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題名:內部企業社會責任對員工態度與行為的影響-企業虛偽感知的調節式中介效果
作者:常逸平
作者(外文):CHANG, YI-PING
校院名稱:銘傳大學
系所名稱:企業管理學系
指導教授:胡秀華
學位類別:博士
出版日期:2022
主題關鍵詞:內部企業社會責任組織認同心理契約滿足工作敬業離職傾向企業虛偽感知Internal CSROrganizational identificationPsychological contract fulfillmentWork engagementTurnover intentionPerceived corporate hypocrisy
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企業實施內部社會責任行動,向員工傳達一種正向積極的訊號,可以讓員工感受到組織對他們的支持,透過組織認同及心理契約滿足的中介效應,可以促使員工加強工作敬業精神,並且降低離職的傾向。然而當員工發現組織的言行不一致,因而產生虛偽的感知時,可能反而會弱化因為實施內部企業社會責任所帶來正向的結果。
本研究藉由多元中介以及調節分析的方法來探討員工虛偽感知對於實施內部企業社會責任行動與員工態度與行為結果之間的關係。研究分為兩階段。第一階段探討員工感知實施內部企業社會責任對於在工作上所產生後續結果的關係,重點在驗證組織認同及心理契約滿足的中介效果。第二階段則複製第一階段的驗證模式,並加上企業虛偽感知之調節變數,探討其調節及調節式中介的效果。
研究針對醫院工作之醫療專業人員,採用結構式問卷量表進行研究及統計分析。結果發現內部企業社會責任會正向影響工作敬業而負向影響離職傾向。組織認同對於二者具有中介效果,心理契約滿足對於工作敬業不具中介效果,對於離職傾向則為完全中介。企業虛偽感知負向調節組織認同,並且降低組織認同之中介效應。企業虛偽感知對於心理契約滿足及其中介效應沒有調節作用。最後就分析結果進行討論,並提出本研究所提供之意涵及研究的局限性和未來研究的建議。
Enterprises implement internal social responsibility (InCSR) to convey a positive signal to employees that the organization supports them. Through the mediating effects of organizational identification (OI) and psychological contract fulfillment (PCF), employees can strengthen their work engagement (WE) and reduce turnover intention (TI). However, when employees find that the words and deeds of organization are inconsistent, it may create the perception of corporate hypocrisy, the results may weaken the benefits from carrying out by internal corporate social responsibility initiatives.
This study uses multiple mediation method and moderated mediation analysis to verify the relationship between InCSR through mediating variables (OI and PCF) to employees' attitudes and behavioral outcomes. Perceived corporate hypocrisy as moderator. Research was divided into two stages, stage 1 focus on verifying the mediating effects, stage 2 replicated the verification model of the stage 1 and added the moderated variable of corporate hypocrisy.
The participates aimed at medical professionals in hospitals, using a structured questionnaire for research. The results showed that InCSR has significant relationship to WE and TI. OI has a mediating effect on work related outcomes, PCF has no mediating effect on WE, and full mediation on TI. Perceived corporate hypocrisy has moderating effect on OI and its mediating effects, but no moderating effect on PCF and its mediating effects. Finally, the results are discussed; the implications and limitations of the study and suggestions for future research are presented.
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