Loading...
|
Please use this identifier to cite or link to this item:
https://nccur.lib.nccu.edu.tw/handle/140.119/131102
|
| Title: | 企業社會責任參與與活力感： 工作意義感、自主性的中介式調節模型
Participation with Corporate Social Responsibility and Vitality: A Mediated Moderation Model of Meaningfulness at Work and Autonomy |
| Authors: | 張惟程
Chang, Wei-Cheng |
| Contributors: | 郭建志
張惟程
Chang, Wei-Cheng |
| Keywords: | 社會企業責任參與
自主性
自我決定論
工作意義感
活力感
Parpicapation with corporate social responsibility
Autonomy
Self-determination theory
Work meaningfulness
Vitality |
| Date: | 2020 |
| Issue Date: | 2020-08-03 17:56:32 (UTC+8) |
| Abstract: | 隨著時代與環境的演進變遷，企業愈來愈加龐大，以至於不能夠再如同過去只考慮自身與投資者的利益，這使得在近30年來，企業社會責任已儼然成為組織行為的重要議題之一。然而，過往的企業社會責任研究，卻過度強調其對組織競爭力的影響，而忽略了員工做為執行者所帶來的影響，以及員工之間異質性的影響。因此，本研究以自我決定論作為核心理論，欲探討員工的企業社會責任參與與其自主性的交互效果帶來的影響。本研究主張員工的企業社會責任與其自主性的交互效果會透過工作意義感的中介效果而提高員工的活力感。本研究採用問卷調查法，並以台灣企業全職員工作為受試者，以兩階段時間隔離的問卷法施測，並收集了266位有效樣本。本研究的結果支持：（一）企業社會責任參與與自主性的交互效果會正向影響工作意義感；（二）工作意義感會正向影響活力感；（三）CSR參與及自主性的交互效果會藉由工作意義感的中介來正向影響活力感，形成一個完全中介式調節模型。本研究的研究結果說明當員工在參與CSR行為時，其自主性會調節該行為對其工作意義感的影響，並且藉此進而提升員工的活力感。本研究所得出的中介式調節模型將有助於未來研究者在社會企業責任相關研究的發展及自我決定論的理解。同時，本研究也建議在實務上，企業可以藉由建立良好的社會企業責任文化及制度來提升員工的工作意義感及活力，並運用教育訓練讓員工認同其重要性或建立有挑戰性及具有樂趣的社會企業責任活動，提高自主性，以強化對員工的正向影響。最後，本研究也針對自身限制及未來研究方向提出討論，期望能作為未來相關研究的礎石。
As time and environment change, the growing scope of organizations has urged them to think beyond the benefits of themselves and their stakeholders; therefore, corporate social responsibility, CSR, has become a paramount issue in organizational behavior studies for the past three decades. However, past CSR researchers have overly emphasized its impact on an organization’s competitiveness, overlooking the impacts of employee participation and their heterogeneity. Thus, based on self-determination theory, the present study investigated the influence of the interaction between employees’ CSR participation and autonomy. Our research maintained that such interaction could increase employee’s vitality via the mediation of work meaningfulness. The study is conducted with two-staged questionnaires collected from 266 employees at enterprises in Taiwan. The collected data supported the following three results. First, the interaction between employees’ participation with CSR and autonomy impacted work meaningfulness positively. Second, work meaningfulness positively impacted vitality. Third, the interaction between employees’ participation with CSR and autonomy positively impacted vitality via the mediation of work meaningfulness, demonstrating a full mediated-moderation model. The discovered mediated-moderation model serves as a cornerstone for future researchers to develop CSR studies and to enhance understandings of self-determination frameworks. In practice, our research suggested that firms should establish favorable CSR cultures and systems to increase work meaningfulness and vitality of employees. Meanwhile, they can utilize training to let employees identify CSR or create challenging and enjoyable CSR activities to increase autonomy for strengthening CSR’s positive effect on employees. Finally, the study discussed its limit and provided implications for future research directions. |
| Reference: | 王叢桂(1998)。三個世代大學畢業工作者的價值觀。見鄭伯壎等主編，海峽兩岸之企業倫理與工作價值(頁 206-263)。台北:遠流。
葉麗琴、葉麗珠（2012）。自我決定理論在健身運動領域之驗證。大專體育學刊，14(2)，188-196。
Agle, B. R., Mitchell, R. K., & Sonnenfeld, J. A. (1999). Who matters to Ceos? An investigation of stakeholder attributes and salience, corpate performance, and Ceo values. Academy of Management Journal, 42(5), 507-525.
Aguinis, H., & Glavas, A. (2019). On corporate social responsibility, sensemaking, and the search for meaningfulness through work. Journal of Management, 45(3), 1057-1086.
Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Sage.
Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K., & McKee, M. C. (2007). Transformational leadership and psychological well-being: The mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193-203.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social psychology, 51(6), 1173
Bauman, C. W., & Skitka, L. J. (2012). Corporate social responsibility as a source of employee satisfaction. Research in Organizational Behavior, 32, 63-86.
Baumeister, R. F., & Vohs, K. D. (2002). The pursuit of meaningfulness in life. Handbook of positive psychology, 1, 608-618.
Bowen, H. R. (1953). Social responsibilities of the businessman. New York: Harper & Row.
Bowman, E. H., & Haire, M. (1975). A strategic posture toward corporate social responsibility. California management review, 18(2), 49-58.
Brammer, S., & Millington, A. (2005). Corporate reputation and philanthropy: An empirical analysis. Journal of business ethics, 61(1), 29-44.
Brammer, S. J., & Pavelin, S. (2006). Corporate reputation and social performance: The importance of fit. Journal of management studies, 43(3), 435-455.
Brief, A. P., & Nord, W. R. (1990). Work and meaning: Definitions and interpretations.
Buchholz, R.A. (1995). Business environment and public policy: Implications for management. Prentice Hall.
Cardador, M. T., Pratt, M. G., & Dane, E. I. (2006). Do callings matter in medicine?: The influence of callings versus careers on domain specific work outcomes. Paper presented at the Positive Organizational Scholarship Conference.
Cardador, M. T., Dane, E., & Pratt, M. G. (2011). Linking calling orientations to organizational attachment via organizational instrumentality. Journal of Vocational Behavior, 79(2), 367-378.
Carmeli, A., Ben-Hador, B., Waldman, D., & Rupp, D. E. (2009). How leaders cultivate social capital and nurture employee vigor: Implications for job Performance. Journal of Applied Psychology, 94(6), 1553-1561.
Carmeli, A., Gilat, G., & Waldman, D. A. (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44(6), 972-992.
Carroll, A. B. (1991). The pyramid of corporate social responsibility: Toward the moral management of organizational stakeholders. Business Horizons, 34(4), 39-48.
Chirkov, V., Ryan, R., Kim, Y., & Kaplan, U. (2003). Differentiating autonomy from individualism and independence: A self-determination theory perspective on internalization of cultural orientations and well-being. Journal of Personality and Social Psychology, 84(1), 97-110.
Christianson, M., Spreitzer, G., Sutcliffe, K., & Grant, A. (2005). An empirical examination of thriving at work. In National Acad. Management Meeting.
Cox, A., & Williams, L. (2008). The roles of perceived teacher support, motivational climate, and psychological need satisfaction in students’ physical education motivation. Journal of Sport and Exercise Psychology, 30(2), 222-239.
Davis, K. (1973). The case for and against business assumption of social responsibilities. Academy of Management Journal, 16: 312-322.
Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determinationin human behavior. New York: Plenum.
Deci, E. L., & Ryan, R. M. (2002). Overview of self-determination theory: An organismic dialectical perspective. Handbook of self-determination research, 3-33.
Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health. Canadian psychology/Psychologie canadienne, 49(3), 182-185.
Drumwright, M. E. (1996). Company advertising with a social dimension: The role of noneconomic criteria. Journal of Marketing, 60(4), 71-87.
El Akremi, A., Gond, J. P., Swaen, V., De Roeck, K., & Igalens, J. (2018). How do employees perceive corporate responsibility? Development and validation of a multidimensional corporate stakeholder responsibility scale. Journal of Management, 44(2), 619-657.
Fombrun, C., & Shanley, M. (1990). What`s in a name? Reputation building and corporate strategy. Academy of Management Journal, 33(2), 233-258.
Frese, M., Krauss, S. I., Keith, N., Escher, S., Grabarkiewicz, R., Luneng, S. T., et al. (2007). Business owners` action planning and its relationship to business success in three African countries. Journal of Applied Psychology, 92(6), 1481-1498.
Gandal, N., Roccas, S., Sagiv, L., & Wrzesniewski, A. (2005). Personal value priorities of economists. Human Relations, 58(10), 1227-1252.
Germeys, L., Griep, Y., & De Gieter, S. (2019). Citizenship pressure as a predictor of daily enactment of autonomous and controlled organizational citizenship behavior: Differential spillover effects on the home domain. Frontiers in psychology, 10, 395.
Ghadi, M., Fernando, M., & Caputi, P. (2010). Transformational leadership, workplace engagement and the mediating influence of meaningful work: Building a conceptual framework. Australian New Zealand Academy of Management Annual Conference, 24, 1-15..
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.
Grant, A. M., Campbell, E. M., Chen, G., Cottone, K., Lapedis, D., & Lee, K. (2007). Impact and the art of motivation maintenance: The effects of contact with beneficiaries on persistence behavior. Organizational Behavior and Human Decision Processes, 103, 53–67.
Grant, A. M., Nurmohamed, S., Ashford, S. J., & Dekas, K. (2011). The performance implications of ambivalent initiative: The interplay of autonomous and controlled motivations. Organizational Behavior and Human Decision Processes, 116(2), 241-251.
Greening, D. W., & Turban, D. B. (2000). Corporate social performance as a competitive advantage in attracting a quality workforce. Business & Society, 39(3), 254-280.
Grolnick, W. S., & Ryan, R. M. (1989). Parent Styles Associated With Children`s Self-Regulation and Competence in School. Journal of Educational Psychology, 81(2), 143-154.
Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
Handelman, J. M., & Arnold, S. J. (1999). The role of marketing actions with a social dimension: Appeals to the institutional environment. Journal of marketing, 63(3), 33-48.
Hulin, C. L. (2014). Work and being: The meanings of work in contemporary society. In J. K. Ford, J. R. Hollenbeck, & A. M. Ryan (Eds.), The nature of work: Advances in psychological theory, methods, and practice: 9-33. Washington, DC: American Psychological Association.
Hulland, J. (1999). Use of partial least squares (PLS) in strategic management research: A review of four recent studies. Strategic Management Journal, 20(2), 195-204.
Jamali, D., & Mirshak, R. (2007). Corporate social responsibility (CSR): Theory and practice in a developing country context. Journal of Business Ethics, 72(3), 243-262.
Johnson, R. A., & Greening, D. W. (1999). The effects of corporate governance and institutional ownership types on corporate social performance. Academy of Management Journal, 42(5), 564-576.
Jones, D. A. (2010). Does serving the community also serve the company? Using organizational identification and social exchange theories to understand employee responses to a volunteerism programme. Journal of Occupational and Organizational Psychology, 83(4), 857-878.
Kark, R., & Carmeli, A. (2009). Alive and creating: the mediating role of vitality and aliveness in the relationship between psychological safety and creative work involvement. Journal of Organizational Behavior, 30(6), 785-804.
Kemper HGC, Ooijendijk WTM, Stiggelbout M. (2000). Consensus over de Nederlandse Norm voor Gezond Bewegen. Consensus on the Dutch standard for Healthy Exercise. Tijdschr Soc Gezondheidsz 2000; 78: 180-183.
Kim, B. J., Chang, Y. K., & Kim, T. H. (2018). How Does Corporate Social Responsibility Promote Innovation? The Sequential Mediating Mechanism of Employees’ Meaningfulness of Work and Intrinsic Motivation. In Proceedings of the 51st Hawaii International Conference on System Sciences.
Kim, H. R., Lee, M., Lee, H. T., & Kim, N. M. (2010). Corporate social responsibility and employee–company identification. Journal of Business Ethics, 95(4), 557-569.
Kluckhohn, F. R. & Strodtbeck, F. L. (1961). Variations in value orientations. Evanston, IL: Row, Peterson.
Kouvonen, A., Kivimäki, M., Vahtera, J., Oksanen, T., Elovainio, M., Cox, T., et al. (2006). Psychometric evaluation of a short measure of social capital at work. BMC public health, 6(1), 251.
Levesque, C., Copeland, K. J., & Sutcliffe, R. A. (2008). Conscious and nonconscious processes: Implications for self-determination theory. Canadian Psychology/Psychologie Canadienne, 49(3), 218-224.
Lin, C. P., Lyau, N. M., Tsai, Y. H., Chen, W. Y., & Chiu, C. K. (2010). Modeling corporate citizenship and its relationship with organizational citizenship behaviors. Journal of Business Ethics, 95(3), 357-372.
Maignan, I., Ferrell, O. C., & Hult, G. T. M. (1999). Corporate citizenship: Cultural antecedents and business benefits. Journal of the Academy of Marketing Science, 27(4), 455-469.
Maon, F., Lindgreen, A., & Swaen, V. (2008). Thinking of the organization as a system: The role of managerial perceptions in developing a corporate social responsibility strategic agenda. Systems Research and Behavioral Science: The Official Journal of the International Federation for Systems Research, 25(3), 413-426.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37.
McWilliams, A., & Siegel, D. (2001). Corporate social responsibility: A theory of the firm perspective. Academy of Management Review, 26(1), 117-127.
Ménard, J., & Brunet, L. (2011). Authenticity and well-being in the workplace: A mediation model. Journal of Managerial Psychology, 26(4), 331-346.
Moller, A. C., Deci, E. L., & Ryan, R. M. (2006). Choice and ego-depletion: The moderating role of autonomy. Personality and Social Psychology Bulletin, 32(8), 1024-1036.
Moussavi, F., & Evans, D. (1986). An attributional approach to measuring corporate social performance. In Academy of management meetings, San Diego.
Nix, G. A., Ryan, R. M., Manly, J. B., & Deci, E. L. (1999). Revitalization through self-regulation: The effects of autonomous and controlled motivation on happiness and vitality. Journal of Experimental Social Psychology, 35(3), 266-284.
Orlitzky, M., Schmidt, F. L., & Rynes, S. L. (2003). Corporate social and financial performance: A meta-analysis. Organization Studies, 24(3), 403-441.
Penninx, B. W., Guralnik, J. M., Bandeen‐Roche, K., Kasper, J. D., Simonsick, E. M., Ferrucci, L., & Fried, L. P. (2000). The protective effect of emotional vitality on adverse health outcomes in disabled older women. Journal of the American Geriatrics Society, 48(11), 1359-1366.
Pettijohn, C., Pettijohn, L., & Taylor, A. J. (2008). Salesperson perceptions of ethical behaviors: Their influence on job satisfaction and turnover intentions. Journal of Business Ethics, 78(4), 547-557.
Pierce, J. L., Gardner, D. G., Cummings, L. L., & Dunham, R. B. (1989). Organization-based self-esteem: Construct definition, measurement, and validation. Academy of Management journal, 32(3), 622-648.
Pinkston, T. S., & Carroll, A. B. (1996). A retrospective examination of CSR orientations: have they changed?. Journal of Business Ethics, 15(2), 199-206.
Podsakoff, P. M., MacKenzie, S. B., & Lee, J. Y. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Pratt, M. G., & Ashforth, B. E. (2003). Fostering meaningfulness in working and at work. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.),Positive organizational scholarship (pp. 309–327). San Francisco: Berrett-Koehler Publishers, Inc.
Rodrigo, P., & Arenas, D. (2008). Do employees care about CSR programs? A typology of employees according to their attitudes. Journal of Business Ethics, 83(2), 265-283.
Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91-127.
Rosso, B. D. (2010). Do we really get what we give? Exploring the relationship between prosocial behavior and meaningfulness at work. Unpublished manuscript, University of Michigan.
Rupp, D. E., Shao, R., Skarlicki, D. P., Paddock, E. L., Kim, T. Y., & Nadisic, T. (2018). Corporate social responsibility and employee engagement: The moderating role of CSR‐specific relative autonomy and individualism. Journal of Organizational Behavior, 39(5), 559-579.
Ryan, R. M., & Bernstein, J. H. (2004). Vitality. Character strengths and virtues: A handbook and classification, 273-290.
Ryan, R. M., & Connell, J. P. (1989). Perceived locus of causality and internalization: Examining reasons for acting in two domains. Journal of Personality and Social Psychology, 57(5), 749-761.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.
Ryan, R. M., & Deci, E. L. (2008). A self-determination theory approach to psychotherapy: The motivational basis for effective change. Canadian Psychology/Psychologie Canadienne, 49(3), 186.
Ryan, R. M., & Frederick, C. (1997). On energy, personality, and health: Subjective vitality as a dynamic reflection of well‐being. Journal of Personality, 65(3), 529-565.
Ryan, R. M., Huta, V., & Deci, E. L. (2008). Living well: A self-determination theory perspective on eudaimonia. Journal of Happiness Studies, 9(1), 139-170.
Ryan, R. M., Kuhl, J., & Deci, E. L. (1997). Nature and autonomy: An organizational view of social and neurobiological aspects of self-regulation in behavior and development. Development and Psychopathology, 9(4), 701-728.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54(4), 845-874.
Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology. American Psychologist, 55, 5–14.
Slack, R. E., Corlett, S., & Morris, R. (2015). Exploring employee engagement with (corporate) social responsibility: A social exchange perspective on organisational participation. Journal of Business Ethics, 127(3), 537-548.
Spiller, R. (2000). Ethical business and investment: A model for business and society. Journal of Business Ethics, 27(1-2), 149-160.
Spreitzer, G., Sutcliffe, K., Dutton, J., Sonenshein, S., & Grant, A. M. (2005). A socially embedded model of thriving at work. Organization science, 16(5), 537-549.
Staw, B. M. (1975). Attribution of the “causes” of performance: A general alternative interpretation of cross-sectional research on organizations. Organizational Behavior and Human Performance, 13(3), 414-432.
Steger, M. F., Dik, B. J., & Shim, Y. (2012). Assessing meaning and satisfaction at work. The Oxford handbook of positive psychology assessment, 2.
Supanti, D., Butcher, K., & Fredline, L. (2014). Understanding managers` engagement with corporate social responsibility (CSR) in the Thai hotel sector. In Proceedings of the International Association for Business and Society (Vol. 25, pp. 91-96).
Truong, Y., & McColl, R. (2011). Intrinsic motivations, self-esteem, and luxury goods consumption. Journal of Retailing and Consumer Services, 18(6), 555-561.
Turban, D. B., & Greening, D. W. (1997). Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal, 40(3), 658-672.
Van Assema, P., Brug, J., Ronda, G., Steenhuis, I., & Oenema, A. (2002). A short dutch questionnaire to measure fruit and vegetable intake: relative validity among adults and adolescents. Nutrition and Health, 16(2), 85-106.
Verschoor, C. C. (1998). A study of the link between a corporation`s financial performance and its commitment to ethics. Journal of Business Ethics, 17(13), 1509-1516.
Vinarski-Peretz, H., Binyamin, G., & Carmeli, A. (2011). Subjective relational experiences and employee innovative behaviors in the workplace. Journal of Vocational Behavior, 78(2), 290-304.
Vlachos, P. A., Panagopoulos, N. G., & Rapp, A. A. (2014). Employee judgments of and behaviors toward corporate social responsibility: A multi‐study investigation of direct, cascading, and moderating effects. Journal of Organizational Behavior, 35(7), 990-1017.
Waddock, S. A., & Graves, S. B. (1997). The corporate social performance–financial performance link. Strategic Management Journal, 18(4), 303-319.
Waldman, D. A., Siegel, D. S., & Javidan, M. (2006). Components of CEO transformational leadership and corporate social responsibility. Journal of Management Studies, 43(8), 1703-1725.
Williams, G., Grow, V., Freedman, Z., Ryan, R., & Deci, E. (1996). Motivational Predictors of Weight Loss and Weight-Loss Maintenance. Journal of Personality and Social Psychology, 70(1), 115-126.
Wilson, P. M., Mack, D. E., & Grattan, K. P. (2008). Understanding motivation for exercise: A self-determination theory perspective. Canadian Psychology, 49(3), 250-256.
Wrzesniewski, A., Dutton, J. E., & Debebe, G. (2003). Interpersonal sensemaking and the meaning of work. Research in organizational behavior, 25, 93-135.
Yoon, Y., Gürhan‐Canli, Z., & Schwarz, N. (2006). The effect of corporate social responsibility (CSR) activities on companies with bad reputations. Journal of Consumer Psychology, 16(4), 377-390.
Zairi, M., & Peters, J. (2002). The impact of social responsibility on business performance. Managerial Auditing Journal, 17(4), 174-178. |
| Description: | 碩士
國立政治大學
心理學系
107752001 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0107752001 |
| Data Type: | thesis |
| DOI: | 10.6814/NCCU202001069 |
| Appears in Collections: | [心理學系] 學位論文
|
Files in This Item:
| File |
Description |
Size | Format | |
|---|
| 200101.pdf | | 2384Kb | Adobe PDF2 | 133 | View/Open |
|
All items in 政大典藏 are protected by copyright, with all rights reserved.
|
