企業社會責任與員工反應：以薪資滿意及前瞻性人格為調節變項

The Impact of Corporate Social Responsibility on Employees’ Response: The Moderator Roles of Compensation and Proactivity Personality

彭建瑋(CHIEN-WEI PENG)

指導教授 ： 郭建志

中原大學/理學院/心理學研究所/碩士(2011年)

https://doi.org/10.6840/CYCU.2011.00071

摘要

本研究旨在探討企業社會責任( Corporate Social Responsibility, CSR )與員工反應之關係，並以薪資滿意及前瞻性人格為調節變項。過去國內外較多去探討CSR和組織變項之關係，少有去瞭解是否會受情境因素之調節；而CSR之議題又多集中在財務績效方面，且多以企業中高階主管為主要訪談以及施測對象，較少以內部員工立場進行探討。因此，本研究以內部員工為主要研究對象，瞭解員工對CSR之反應，並在CSR問卷方面以自編之量表呈獻，問項內容包含層面廣泛。
本研究之樣本收集以科技業為大宗，共發出400份問卷，回收346份問卷，有效問卷為303份，有效回收率為75.8%，並藉由統計軟體加以分析。根據本研究分析結果指出：
1. 員工CSR知覺與其反應(利社會行為、知覺組織聲望與組織凝聚力)呈正相關。
2. 員工對薪資的滿意程度會部分調節CSR知覺與其反應的關係。
3. 員工前瞻性人格程度會部分調節CSR知覺與其反應的關係。
本研究結果希望讓企業能夠作為一個施行政策的參考，使所有的員工都能夠參予CSR的政策，提昇公司更好的形象與永續發展的良方，為社會大眾、企業本身、以及相關的利益關係人都有好的啟發。

關鍵字

企業社會責任 ； 調節變項 ； 前瞻性人格 ； 薪資滿意

並列摘要

The purpose of the study is to investigate the relationship between corporate
social responsibility(CSR) and employees’ response, and the moderator roles of compensation and proactivity personality. Most researches in Taiwan and even in overseas have focused on the relationship between CSR and organizational variables instead of paying attention on the impact of conditional variables. Moreover, the issues of CSR have tended to put more emphasis on financial performance as well as the in-depth interviews with the executives in the enterprise. However, low-level employees in the enterprise are seldom investigated. Therefore, this study aims to investigate the internal employees in the enterprise, focus on the responses of employees to CSR, and develop CSR questionnaire which contains more details.
In the study, most of the participants are selected form the technology industry.
Overall, a total of 400 questionnaires were issued, and 346 questionnaires were recovered. To be more precise, 303 questionnaires were useful. The effective recovery rate is 75.8 percent and the results of the study were analyzed by statistical package. The results of the analysis are listed as follows.
1. Employees’ perception of CSR and their responses (prosocial behavior, perception of organizational reputation and organizational cohesion) have a significant positive correlation.
2. Compensation has partly moderated employees’ perception of CSR and their responses.
3. Proactivity personality has partly moderated employees’ perception of CSR and their responses.
The results of this research can be used as reference resources for corporate policies. All staffs may be able to take part in corporate social responsibility policies in order to enhance the image of the company for sustainable development and have a
good inspiration benefit to the community, the enterprise itself, as well as relevant
stakeholders.

並列關鍵字

Proactivity personality ； Compensation ； Corporate social responsibility

參考文獻

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