本研究探討以求職者的知覺企業社會責任對其組織吸引力之影響。求職者是否因企業善盡CSR而增加求職意願並且透過心理感受（如，預期組織驕傲、期望待遇）影響組織吸引力。本研究認為求職者的道德傾向（如形式主義、功利主義）不同，所重視的訊息不同，產生不同的心理感受（如預期組織驕傲、期望待遇）而影響組織吸引力。並以訊號理論為基礎進行探討，組織所釋放出的訊號 讓求職者可以依據訊號而產生求職意願。
本研究有效問卷共262份。研究發現預期組織驕傲及期望待遇會正向影響組織吸引力以及不同道德傾向的求職者知覺到該企業釋放出的CSR訊息，並產生不一樣的心理感受進而正向影響組織吸引力 。

This study explores the impact of job-seeker's perceived corporate social responsibility on its organizational attractiveness. Based on the theory of signals, this research believed a company's CSR may increase job seekers’ willingness to work for that company through their psychological expectations (e.g., anticipated organizational pride and expected treatment) about that company. This study also assumed the interaction on corporate social responsibility and job seekers’ ethical predisposition (e.g., formalism, utilitarianism) will affect individual’s psychological expectation (e.g., anticipated organizational pride, expected treatment) on this company and then affect organizational attractiveness.
There are 262 participants in this study. The results suggested that the anticipated organization pride and expected treatment mediated the relationship between perceived corporate social responsibility and organizational attractiveness. The moderated mediating effect of job seekers’ ethical predisposition is also approved in this research, it suggested that moral tendencies moderated the relationship between perceived corporate social responsibilities and individual’s psychological exaptation and then affect the organization attractiveness.

圖目錄 VII
表目錄 VIII
第一章緒論 9
1.1 研究背景與動機 9
1.2 研究重要性 11
1.3 研究目的 11
1.4 研究架構與流程 12
第二章文獻探討 13
2.1 知覺企業社會責任 (Perceived Corporate Social Responsibility) 13
2.2 PCSR與組織吸引力之關係 (organizational attractive) 18
2.3 求職者的預期組織驕傲之中介效果 (anticipated organizational pride) 20
2.4 求職者的期望待遇之中介效果 (expected treatment) 22
2.5 道德傾向之調節型中介效果 (Ethical predisposition) 23
第三章研究方法 26
3.1 研究架構 26
3.2 研究對象、抽樣方法及施測流程 27
3.2.1研究對象 27
3.2.2抽樣方法與施測流程 27
3.3企業挑選 27
3.4共同方法變異之前的事先預防和事後檢定 28
3.5研究變項之操作型定義及測量工具 28
3.5.1知覺企業社會責任之 操作型定義與衡量工具 28
3.5.2組織吸引力之操作型定義與衡量工具 29
3.5.3預期驕傲之操作型定義與衡量工具 29
3.5.4期望待遇之操作 型定義與衡量工具 30
3.5.5道德傾向之操作型定義與衡量工具 30
3.5.5控制變項 31
第四章實證結果與分析 32
4.1描述性統計分析 32
4.2信效度分析 32
4.3相關分析 33
4.4 假設檢定 33
第五章結論與建議 37
5.1研究結論 37
5.2管理意涵 38
5.3研究限制與建議 39
參考文獻 40
附錄一 52

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