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博碩士論文 etd-0618114-111146 詳細資訊
Title page for etd-0618114-111146
論文名稱
Title
綠色雇主品牌如何影響員工組織承諾?探討其中的中介機制
How does green employer branding influence organizational commitment?Exploring the mediating mechanism
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
78
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2014-06-19
繳交日期
Date of Submission
2015-08-06
關鍵字
Keywords
綠色雇主品牌、工作特性、績效管理、教育訓練、薪酬、組織承諾、領導風格
green employer banding, job characteristics, leadership, training, organizational commitment, performance management, compensation
統計
Statistics
本論文已被瀏覽 5761 次,被下載 563
The thesis/dissertation has been browsed 5761 times, has been downloaded 563 times.
中文摘要
近年來許多企業進行綠化,包括進行綠色產品研發、節能減排,並將雇主 品牌提升為綠色雇主品牌,以吸引潛在求職者以及留住現有員工,現有的文獻 中較少談及到雇主品牌對現有員工的影響,因此本研究著重於綠色雇主品牌對 於現有員工的影響;為了衡量綠色雇主品牌對員工的吸引,本研究以組織承諾 為後果變項,因為承諾高低會影響:缺席與否、離職與否、工作績效。根據消 費者行為模型,大部份消費者在搜尋過相關資訊後才會產生購買決策,而且在 使用產品或服務後才會產生品牌忠誠的效果,利用此概念,當綠色企業形成綠 色雇主品牌時,現有員工會根據所收到的品牌訊息所吸引,接著經由體驗人力 資源措施後評斷是否與期待一致,最後決定是否產生組織承諾,明顯看出中間 存在著中介機制,本研究以:工作特性、領導風格、教育訓練、績效評估、薪酬作為影響綠色雇主品牌與組織承諾間的關係中介機制 。
本研究採用紙本問卷發放,研究對象為台灣綠色企業的員工,研究結果發 現,綠色雇主品牌與組織承諾間確實存在著中介機制,五項人力資源措施皆顯 著且為部分中介;此外,工作特性為綠色企業員工最在意的項目,對於綠色企 業領導人而言,應做好工作設計,若工作本身具有技能多樣性、一致性、任務 重要性、自主性、回饋機制,讓員工有更高的組織承諾,將會提升組織的經營 績效;另外,本研究發現將綠色企業分成曾獲 CSR 獎之企業與未曾獲 CSR 獎之 企業分別比較中介變數將的強弱關係,得到的結果不盡相同,曾獲獎的綠色企 業,員工最在意的人力資源措施為工作特性,最後為主管領導風格,和整體綠 色企業員工相差不大;反倒是未曾獲獎的綠色企業,員工最在意的是主管領導 風格,在意程度最小的是工作特性,這或許能提供即將進入綠色企業,或是剛 成為綠色企業的企業主一個值得注意的關鍵。
Abstract
This study explores the relationship between green employer branding and organizational commitment. Employer establishes green employer branding in order to develop a green image, attract potential employees and retain current employees. However, there are few literatures exploring how employer branding affects current employees. To investigate and realize the outcome of green employer branding, this study uses organizational commitment as the dependent variable. According to the consumer behavior model, consumers need to experience a product before generating brand loyalty, and only if it meets their expectation. With this concept, current employees must experience several corporate practices, such as job characteristics, leadership, training, performance management, and compensation, to distinguish whether the green business is worth their commitment. As such, there is a probable existence of a mediating mechanism.
The results indicate that there are indeed mediating mechanisms between green employer branding and organizational commitment. The five mediators as mentioned above are only however, partially mediating. For employers who are awarded the green initiates, job characteristics will be the top priority. Thus, if job content fits employees, it will generate higher organizational commitment. For them, the leadership style has the lowest influence on its employees. However, this study also found that for non-awarded green businesses‟ employees, supervisor style is the most important factor instead of job characteristics. Therefore, the result may suggest green business employers cultivate transformational leaders when they start to go green.
目次 Table of Contents
論文審定書…………………………………………………………………………..i
Acknowledge…………………….………………………………………………….ii
中文摘要..........................................................................................................iii
Abstract...........................................................................................................iv
List of Tables...................................................................................................viii
Chapter 1........................................................................................................1
Introduction.....................................................................................................1
Chapter 2........................................................................................................6
2.1 Green business........................................................................................6
2.2 Employer Branding...................................................................................6
2.3 Green employer branding........................................................................9
2.4 Organizational Commitment....................................................................12
2.5 The mediating mechanism between Green Employer Branding and Organizational
Commitment............................................................................................15
2.6 Job Characteristics..................................................................................16
2.7 Leadership...............................................................................................18
2.8 Human resource practices.......................................................................21
2.8.1 Training.................................................................................................22
2.8.2 Performance management...................................................................23
2.8.3 Compensation......................................................................................24
Chapter 3......................................................................................................27
3.1 Conceptual Framework...........................................................................27
3.2 Hypothesis..............................................................................................28
3.3 Date collection and samples...................................................................28
3.4.1 Green employer branding....................................................................29
3.4.2 Job characteristics...............................................................................30
3.4.3 Leadership...........................................................................................30
3.4.4 Training................................................................................................30
3.4.5 Performance management..................................................................31
3.4.6 Compensation.....................................................................................31
3.5. Organizational commitment...................................................................32
3.6 Measurement analysis...........................................................................32
Chapter 4......................................................................................................35
4.1 Descriptive Statistics and Correlation Coefficient...................................35
4.2 Reliability................................................................................................35
4.3 Validity....................................................................................................38
4.4 Hypotheses Test....................................................................................38
4.5 Discuss the order of mediating levels among mediators........................47
4.6 Separate the non-awarded green businesses and awarded green business..48
4.6.1 The mediating effect on awarded green businesses...........................49
4.6.2 The mediating effect on non-awarded green businesses....................50
Chapter 5......................................................................................................52
5.1 Summaries and Discussion....................................................................52
5.2 Managerial Implications ......................................................................58
5.3 Further Research Suggestion ..............................................................59
Reference.....................................................................................................61
Appendix I The Questionnaire......................................................................66
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