臺灣博碩士論文加值系統

在社會與環境永續議題高漲的氛圍下，企業前仆後繼地投入企業社會責任的浪潮，然而卻未關注到企業社會責任面向的差異可能造成員工態度和行為結果不同，反到產生人員形成離職意圖的負面效果。因此，本研究將企業社會責任區分為內部和外部兩種不同維度，探討以分配正義中介內部企業社會責任與離職意圖間的關係，與外部企業社會責任是否會調節內部企業社會責任與分配正義間的關係，進一步瞭解上述關係對離職意圖的影響。本研究採實驗法與問卷調查方式來驗證假設。實驗方面，本研究採用2 （高與低內部企業社會責任）× 2（高與低外部企業社會責任），共四種情境進行實驗操弄。問卷內容共五大部分，分別為內部與外部企業社會責任操弄檢核、分配正義量表、離職意圖量表、社會讚許量表及人口統計背景。本研究採用SPSS與PROCESS驗證假設。本研究共收集來自民營企業現職員工246份問卷，扣除無效問卷、操弄失敗及年資不足6個月之樣本，實際以155份有效問卷進行分析。研究結果顯示: (1)相較低內部企業社會責任，當內部企業社會責任高時，在員工知覺的分配正義程度較高； (2)分配正義會中介內部企業社會責任與離職意圖。本研究貢獻為: (1)分配正義是作為內部企業社會責任與離職意圖間產生的員工心理機制； (2)補充不同維度企業社會責任對員工行為的影響，彌補過去研究偏向單一企業社會責任面向的不足； (3)本研究採用情境實驗的方式進行，較能降低過去多因受試者個人認知差異而產生的測量結果偏差。最後，本研究的管理意涵為: (1)企業應強化內部企業社會責任的推動，有助於降低員工離職意圖； (2)應關注員工對分配正義的感知。

In the face of growing concerns regarding social and environmental sustainability, companies are progressively adopting corporate social responsibility initiatives. However, the potential impact of different corporate social responsibility dimensions on employee attitudes and behaviors has been overlooked, leading to negative consequences such as employees developing intentions to leave. Therefore, this study aims to differentiate corporate social responsibility into internal and external categories, examining the relationship between internal corporate social responsibility, mediated by distributive justice, and turnover intentions. Additionally, it investigates whether external corporate social responsibility moderates the relationship between internal corporate social responsibility and distributive justice, providing further insights into the impact of these relationships on turnover intention. This research conducts experimental method via questionnaire to examine our hypotheses. In the experimental aspect, this study employs a 2 (high vs. low internal corporate social responsibility) × 2 (high vs. low external corporate social responsibility) design, using four scenarios for experimental manipulation. The questionnaire includes sections on manipulating internal and external corporate social responsibility, distributive justice scale, turnover intention scale, social desirability scale, and background information. Statistical tools such as SPSS and PROCESS software will be used for hypothesis testing. This study collected 246 questionnaires from employees working in private enterprises, 155 valid responses were used after excluding invalid questionnaires, manipulation failures, and samples with less than six months of tenure. The results indicate (1) compared to low internal corporate social responsibility, high internal corporate social responsibility results in higher levels of perceived distributive justice among employees; (2) distributive justice mediates the relationship between internal corporate social responsibility and turnover intention. The contributions will include (1) identifying distributive justice as a psychological mechanism between internal corporate social responsibility and turnover intentions; (2) supplementing previous research by examining the effects of different corporate social responsibility dimensions on employee behavior; (3) using a scenario-based experimental approach to reduce measurement bias arising from individual differences. Finally, the management implications of this study are (1) companies should enhance their internal corporate social responsibility activities to reduce employee turnover intention; (2) attention should be given to employees' perceptions of distributive justice.

摘要...I
ABSTRACT...II
目錄...III
表目錄...IV
第ㄧ章 緒論...1
第二章 文獻探討...3
第一節 內部和外部企業社會責任 (Internal and External Corporate Social Responsibility, CSR)...3
第二節 分配正義 (Distributive Justice)...3
第三節 離職意圖 (Turnover Intention)...4
第四節 內部企業社會責任與分配正義的關係...4
第五節 分配正義與離職意圖的關係...5
第六節 分配正義在內部企業社會責任與離職意圖間的中介效果...5
第七節 外部企業社會責任在內部企業社會責任與分配正義間的調節效果...6
第三章 研究方法...7
第一節 研究架構與假設...7
第二節 研究樣本...7
第三節 施測程序...8
第四節 研究工具...10
第五節 資料分析方法...14
第六節 操弄檢核...15
第四章 研究結果...17
第五章 結論...23
第一節 研究結果與討論...23
第二節 研究貢獻...24
第三節 管理意涵...24
第四節 研究限制與未來研究建議...24
參考文獻...26
附錄一：高內部企業社會責任×高外部企業社會責任 問卷...32
附錄二：高內部企業社會責任×低外部企業社會責任 問卷...37
附錄三：低內部企業社會責任×高外部企業社會責任 問卷...42
附錄四：低內部企業社會責任×低外部企業社會責任 問卷...47

表目錄
表1-1 內部企業社會責任操弄檢核...8
表1-2 外部企業社會責任操弄檢核...9
表2-1 內部與外部企業社會責任量表...11
表2-2 分配正義量表...12
表2-3 離職意圖量表...13
表2-4 社會讚許量表...13
表2-5 前測操弄之樣本數統計...16
表3-1 正式問卷操弄之樣本數統計...17
表3-2 敘述性統計與相關係數矩...19
表3-3 不同程度內部企業社會責任在分配正義上之t檢定...20
表3-4 分配正義與離職意圖之迴歸分析結果...20
表3-5 分配正義對內部企業社會責任與離職意圖之中介效果...21
表3-6 內、外部企業社會責任之樣本數統計...21
表3-7 內、外部企業社會責任在分配正義上之ANOVA...21
表3-8 分配正義間接效果和外部企業社會責任條件間接效果關係...22
表3-9 不同程度外部企業社會責任在分配正義上之t檢定...22
表4-1 研究結果彙整表...23

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