以企業社會責任觀點探討組織認定與組織認同對組織績效之影響

The Influence of Organizational Identity and Organizational Identification on Organizational Performance In Corporate Social Responsibility Perspective

吳寯寧(Chun-Ning Wu)

指導教授 ： 方文昌

國立臺北大學/商學院/企業管理學系/碩士(2013年)

摘要

企業想要永續發展，唯有將社會責任內化於競爭策略，才是經營之道。提昇公司競爭力，必須管理員工認同、利害關係人，特別是組織員工。員工的角色不僅是內部利害關係人，同時也是企業落實社會責任之關鍵力量。關於企業社會責任之研究，目前在理論與實務方面聚焦在員工對企業社會責任的知覺，而不是實際參與活動。因此，員工對社會責任活動之決策和參與，相對重要也值得研究。本研究以社會認定理論為基礎，就台灣目前甚少研究之組織認定為起始點，探索隱含在員工心理對組織的認定，進而延伸探討對組織認同與組織績效間之影響，並加入員工參與社會責任活動之決策與行為所帶來之影響。企業不只要提高員工對公司的認同，也應該考量員工在社會責任活動中所賦予的角色，以期提昇組織績效。
本研究以紙本問卷發送台灣中北部地區台資企業任職滿一年以上之員工，共計發送 250 份，有效樣本問券 231 份，並以層級迴歸(Hierarchical Regression)驗證組織認定、組織認同、企業社會責任參與與組織績效之關係。研究結果顯示員工的組織認定能夠對組織認同有正向影響力，員工對於組織之認定與組織認同之關係，會受到企業社會責任參與之調節效果；員工對於組織之認同對組織績效有正向影響力，惟獨組織認同與組織績效之關係，企業社會責任參與不具於有正向調節效果。

關鍵字

組織認定 ； 組織認同 ； 組織績效 ； 企業社會責任參與

並列摘要

In order to achieve growth, enterprises must manage staff’s organizational identification(OIN). Employee's role is not only internal stakeholders, but also the key force to implement CSR. The current research focus on the aspects of employees' awareness of CSR, rather than actual participation. Therefore, the study of staff’s involvement in decision-making and actitivies in CSR activities becomes relative importance. This study uses the Social Identity Theory as fundation and the organizational identity (OI) research, which is rare in Taiwan now, as a starting point to explore the hidden psychological status in employees’ understanding in OI, and extended study on the coorelation between OIN and organization perfromance (OP), and the impact when staff participating CSR activities. Enterprises should not only improve their employees’ consense on OI, but also reposition employees’role in participation and CSR activities in order to enhance OP.
This research questionnaire is developed to target those at least one-year experience employees with domestic companies located in North Central Taiwan. Of 250 survey samples sent in total, 231 validated are received. The research adopted the method of Hierarchical Regression to evaluate the cause-effect relationships among the following corporate attributes: OI, OIN, OP and CSR. The results of this research concludes: The employees' OI influences positively on their OIN, and the level of the relationship between these two attributes is positively impacted by its CSR participation. The employees' OIN influences positively on the OP, but the level of relationship between these two attributes is not positively affected by its CSR participation.

並列關鍵字

Organizational Identity ； Organizational Identification ； Organizational Performance ； Corporate Social Responsibility Participation

參考文獻

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