永續導向下員工角度的公正轉型與關係承諾之研究： 員工韌性觀點;Understanding Just Transition and Relationship Commitment under a Sustainability Orientation： An Employee Resilience Perspective

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题名:	永續導向下員工角度的公正轉型與關係承諾之研究：員工韌性觀點;Understanding Just Transition and Relationship Commitment under a Sustainability Orientation： An Employee Resilience Perspective
作者:	葉芷安;Yeh, Chih-An
贡献者:	企業管理學系
关键词:	永續發展;公正轉型;員工韌性;關係承諾;擁護
日期:	2025-07-15
上传时间:	2025-10-17 11:35:48 (UTC+8)
出版者:	國立中央大學
摘要:	在氣候變遷與社會不平等交織的壓力下，企業永續轉型已成為全球治理的核心議題。不同於一般技術升級，永續轉型更強調價值導向與正當性，要求企業在變革歷程中實踐公平、包容的「公正轉型」理念。然而，轉型成效不僅取決於制度設計，也深受員工是否具備足夠心理資源與組織誘因支持以投入行動所影響。因此本研究整合員工韌性與關係承諾理論，提出跨層次模型以釐清在公正轉型中，員工如何透過心理資源調適轉型壓力，內化道德義務，並轉化為實際擁護行動；同時引入群體情感承諾作為跨層次干擾變數，探討集體氛圍是否能放大規範承諾的行動效果。本研究採用問卷以永續轉型企業員工為調查對象，共計回收有效問卷509份，以階層線性模式進行研究假說之分析。本研究經由實證分析結果發現，群體反思性能夠有效提升群體情感承諾，並激勵員工展現主動擁護行為，顯示員工能透過公開討論與策略調整的反思機制更加理解永續轉型的利益及變革正當性。此外，個體靈活性對個體規範承諾有顯著正向影響，顯示在永續轉型情境下，員工能快速調整角色與應對策略會強化其對組織義務感的內化並轉為行動。另一方面，群體情感承諾在個體規範承諾對擁護的關係中，無顯著干擾作用，顯示情感氛圍若缺乏清晰表達與一致性，難以擴大責任信念的行動效力。整體而言，本研究補足現有永續轉型文獻對員工微觀心理歷程的理解，並為企業推動「公正轉型」下的支持策略提供重要實務建議。;Under the pressures of climate change and social inequality, corporate sustainability transition has become a core issue in global governance. corporate sustainability transitions have become central to global governance. Unlike standard technological upgrades, these transitions emphasize fairness and legitimacy, requiring organizations to implement the principles of a “just transition”. Beyond institutional design, employee psychological resources and organizational inducements are critical to engage in proactive behaviors. This study integrates employee resilience and relationship commitment theories to propose a multilevel model to examine how employees psychologically adapt to transformation pressures, internalize moral obligations, and ultimately translate them into championing behaviors. Group-level affective commitment is examined as a cross-level moderator influencing the behavioral impact of normative commitment. Survey data from 509 valid responses in sustainability-transitioning firms were analyzed using Hierarchical Linear Modeling (HLM). Results show that group reflexivity enhances affective commitment and promotes championing behavior, suggesting that structured mechanisms for reflection—such as open discussion and strategic adjustment—enable employees to better comprehend the benefits and legitimacy of sustainability transitions. Individual flexibility also positively affects normative commitment, implying that employees capable of swiftly adjusting their roles and coping strategies are more likely to internalize organizational duties and act on them. However, group affective commitment did not significantly moderate the link between normative commitment and championing, indicating that unclear, inconsistent emotional climates may limit collective motivational effects. Overall, enriches the sustainability transition literature by shedding light on the psychological processes underlying employee engagement and offers practical insights for fostering supportive behaviors under the just transition framework.
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