员工感知的企业社会责任与组织情感承诺关系研究

Abstract

随着世界范围内企业社会责任运动的发展和我国经济社会发展中所面临的资源、环境、劳动关系等问题的不断显现，近年来我国政府、学者和有关研究机构纷纷呼吁企业要更多地承担社会责任。西方经济学中的“理性人”假设指出，每一个从事经济活动的主体都是利己的。因此，要促使企业积极主动地将资源投入到社会责任活动中，就必须能够证明这种投入对企业是有益的。 基于以上考虑，本文采用文献研究法和问卷调查法对员工感知的企业社会责任与员工组织情感承诺间的关系进行研究，力图证明企业社会责任对员工组织情感承诺有积极影响。 通过文献回顾，本文梳理了以往学者关于“企业为什么要履行社会责任”的研究成果，并从理论和实证两条线索探明了这一研究的发展趋势。此外，本文引用社会认同理论和组织伦理气氛相关研究成果，从理论上建立了员工感知的企业社会责任与员工组织情感承诺的联系。 在实证研究部分，本文根据研究模型和研究假设，应用相关分析和回归分析等方法对问卷调查数据进行了分析，以探索企业社会责任与员工组织情感承诺及其各维度之间的关系，得到的主要研究结论有： （1）员工感知的企业社会责任与员工组织情感承诺存在显著的正相关关系； （2）企业社会责任各维度对员工组织情感承诺的影响不同，企业社会责任三维度（企业对员工的责任、企业对消费者的责任、企业对社区的责任）中只有企业对员工的责任和对消费者的责任对情感承诺有较强的预测作用，而企业对社区的责任这一维度对情感承诺没有预测作用； （3）企业社会责任对员工组织情感承诺两维度（价值与努力承诺、留职承诺）的解释能力不同，其对价值与努力承诺的解释能力大于对留职承诺的解释能力； （4）企业规模对企业社会责任与员工组织情感承诺间的关系存在调节作用，但调节作用总体较小。

In recent years, corporate social responsibility has attracted a lot of attention home and abroad. The Government, scholars and research institutions have called for companies to fulfill their social responsibilities. However, in order to persuade the companies to invest in social responsibility activities, we have to prove that doing this is beneficial for the company. Based on the above consideration, this paper will research on the relationship between perceptions of corporate social responsibility and employee affective commitment. The main research methods used in this paper are literature research and survey method. In the review of the literature, this paper sums up the answers to the question “why should the corporate take social responsibilities?”. Through this, the author finds out the trends of theoretical and empirical researches in this field. Based on the Social Identity Theory and Organizational Ethic Climate related research, this paper also establishes the theoretical link between corporate social responsibility and employee affective commitment. In the empirical research, based on the research model and hypothesis, this paper analyses the survey data. The main statistical methods used in this part are Independent samples T-test、One-way ANOVA、Correlation Analysis and Regression Analysis. The main results are showed as follows: (1) There is a significant positive correlation between perceptions of corporate social responsibility and employee affective commitment; (2) The three dimensions of corporate social responsibility have different degrees of influence on the employee affective commitment. Two of the dimensions (corporate responsibility for employees and corporate responsibility for consumers) are the forecast variables of employee affective commitment, but corporate responsibility for the community is not; (3) Corporate social responsibility has different explanation capacities on the two dimensions of affective commitment. It has a greater explanation capacity on employee value and efforts commitment than employee continuance commitment;(4) The size of the business does influence the relationship between perceptions of corporate social responsibility and employee affective commitment, but the moderating effect is small.

学位：管理学硕士

院系专业：管理学院企业管理系_企业管理(含财务管理、市场营销、人力资源管理)

学号：20051301233