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題名:探究企業社會責任與組織文化對員工留任意願之影響 - 以觀光餐旅產業為例
作者:鄭佳欣
作者(外文):Chia-Hsin, Cheng
校院名稱:國立雲林科技大學
系所名稱:會計系
指導教授:蔡佳靜
學位類別:博士
出版日期:2015
主題關鍵詞:企業社會責任組織文化工作滿意度留任意願Corporate Sociality ResponsibilityOrganizational CultureStaff Job SatisfactionRetention
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近年來,觀光餐旅產業為國家經濟發展創造出如:國內外匯收入、就業率、稅收等正面效益。因此,世界各國均將餐飲及觀光旅遊產業列為推動經濟發展的重點培育產業,以期能創造更多觀光休閒餐旅的契機,由此可知,相對提高了對觀光餐旅產業人力的需求;由於近年來愈來愈多企業對於社會責任(Corporate Social Responsibility,CSR)的執行愈加關注,此時,人力資源便是幫助組織達成企業社會責任活動的主要角色,因此員工的留任意願也成為影響產業績效的重要考量。此外,因為各企業對社會責任的認知與重視甚至執行面向會因為其組織文化的影響有所不同。因此,本研究希望透過組織文化與企業社會責任的實證探討,進一步瞭解組織文化與企業社會責任活動的執行如何影響員工工作滿意度及留任意願。本研究以上市上櫃餐旅產業員工為研究對象,共發放212份正式問卷,剔除無效問卷,共計回收185份問卷,有效樣本回收率87.26%,以SPSS statistics 18.0 與SmartPLS version 2.0 M3軟體進行資料分析。研究結果發現:企業執行社會責任活動及組織文化均會顯著正向影響員工的工作滿意度及其留任意願;其中員工對於企業執行「員工面向」的社會責任以及「員工導向型組織文化」對工作滿意度的影響程度最大;而工作滿意度也是企業社會責任與組織文化和留任意願之間的中介變項,其中工作滿意度會「部分中介」企業社會責任對留任意願的影響,但會「完全中介」組織文化與留任意願之間的關係。此外,本研究透過PLS路徑分析,亦發現企業社會責任對組織文化之間具有高度顯著的正相關。
Recently, hospitality industries worldwide create more economic benefits such as the increase of employment rate, tax, and foreign exchange income to a country. Therefore, many countries start accelerating hospitality industries to strengthen their economic development, and realizing that the industries are hungry for manpower. In the last decade, corporate social responsibility (CSR) has become a concern where human resource plays a key role in executing the responsibility in many organizations. As a result, staff retention will be the most important concern for organization performance. Meanwhile, many organizations also perceive the organization culture has significant influence on the execution of the CSR. In this work, we are aimed to examine how the organization culture and CSR to affect staff job satisfaction and retention. The participants in this study were 212 hospitality staffs in publicly traded companies with a total of 185 questionnaires collected; due to 17 incomplete questionnaires, the final sample size for statistical analysis was 185. The response rate was 87.26%. SPSS 18.0 and SmarPLS version 2.0 M3 are used to analyze scales of this paper. The questionnaire results indicate that the CSR executed by corporates and organization culture both have a positive relationship with the staff job satisfaction and retention, especially in the aspect of employee’s CSR perception and employee-oriented culture. Meanwhile, regression analysis shows that staff job satisfaction is the mediator among the CSR and organization culture as well as retention, indicating that the CSR and organization culture can please employee’s satisfaction level and also induce positive post-purchase retention. In addition, it is also found that the CSR has a positive relationship with organization culture from the PLS analysis.
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