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博碩士論文 etd-0729112-192624 詳細資訊
Title page for etd-0729112-192624
論文名稱
Title
人力資源於企業社會責任之角色探究:以台灣公司為例
The Role of Human Resources Professionals in Corporate Social Responsibility: An Exploratory Study of Taiwanese Firms
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
123
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
2012-06-18
繳交日期
Date of Submission
2012-07-29
關鍵字
Keywords
員工福利、員工參與度、企業永續、人力資源策略、內隱企業社會責任
Strategic Human Resources, Corporate Sustainability, Implicit Corporate social responsibility, Employee involvement, Employee wellbeing
統計
Statistics
本論文已被瀏覽 5865 次,被下載 1219
The thesis/dissertation has been browsed 5865 times, has been downloaded 1219 times.
中文摘要
現今許多企業均體認到企業社會責任的重要性,本研究從企業社會責任、人力資源、利害關係人觀點出發,旨在探討企業人力資源管理如何幫助組織成功的推動企業社會責任相關活動與行為。透過本研究量化與質化分析顯示,企業教育訓練(包括一般訓練與企業社會責任訓練)、企業對員工的幸福關懷、以及企業帶領員工參與社會責任活動等,將能幫助企業成功推動企業社會責任相關活動;除此之外,本研究亦發現,相對於外在企業社會責任活動(如外部慈善活動等),組織更注重內部員工的幸福與生活。
Abstract
Nowadays most companies are now being faced with the reality that Corporate Social Responsibility is more than merely a fad. Drawing upon CSR, HR and stakeholder related theories this research aims to substantiate empirically by exploring HR’s contribution to responsible leadership within corporations with the endeavor to explore to what extent Taiwanese companies have integrated CSR practices in their Human Resource Management policies and practices. Relying on the quantitative analysis of 82 questionnaires and qualitative analysis of interviews with CSR and HR executives from 3 corporations in Taiwan, an analysis of whether HR supporting functions towards employee training and development (CSR and General), employee wellbeing, employee engagement and CSR communication to employees contributed to the success of CSR programs. Findings of this research uncovered that companies pay due attention to employee training and development, employee wellbeing as well as employee engagement. The study also helped explain the existence of implicit CSR practices in Taiwanese firms suggesting that an inside-out approach to CSR communication exists in Taiwanese firms; most firms do not engage in philanthropic activities but are more akin to ensuring that they maintain a high level of employee work-life balance. The thesis concludes that the HR has the potential to dig deeper into the company levels and structures and identifying underlying definitional issues that may prevent or facilitate the success of CSR programs.
目次 Table of Contents
中文摘要 iii
ABSTRACT iv
1 Introduction 1
1.1 Research Background 1
1.2 Research Objectives 4
1.3 Research Framework 7
2 Literature Review 9
2.1 Understanding CSR 10
2.2 CSR in Taiwan 11
2.3 Human Resource Management 12
2.4 Strategic Human Resources Management 13
2.5 Sustainability 14
2.6 CSR and Human Resource Management 14
2.7 A Stakeholder Approach to CSR 20
2.8 Responsible Workplace 21
2.9 HR Involvement in CSR Does it matter? 23
2.9.1 Corporate Social Responsibility Success 25
2.9.2 Training and staff Development 25
2.9.3 Employee Engagement 26
2.9.4 Employee Well being 26
2.9.5 CSR Communications 27
3 Data and Methodology 29
3.1 Mixed Methods Approach 29
3.2 Research Framework 30
3.3 Research Hypothesis 31
3.4 Data Collection Procedure 32
3.5 Instrumentation 32
3.5.1 Quantitative Research 34
• Demographic Information 36
• Corporate Social Responsibility Success 37
• Training and staff development 37
• Employee Involvement 38
• Employee Well being 38
• CSR Communications 39
3.5.2 Qualitative research 39
3.6 Analytical Procedures 41
3.6.1 Data Cleaning and Preliminary analysis 42
3.6.2 Factor Analysis 43
3.6.3 Descriptive Statistics 43
3.6.4 Correlation Analysis 44
3.6.5 Research Quality 44
3.6.6 Linear and Hierarchical Regression Model 46
3.6.7 Mediation Analysis 48
3.6.8 Qualitative data analysis 49
4 Research Results and Discussion 50
4.1 Factor Analysis & Reliability 50
4.1.1 CSR Success 50
4.1.2 Training and Staff Development 51
4.1.3 Employee Involvement 53
4.1.4 Employee Wellbeing 53
4.1.5 CSR Communication 54
4.2 Descriptive Statistics 56
4.2.1 Pearson’s Correlation 57
4.3 Linear regression 58
4.4 Hierarchical Regression 63
4.5 Mediation Analysis 66
4.6 Qualitative Data Analysis 71
4.6.1 Grand Hi-Lai (Hotel & Tourism Industry) 72
4.6.2 Advanced Semiconductor Company 77
4.6.3 Radiant Opto-electronics 83
4.7 Discussion 88
5 Conclusion 94
5.1 Limitations of the Research 95
5.2 Implications to Managers and Future Research 96
Appendix 1 99
Appendix 2 102
Appendix 3 105
REFERENCES 106
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