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研究生:柯佳妤
研究生(外文):KO, CHIA-YU
論文名稱:知覺企業導入 ESG 對員工影響之研究
論文名稱(外文):Perceived of Corporate ESG Activities on Employee Outcomes
指導教授:李俊賢李俊賢引用關係
指導教授(外文):LEE CHUN HSIEN
口試委員:李昭蓉陳必碩
口試委員(外文):Jau Rong Li
口試日期:2023-05-29
學位類別:碩士
校院名稱:國立高雄師範大學
系所名稱:人力與知識管理研究所
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:2023
畢業學年度:111
語文別:中文
論文頁數:57
中文關鍵詞:ESG心理契約履行員工敬業度企業聲望員工推薦
外文關鍵詞:ESGpsychological contract fulfillmentemployee engagementcorporate reputationemployee referral
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隨著各大企業經營者越來越重視永續經營的概念,再加上許多學者及文獻皆提出相 關證明證實企業實踐 ESG 對企業來說非常重要,顧及到企業對環境保護、社會責任以 及公司治理層面的政策,不僅可強化內部員工對企業的心理上的滿足,還可以提升企業 本身的聲譽,分別進而影響員工對於工作的正向態度,以及員工對在企業裡工作產生榮 耀並向外界推廣企業,以上皆會讓員工與企業之間產生良好的互動,並讓員工為企業帶 回同等的報酬與價值,屬於好的循環。因此,本研究著重於知覺企業導入 ESG 對員工敬 業度及員工推薦之間的關係,同時利用心理契約履行與企業聲望分別作為中介機制。
本研究以便利抽樣法進行問卷搜集與調查,欲調查之研究對象為目前為在職工作者 以及曾經具有就職經驗的工作者,經彙整之後,總共回收了 237 份有效問卷,並以 SPSS 統計軟體進行相關檢驗分析。實證結果為知覺企業導入 ESG 對心理契約履行與企業聲 望之間產生正向影響,除此之外,心理契約履行會部分中介知覺企業導入 ESG 與員工 敬業度,以及企業聲望會完全中介知覺企業導入 ESG 與員工推薦。
As more and more entrepreneurs focus on sustainable development in the corporate, plus, many scholars and thesis’ result, ESG is an important concept for the corporate. It can make the strategies on the protection of environment, social responsibility, and corporate governance. Not only can enhance the employees’ psychological fulfillment, but also can improve corporate reputation. Separately, the former can have the impact on employees’ positive attitude on the job, the later can let employees feel proud of working in the corporate and making promotion for it. All the statement above can operate good interaction for both employees and corporate, and the employees may bring the benefit back to the corporate. Hence, this study mainly focused on exploring the two relationships, one is between ESG and employee engagement, the other is between ESG and employee referral. Meanwhile, taking psychological contract fulfillment and corporate reputation as the mediating mechanism separately.         In this study, the convenient sampling method was used to collect the questionnaires data. The research object is the workers who have the job currently or who had the working experience before. After collection, there were 237 valid questionnaires, which were analyzed by SPSS. The results show that ESG has the positive influence on psychological contract fulfillment and corporate reputation. Besides, psychological contract fulfillment is partial mediation between ESG and employee engagement, and corporate reputation is complete mediation between ESG and employee referral.
目 次
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
第二章 文獻探討………….………….………………….………….………….…………………….………….5
第一節 環境、社會及公司治理(ESG) ………….………….………………….………….……………5
第二節 心理契約履行……………………………………………………………………………………….…..8
第三節 員工敬業度……………………………………………………………………………………….…….10
第四節 企業聲望……………………………………………………………………………………….………….13
第五節 員工推薦……………………………………………………………………………………….………….15
第三章 研究方法……………………………………………………………………………………….………….18
第一節 研究架構與假設……………………………………………………………………………………….18
第二節 研究對象……………………………………………………………………………………….………….18
第三節 衡量工具……………………………………………………………………………………….………….19
第四節 資料分析方法…………………………………………………………………………………………..22
第四章 研究結果與分析……………………………………………………………………………………….23
第一節 描述性統計分析…………………………………………………………………………………….23
第二節 信度分析……………………………………………………………………………………….……….28
第三節 差異性分析……………………………………………………………………………………….……29
第四節 相關分析……………………………………………………………………………………….……….36
第五節 迴歸分析……………………………………………………………………………………….……….39
第五章 結論與建議……………………………………………………………………………………….……..44
第一節 研究結論……………………………………………………………………………………….……….44
第二節 管理意涵……………………………………………………………………………………….……….48
第三節 研究限制與未來研究建議……………………………………………………………………..49
參考文獻……………………………………………………………………………………….………………………51

表 次
表2-1 ESG衡量指標……………………………………………………………………………………….…….6
表3-1 知覺企業導入ESG問卷題項量表……………………………………………………….……19
表3-2 心理契約履行問卷題項量表……………………………………………………….…………..20
表3-3 工作敬業度問卷題項量表……………………………………………………….……………….20
表3-4 企業聲望問卷題項量表……………………………………………………….…………………..21
表3-5 員工推薦問卷題項量表……………………………………………………….…………………..21
表4-1 個人背景變項之次數分析……………………………………………………….……………….24
表4-2 知覺企業導入ESG之敘述性分析……………………………………………………….……25
表4-3 心理契約履行之敘述性分析……………………………………………………….…………..26
表4-4 員工敬業度之敘述性分析……………………………………………………….………………26
表4-5 企業聲望之敘述性分析……………………………………………………….…………………..27
表4-6 員工推薦之敘述性分析……………………………………………………….…………………..28
表4-7 研究構面之信度分析……………………………………………………….………………………28
表4-8 性別對各研究構面之獨立樣本t檢定…………………………….…………………….…29
表4-9 公司規模對各研究構面之獨立樣本t檢定…………………….………………………..30
表4-10 職級類別對各研究構面之獨立樣本t檢定………………….…………………………31
表4-11 隸屬部門對各研究構面之獨立樣本t檢定………………….…………………………32
表4-12 年齡對各研究構面之ANOVA分析………………….……………………………………..33
表4-13 教育程度對各研究構面之ANOVA分析………….……………………………………..34
表4-14 就職年資對各研究構面之ANOVA分析………….……………………………………..35
表4-15 個人背景變項與不同研究構面之相關分析………….……………………………….38
表4-16 知覺企業導入ESG、心理契約履行與員工敬業度之迴歸分析……………….40
表4-17 知覺企業導入ESG、企業聲望與員工推薦之迴歸分析…………………………41
表4-18 知覺企業導入ESG三構面、心理契約履行與員工敬業度迴歸分析之補充分析…………………………………………………………………….……………………………………………42
表4-19 知覺企業導入ESG三構面、企業聲望與員工推薦迴歸分析之補充分析…………………………………………………………………….……………………………………………………43
表5-1 本研究研究假設驗證結果…………………………………………………………………….…44

圖 次
圖1-1 研究流程圖……………………………………………………………………………………….….……4
圖3-1 研究架構圖……………………………………………………………………………………….………18
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