綠⾊⼈⼒資源管理對員⼯綠⾊⾏為影響-以綠⾊⼼理氛圍為調節變項

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/94465

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/94465

Title:	綠⾊⼈⼒資源管理對員⼯綠⾊⾏為影響-以綠⾊⼼理氛圍為調節變項
Authors:	楊山田;Yang, Shan-Tien
Contributors:	人力資源管理研究所在職專班
Keywords:	綠色人力資源管理;員工綠色行為;綠色心理氛圍;green human resource management;employee green behavior;psychological green climate
Date:	2024-07-26
Issue Date:	2024-10-09 14:44:53 (UTC+8)
Publisher:	國立中央大學
Abstract:	近年來極端氣候日趨增加，氣候危機與大量排放的溫室氣體息息相關。有鑒於此，當前世界各國相繼宣布的節能減碳、淨零排放目標，正影響著企業的營運方針，促使企業在追求經濟發展的過程中，能兼顧環境永續的重要性。其中，企業政策推行的成功與否，身為政策執行者的員工顯得格外重要，員工是否認同組織政策、展現出來的行為是否契合組織價值觀，最終將影響著組織環境績效的達成。因此，本研究從企業政策為出發點，探究企業實踐綠色人力資源管理對員工綠色行為的影響，並觀察員工個人感知的綠色心理氛圍從中扮演的調節效果。本研究採問卷調查方式，以台灣在職工作者為研究對象，回收之有效問卷共計 273 份，研究結果顯示： (1) 綠色人力資源管理與員工綠色行為為正向相關； (2) 綠色心理氛圍正向調節綠色人力資源管理與員工綠色行為之間的正向關係。並期望台灣企業能強化綠色人力資源管理之實踐、提升組織對環境永續之支持，邁向淨零永續的共同願景。;In recent years, the increase in extreme weather events has been closely linked to the climate crisis and the massive emissions of greenhouse gases. In light of this, the energy saving and carbon reduction goals, as well as net-zero emission targets, which are influencing corporate perational strategies. This compels businesses to consider nvironmental sustainability while pursuing economic development. Among these factors, the success of corporate policies depends significantly on employees, who are the executors of these policies. Whether employees agree with organizational policies, and whether their behavior aligns with organizational values, ultimately impacts the achievement of organizational environmental performance. Therefore, this study starts from corporate policies to explore the impact of implementing Green Human Resource Management (GHRM) on employees′ green behavior, and examines the moderating effect of employees′ perceived psychological green climate. This study used a survey, targeting employed workers in Taiwan, with a total of 273 valid responses collected. The results show that: (1) GHRM is positively correlated with employees′ green behavior; (2) The Psychological green climate positively moderates the positive relationship between GHRM and employees′ green behavior. It is hoped that Taiwanese companies can strengthen the practice of GHRM, enhance organizational support for environmental sustainability, and move towards the common vision of net-zero sustainability.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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