節能減碳不只被視為綠色環保問題之一，也成為一個全球性的趨勢。因應此趨勢，企業也逐步進行綠化企業以實現永續經營的目標策略。因此，無論起初是為社會企業責任，或者僅僅只是為了獲得更多的商業機會，企業也因著綠色趨勢而在內部環境推展環境管理及綠化業務的行動。

綠色人力資源管理推行在永續經營理念下，已在企業組織內引起了公眾的注意。因此，如何推動綠色管理，也成為企業的重要課題。其人力資本則是企業推行色管理的關鍵因素。企業不僅需要找到或培育的綠色人力資本來推動，也需要找到一種方式來留住這些人才，使他們有更好的工作滿意度和組織承諾而留任組織。然而，儘管社會及企業嘗試著推行綠色人力資源管理政策，以解決實務和理論的差異，但其實施仍然有爭議點。

Reducing carbon emission is regarded as one of the green environmental issue, which has become a global trend. So that, companies comply with this trend and gradually proceed with the greening of business to achieve sustainable management of the reform objectives. Therefore, no matter it is the beginning of the plot to take social responsibility, or simply to obtain business opportunities, companies should carry out environmental management, the greening of business of the action.

Green HRM has raised public attention in promoting sustainable usage within business organizations. Despite based on cooperate social responsibilities or just simply grab business opportunities, the organizations should continually proceed environmental management and other greening activities. Therefore, greening human capital is a key element for the company to promote an action in the organization. The company is not only need to equip the human capital, but also need to find a way to retain them to have better job satisfaction and organization commitment within the organization. However, it is controversial both to corporate society and business sectors to resolve the discrepancy between Green HRM policies and actual behavior while implementation.

POWER OF ATTORNEY I
ACKNOWLEDGEMENT II
CHINESE ABSTRACT III
ENGLISH ABSTRACT IV
TABLE OF CONTENT V
LIST OF FIGURES VI
LIST OF TABLES VII
1.INTRODUCTION 1
1.1 RESEARCH BACKGROUND 4
1.2 RESEARCH MOTIVES 4
1.3 RESEARCH PURPOSE 5
1.4 RESEARCH STEPS 5
2.LITERATURE REVIEW 8
2.1GREEN MANAGEMENT INITIATIVES 8
2.2 GREEN HRM - HR FACTORS AFFECTING GREEN MANAGEMENT INITIATIVES 9
2.2.1 Effects of green HRM 10
2.3 HUMAN CAPITAL 13
2.3.1 Definitions of human capital 13
2.3.2 Green human capital 15
2.4 JOB SATISFACTION 16
2.4.1 The definition of job satisfaction 16
2.4.2 The Models of Job Satisfaction: Antecedents and Outcomes 18
2.5 ORGANIZATION COMMITMENT 21
2.6 THE RELATIONSHIP OF JOB SATISFACTION AND ORGANIZATION COMMITMENT 27
3.METHODOLOGY 29
3.1 RESEARCH FRAMEWORK AND HYPOTHESES 29
3.2 SURVEY QUESTIONNAIRES DESIGN 30
3.3 DATA COLLECTION PROCEDURES 32
3.4 INSTRUMENT 32
3.5 DATA ANALYSIS 33
3.6 RESEARCH SAMPLE 34
4.QUANTITATIVE ANALYSIS AND OUTCOMES 37
4.1 SAMPLE CHARACTERISTICS ANALYSIS 37
4.2 DESCRIPTIVE STATISTICAL ANALYSIS 38
4.3 RELIABILITY ANALYSIS 39
4.4 FACTOR ANALYSIS 40
4.5 CORRELATION ANALYSIS 46
4.6 T-TEST VARIANCE ANALYSIS 49
4.7 REGRESSION ANALYSIS 51
4.8 HYPOTHESIS VERIFICATION 56
5.CONCLUSION & RECOMMENDATION 57
5.1 RESEARCH CONCLUSION 57
5.2 MANAGERIAL IMPLICATIONS 57
5.3 RECOMMENDATIONS 58
5.4 RESEARCH LIMITATION 60
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