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研究生:鄭旻昕
研究生(外文):Min-HsinCheng
論文名稱:有線電視產業的企業社會責任、員工態度與行為及組織績效
論文名稱(外文):Corporate Social Responsibility, Employee Attitude and Behavior, and Organizational Performance in Cable TV Industry
指導教授:廖俊雄廖俊雄引用關係
指導教授(外文):Chun-Hsiung, Liao
學位類別:碩士
校院名稱:國立成功大學
系所名稱:電信管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2016
畢業學年度:104
語文別:英文
論文頁數:68
中文關鍵詞:企業社會責任員工態度員工行為組織績效有線電視產業
外文關鍵詞:Corporate social responsibility (CSR)employee attitudeemployee behaviororganizational performancecable TV industry
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企業社會責任已經從理想化轉為現實,在企業成為一個越來越重要的議題,對任何企業,員工是一種重要利害關係人,並且被視為有價值的資產。有線電視為主要的大眾傳播工具之一,影響了人們的知識、想法及行為,同時對國家文化的傳播承擔重大責任,這篇研究是用來了解在有線電視產業裡,企業社會責任如何影響員工的態度和行為以及組織績效,以社會認同理論與社會交換理論為基礎,考量三個員工行為構面(如:工作滿意度和組織承諾)與兩個員工態度構面 (如:組織參與、員工參與和組織公民行為)去建構本研究的研究模式,特別是組織績效的衡量包含人力資源結果與組織結果(例如:品牌力、服務品質、生產力、聲譽、離職率)等非財務績效的指標,用以衡量企業的長期成就。本研究訪問對象是在台灣的有線電視公司員工,所收集到的資料進行敘述性統計以及驗證性因素分析之後,接著運用結構方程模式來檢視實證分析結果是否與研究假設相符。
研究的結果顯示,員工對公司所實行之社會責任活動的看法對工作滿意度與組織績效有顯著的正向關係,工作滿意度對組織承諾、組織參與、員工參與和組織公民行為皆有顯著的正向關係,組織承諾與組織公民行為也對組織績效有顯著的正向關係;然而,員工對公司所實行之社會責任活動的看法對組織承諾、組織承諾對組織公民行為等兩條關係呈現不顯著的影響;此外,從標準化路徑係數的比較,發現員工對公司所實行之社會責任活動的看法對組織績效的影響最強,其次則為組織承諾和組織公民行為。最後,根據實證數據分析的結果,提出相對應的管理意涵供有線電視產業參考,透過促進企業社會責任的活動盡可能地提升組織績效。
Corporate social responsibility (CSR) has moved from ideology to reality and has become an increasingly important issue in business. To any company, employees comprise important stakeholders and are regarded as valuable assets. Cable TV is a major form of mass communication and influences knowledge acquisition, thinking, and behavior and has a responsibility for the national dissemination of culture. This study provides an understanding of how CSR influences employee attitudes and behaviors and organizational performance in the cable TV industry. Based on social identity theory and social exchange theory, two factors related to employee attitude (e.g., job satisfaction, organizational commitment) and three factors related to employee behavior (e.g., organizational engagement, job engagement, and organizational citizenship behaviors) are considered in the research model. In particular, the performance measurement is broadened by incorporating human resource-related outcomes and organizational outcomes (e.g., brand, service quality, productivity, reputation and turnover) to measure long-term business achievement. Empirical data are collected from employees in Taiwan’s cable TV industry. A descriptive statistics analysis is conducted to quantify the features of the collected data through a numerical analysis. A confirmatory factor analysis (CFA) is conducted to examine the discrepancy between the hypotheses and empirical data and to test whether the proposed theoretical model fits the empirical data. Subsequently, structural equation modeling (SEM) is applied to test the causal model in order to understand the causal relationships among the constructs in the research model.
In the results, employee perception of CSR activities is found to be significantly positively related to job satisfaction and organizational performance. Job satisfaction is found to be significantly positively related to organizational commitment, employee engagement (i.e., organizational engagement, job engagement), and organizational citizenship behaviors. Organizational commitment and organizational citizenship behaviors are found to be significantly positively related to organizational performance. However, no significant relationship is found between employee perception of CSR activities and organizational commitment or between organizational commitment and organizational citizenship behaviors. In addition, a comparison of the standardized path coefficients reveals that employee perception of CSR activities has the strongest impact on organizational performance, followed by organizational commitment, and organizational citizenship behaviors. In the end, managerial suggestions are provided for the cable TV industry that may possibly increase organizational performance via promoting CSR activities.
Table of Contents I
List of Tables II
List of Figures III
Chapter One Introduction 1
1.1 Background and Motivation … 1
1.2 Research Objectives 6
Chapter Two Theoretical Background 7
2.1 Definition of Corporate Social Responsibility 7
2.2 Social Identity Theory 8
2.3 Social Exchange Theory 9
Chapter Three Hypothesis Development 11
3.1 Employee Perception of CSR Activities 11
3.2 Job Satisfaction 12
3.3 Organizational Commitment 13
3.4 Organizational Engagement and Job Engagement 16
3.5 Organizational Citizenship Behaviors 17
3.6 Organizational Performance 19
Chapter Four Research Model and Design 23
4.1 Research Model 23
4.2 Measurement Development 23
4.3 Data Collection and Sampling 27
4.4 Analysis Procedure 27
Chapter Five Empirical Results 29
5.1 Descriptive Statistics Analysis 29
5.1.1 Respondent profile 29
5.1.2 Mean and Standard Deviation of Items 31
5.1.3 Analysis of Variance Analysis 33
5.2 Confirmatory Factor Analysis 35
5.3 Structural Equation Modeling 39
Chapter Six Conclusion and Discussion 45
6.1 Summary of the Results 45
6.2 Managerial Implications 46
6.3 Limitations and Future Research 47
References 49
Appendix A: Items in Questionnaire 63
Appendix B: Items in Chinese Questionnaire 65
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