論文名稱：企業社會責任實踐與員工心理契約之關聯 頁數：51 校所：國立中央大學人力資源管理研究所 畢業時間及提要別：一百零一學年度第二學期碩士學位論文提要 研究生：劉正祺 指導教授：劉念琪 博士 論文提要內容： 本研究旨在探討企業社會責任實踐的程度對關係型員工心理契約的影響，而員工心理契約又可分為雇主義務感知及員工義務感知兩大構面，本文以員工心理契約的雇主義務感知做為中介變數，進而探到企業社會責任實踐是否會透過中介變數影響員工心理契約的員工義務感知。 資料來源分為組織層級及個人層級兩類，組織層級的資料取自2011年「證券櫃檯買賣中心」有揭露企業社會責任報告書的企業，總共22間公司，並採用KLD Research & Analytics, Inc. (2008)所開發的KLD量表做為衡量企業社會責任實踐程度的工具；個人層級的資料於2012年2月，針對組織層級的22間公司發放的員工問卷，有效回收問卷為394份。研究結果顯示，企業社會責任實踐會對員工心理契約的員工義務感知有正向影響，而員工心理契約的雇主義務感知在兩者兼具有完全中介效果。 就實務上的意義而言，本研究發現企業在實行社會責任活動的程度越高，越能促使員工關係型心理契約的建立，一旦員工知覺到雇主待他們的用心，員工便會感知到自身應盡的義務，包含：忠誠、留任、遵守工作規範及組織公民行為等，並將這些義務回饋給雇主。本研究希望能將此結果提供給企業，並做為企業欲了解社會責任實踐對員工影響狀況的參考。 The purpose of the study is to examine the degree of implementation of corporate social responsibility and employees’ relational psychological contact. Psychological contract can be divided into two dimensions, and both of them are “perception of employer’s obligation ” and “perception of employee’s obligation”. We take the perception of employer’s obligation as a mediator in our study, and discuss if implementation of corporate social responsibility affects the perception of employee’s obligation through the mediator. Two methods are in our data collection. The first is corporate social responsibility report, and it comes from ”GreTai Securities Market ”, which are listed companies in Taiwan in 2011. There 22 companies in our data collection. We use KLD indicator, which is developed by KLD Research & Analytics, Inc. in 2008, to measure CSR performance each company. The second is psychological contract, and we sent questionnaires to 22 companies’ workers. A total of 394 valid samples were found. According to our results, we found that the implementation of corporate social responsibility positively impact on the perception of employee’s obligation, and the perception of employer’s obligation is complete mediation. Our research found if companies implement more practices in corporate social responsibility, it is easier to formulate employee’s psychological contract. Employees would perceive their obligations to reciprocate employer, such as loyalty, retention, observing job standards and OCB.
