綠色人力資源管理對環境組織公民行為之影響 —以綠色文化為中介變項

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林芸安(Yun An Lin) 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 —以綠色文化為中介變項
(The Impact of Green Human Resource Management on Organizational Citizenship Behavior for the Environment— Green Culture as the Mediator Variable)

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摘要(中)

自工業革命後，大量二氧化碳被排進大氣層中導致氣候變遷加劇，尤其是企業營運活動所製造的碳排高居不下。各國政府紛紛簽訂環境保護條款要求企業注重環境保護。企業為配合政府的規範，在管理實務中納入環保概念以改善環境績效，人力資源管理的支持能幫助組織達成環境目標並建立起環境友善的組織文化，促進企業中持續改善其環境績效的活動，如環境組織公民行為。
本研究探討綠色人力資源管理對於環境組織公民的影響，並以綠色文化為中介變項，欲了解在企業採取綠色人力資源管理的措施時，員工是否會在特定文化的影響下提高在組織內的自願性環保行為。
本研究對台灣的在職工作者發放問卷，共計回收369份有效問卷。研究結果顯示：第一，綠色人力資源管理和環境組織公民行為具有正向關聯性；第二，綠色人力資源管理和綠色文化具有正向關聯性；第三，綠色文化和環境組織公民行為具有正向關聯性；第四，綠色文化在綠色人力資源管理和環境組織公民行為之間具有中介效果。
企業應將永續概念融入於人力資源管理實務中，透過綠色招募與徵選聘用具有環保意識的員工、以綠色培訓提升員工解決環境議題的能力、以綠色績效管理與綠色薪資與獎酬激勵員工參與環保活動，再以綠色投入給予員工參與環境議題的機會。透過上述的綠色人力資源管理實踐得以提升組織內重視環保價值的綠色文化，進而促使身在綠色文化之下的員工展現環境組織公民行為。

摘要(英)

Since the Industrial Revolution, significant carbon dioxide emissions from corporate activities have exacerbated climate change, prompting governments to enforce environmental regulations. To comply, corporations have integrated environmental practice into their management strategies, with human resource management playing a crucial role in fostering an environmentally friendly organizational culture and promoting sustainable practice.
This study explores the impact of green human resource management on environmental organizational citizenship behavior, with green culture as a mediating variable, to understand whether employees will enhance voluntary environmental behavior within the organization under the influence of specific culture when companies implement green human resource management measures.
The study distributed questionnaires to employed workers in Taiwan, yielding 369 valid responses. The research findings indicate: first, a positive relationship exists between green human resource management and environmental organizational citizenship behavior; second, a positive relationship exists between green human resource management and green culture; third, a positive relationship exists between green culture and environmental organizational citizenship behavior; fourth, green culture mediates the relationship between green human resource management and environmental organizational citizenship behavior.
Companies should integrate sustainability concepts into human resource management practices, through green recruitment and selection to hire environmentally conscious employees, green training to enhance employees′ capability to address environmental issues, green performance management, and green compensation to incentivize participation in environmental activities, and green involvement to provide opportunities for employees to engage with environmental issues. These practices of green human resource management can enhance the organization′s commitment to environmental values through green culture, which in turn encourages employees exposed to green culture to exhibit environmental organizational citizenship behaviors.

關鍵字(中)

★ 綠色人力資源管理
★ 環境組織公民行為
★ 綠色文化

關鍵字(英)

★ Green Human Resource Management
★ Environmental Organizational Citizenship Behaviors
★ Green Culture

論文目次

目錄
中文摘要 v
Abstract vi
圖目錄 ix
表目錄 ix
第一章緒論 1
第一節研究背景與動機 1
第二章文獻探討 3
第一節綠色人力資源管理 3
第二節環境組織公民行為 7
第三節綠色文化 10
第三章研究方法 15
第一節研究架構與研究假設 15
第二節研究對象 15
第三節研究變項之操作與衡量 16
第四節資料分析 17
第四章研究結果 19
第一節樣本描述性分析 19
第二節信度與效度分析 21
第三節相關分析與共線性診斷 25
第四節迴歸分析與假說驗證 30
第五章結論與建議 34
第一節研究發現 34
第二節管理意涵及應用 36
第三節研究限制與未來研究建議 37
中文參考文獻 40
英文參考文獻 41
附錄一綠色人力資源管理因素分析摘要 51
附錄二綠色文化因素分析摘要 53
附錄三環境組織公民行為因素分析摘要 54

圖目錄
圖3-1 研究架構圖 17
表目錄
表2-1 綠色人力資源管理之定義整理 4
表4-1 樣本基本特性 20
表4-2 信度分析結果 21
表4-3 模型配適度統整表 22
表4-4 組合信度與收斂效度統整結果 23
表4-5 各構面的KMO值與Barlett值 23
表4-6 巢狀模型分析結果 24
表4-7 各變項之相關分析矩陣 25
表4-8 以環境組織公民行為為依變數之共線性診斷 27
表4-9 以綠色文化依變數之共線性診斷 29
表 4-10 以環境組織公民行為為依變項之階層迴歸分析 32
表 4-11 以綠色文化為依變項之階層迴歸分析 33
表 5-1 研究結果彙整表 34

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指導教授

房美玉(Mei Yu Fang)

審核日期

2025-3-4

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