管理研究所

論文名稱

綠色人力資源管理對環境組織公民行為之影響 —以個人環保價值觀為調節變項

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摘要(中)

隨著科技和經濟的快速發展，人類對環境的影響已超過自然環境的恢復能力，造成前所未有的污染和衝擊。為了避免全球暖化並減少環境污染，各國政府制定了相應的規範與指標，呼籲企業注重永續發展。在這基礎上，企業需要規劃環境目標與策略，並依賴人力資源管理的支持來改善整體環境績效，例如推動環境組織公民行為。
本研究以綠色人力資源管理為主題，探討其與環境組織公民行為間的關係，並以個人環保價值觀為調節變項，進一步了解個人環保價值觀是否會調節兩者之間的關係。本研究針對在台灣的在職工作者發放問卷，總計回收359份有效問卷。研究結果顯示：一、綠色人力資源管理與環境組織公民行為具有正向關聯性；二、個人環保價值觀在綠色人力資源管理與環境組織公民行為之間存在正向調節效果。
因此，企業應實施綠色人力資源管理實務，並將其整合至長期發展策略中。具體措施包括：綠色招募與組織環保價值觀一致的求職者、綠色培訓以提升員工的環境問題解決能力和環保認知、評估並獎勵主動參與環保活動的員工、提供有利於促進環境組織公民行為的工作環境，透過這些措施，企業能夠有效提升環境績效，並實現永續發展的目標。

摘要(英)

With the rapid development of technology and the economy, human impact on the environment has exceeded the capacity of environment to recover, resulting in unprecedented pollution and disruption. To prevent global warming and reduce environmental pollution, governments worldwide have established corresponding regulations and standards, urging companies to focus on sustainable development.
On this foundation, companies need to plan environmental goals and strategies, relying on the support of human resource management (HRM) to improve overall environmental performance, such as promoting environmental organizational citizenship behavior (EOCB). This study focuses on green human resource management (GHRM) and explores its relationship with on EOCB, using individual green values as a moderating variable. It investigates whether individual green values moderate the relationship between GHRM and EOCB.
A survey was distributed among employed workers in Taiwan, resulting in 359 valid questionnaires. The two main findings: (1) GHRM is positively relate to EOCB, and (2) individual green values positively moderate the relationship between GHRM and EOCB.
Therefore, companies should implement GHRM practices and integrate them into their long-term development strategies. Specific practice includes green recruitment of job seekers who align with the organization′s environmental values, green training to enhance employees′ problem-solving abilities regarding ecological issues and environmental awareness, evaluating and rewarding employees who actively participate in environmental protection activities, and providing a work environment conducive to promoting EOCB. Companies can effectively improve environmental performance and achieve sustainable development goals through this practice.

關鍵字(中)

★ 綠色人力資源管理
★ 環境組織公民行為
★ 個人環保價值觀

關鍵字(英)

★ Green Human Resource Management
★ Environmental Organizational Citizenship Behaviors
★ Individual green values

論文目次

中文摘要 .................................................................................................................................................. I
Abstract ................................................................................................................................................... II
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
第二章文獻探討 ............................................................................................................................... 4
第一節綠色人力資源管理 ................................................................................................................ 4
第二節環境組織公民行為 ...............................................................................................................10
第三節個人環保價值觀 ..................................................................................................................16
第三章研究方法 ..............................................................................................................................19
第一節研究架構 ..........................................................................................................................19
第二節研究對象 ..........................................................................................................................19
第三節研究變項之操作與衡量 ..................................................................................................19
第四節資料分析 ..........................................................................................................................21
第四章研究結果 ..............................................................................................................................22
第一節描述性統計分析 ..............................................................................................................22
第二節信度與效度分析 ..............................................................................................................24
第三節驗證性因素分析 ..............................................................................................................27
第四節相關分析 ..........................................................................................................................29
第五節迴歸分析與調節效果分析 ..............................................................................................30
第五章討論與建議 ..........................................................................................................................33
第一節研究結論與討論 ..............................................................................................................33
第二節管理意涵 ..........................................................................................................................34
第三節研究限制與未來研究建議 ..............................................................................................35
Reference ................................................................................................................................................37

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指導教授

房美玉

審核日期

2024-7-26

推文