臺灣博碩士論文加值系統

　　過去文獻中，諸多研究證實人力資源管理的實施，對於員工的離職傾向有顯著的影響。在這科技快速進步、經濟活動日益繁榮的現代社會，環境保護逐漸被社會所重視，企業也開始反思，在營運過程中是否對於環境造成影響，於是綠色人力資源管理的概念逐漸成熟。
　　然而，過往較少研究探討綠色人力資源管理與離職傾向關係間的中介機制。因此，本研究根據社會認知理論，探討綠色人力資源管理對離職傾向之影響，以雇主品牌吸引力為中介效果，並以企業社會責任與利社會行為干擾效果。
　　本研究以服務業之第一線服務人員為抽樣母群體，有效問卷為217份，有效問卷回收率為62.9%。研究結果顯示：（一）綠色人力資源管理會透過雇主品牌吸引力負向影響離職傾向。（二）在高企業社會責任情況下，會強化綠色人力資源管理對雇主品牌吸引力的正向影響。（三）在高利社會行為情況下，會強化綠色人力資源管理對雇主品牌吸引力的正向影響。

In the past literature, many studies had showed that the implementation of human resources management has a significant impact on the turnover intention of employees. In this modern society with rapid technological advancement and increasingly prosperous economic activities, environmental protection is gradually being paid attention to by society. Enterprises also began to reflect on whether they had impacts on the environment during the operation process. Thus, the concept of green human resource management gradually matured.
However, there have been few studies about the intermediary mechanism between green human resource management and turnover intention in the past. This study explores the impact of green human resource management on turnover intention based on social cognition theory, and employer brand attractiveness as mediator, and corporate social responsibility and prosocial behavior as moderator.
In this study, the first-line servers in the service industry were sampled, and the valid questionnaires were completed by 217 servers. The valid questionnaire response rate was 62%. The results of the study show that: (1) Green human resource management had negative impact to turnover intention by employer brand attractiveness.(2) High corporate social responsibility strengthens the positive effect on green human resource management to employer brand attractiveness.(3) High prosocial behavior strengthens the positive effect on green human resource management to employer brand attractiveness.

中文摘要 I
Abstract II
目錄 Ⅳ
表目次 Ⅵ
圖目次 Ⅶ
第一章　緒論 1
第一節　研究背景與動機 1
第二節　研究目的 3
第三節　研究流程 4
第四節　名詞釋義 5
第二章　文獻探討 7
第一節　綠色人力資源管理對離職傾向之影響:雇主品牌吸引力的中介效果 7
第二節　企業社會責任干擾綠色人力資源管理對離職傾向的影響 10
第三節　利社會行為干擾綠色人力資源管理對離職傾向的影響 12
第三章　研究方法 14
第一節　研究架構與假設 14
第二節　研究對象 15
第三節　研究工具 15
第四節　調查實施 24
第五節　資料分析 24
第四章　研究結果 27
第一節　樣本描述 27
第二節　雇主品牌吸引力對綠色人力資源管理與離職傾向之中介效果 30
第三節　企業社會責任對綠色人力資源管理與雇主品牌吸引力之關係的干擾效果 31
第四節　利社會行為對綠色人力資源管理與雇主品牌吸引力之關係的干擾效果 33
第五章　結論與建議 36
第一節　研究發現 36
第二節　研究結論 37
第三節　研究建議 39
第四節　研究限制 42
參考文獻 44
附錄一 問卷 59

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