員工對企業社會責任知覺、組織認同與組織公民行為之關聯性 -以台電公司區營業處為例

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/60368

Please use this identifier to cite or link to this item: https://ir.lib.ncu.edu.tw/handle/987654321/60368

Title:	員工對企業社會責任知覺、組織認同與組織公民行為之關聯性 -以台電公司區營業處為例
Authors:	張桂瑛;CHANG,KUEI-YING
Contributors:	人力資源管理研究所在職專班
Keywords:	企業社會責任;組織認同;組織公民行為;corporate social responsibility;organization identification;organizational citizenship behavior
Date:	2013-07-08
Issue Date:	2013-08-22 11:35:16 (UTC+8)
Publisher:	國立中央大學
Abstract:	本研究對象台電公司，體認到保護環境與利害關係人維持和諧共生，已成為企業經營的基本原則及核心價值，近年來已積極落實企業社會責任。而目前國內探討台電企業社會責任對組織內員工認同及行為的影響之研究較為缺乏，因此，了解員工對企業社會責任知覺、組織認同與組織公民行為間的關係，對台電管理層面上是有實質助益的。本研究之研究目的包括探討員工對組織企業社會責任的知覺、組織認同以及組織公民行為間的關係及影響，藉此了解台電可否經由施行企業社會責任，進而強化員工組織認同，使員工展現組織公民行為。　　本研究以台電大台北地區區營業處之員工為對象，總共發出400份，回收有效問卷231份，有效回收率57.7%。最後研究結果顯示，員工對企業社會責任知覺對組織認同以及組織公民行為有顯著影響；組織認同對組織公民行為也有顯著影響。進而探討員工對企業社會責任知覺對組織公民行為的影響時，是否會透過組織認同的中介進而影響組織公民行為時，發現組織認同對組織公民行為的「認同組織」、「利他主義」、「認真盡責」具有部份中介效果；對「人際和諧」、「保護公司資源」則沒產生中介效果。　　本研究結果證實了台電企業社會責任的落實對員工在組織認同及組織公民行為都有所助益。藉由企業社會責任的推行，能將企業的價值內化至組織內，並能促發組織內員工認同自己為公司的一份子，使員工越能表現出有益於公司的態度和行為。 This study focuses on the Taiwan power company (“Taipower”). Protecting environments and caring about stakeholder interests became an enterprise’s principle and core value. Taipower has been undertaking corporate social responsibility (CSR) actitivies for many years. There are few researches about the impact of Taipower’s CSR to employees’ identification and behavior. It’s beneficial to Taipower’s management to understand the casual relationship between employees’ perception of CSR, organization identification (OI), and organizational citizenship behaviors (OCB). The major aim of this study is to clarify the casual relationship between employees’ perception of CSR, and OCB, particularly with the focus of OI to see if employees can increase their OI can strengthen their OCBs while Taipower is undertaking CSR actitivies. We took employees in Taipower District Offices in Taipei as our sample. We delivered 400 and received 231 effective questionnaires. The effective response rate is 57.7%. The results are as follows: 1.Employees’ perception of CSR has significant positive effect on their OI and OCB. 2.Employees’ OI has significant positive effect on their OCB. 3.Employees’ perception of CSR has an indirect impact on some of their OCB through a moderating effect by OI. Those analyses and study found that undertaking CSR actitivies has positive effect on Employees’ OI and OCB. Taipower could demonstrate its value and increase the competitiveness through the CSR actitivies. Employees with higher OI tend to demonstrate positively their attitude and behavior beneficial to Taipower.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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