本研究希望能了解內、外部企業社會責任行為對員工心理或是的影響 本研究希望能了解內、外部企業社會責任行為對員工心理或是的影響 本研究希望能了解內、外部企業社會責任行為對員工心理或是的影響 (如： 組織承諾 )，並進一步探討「個人與組織契合度 ，並進一步探討「個人與組織契合度 ，並進一步探討「個人與組織契合度 (Person-Orgaization Fit,P-O fit)」是否 」是否 在「內部 或外企業社會責任 (Corporate Social Responsibility,CSR) 」與「組織承諾 (Organizational Commitment,OC) 」間產生中介作用。 本研究主要探 討對象為 討對象為 台灣 的一般 在職 員工， 以電子問卷 或紙本問卷 的方式 同步 進行 。本次 共收回 126組問 卷， 除去錯漏、缺失 、缺失 及無法配比 的樣本後， 樣本後， 得到 有效 的樣本 104組，有效樣本回收 ，有效樣本回收 率為 82.5％。 獲得的 資料透過統計軟體 SPSS (第 21版)進行信度分析、 回歸進行信度分析、 回歸進行信度分析、 回歸進行信度分析、 回歸相關分析及描述性統計。 以及用 AMOS (第 25版)進行了驗證性因素分析後 ， 研究結果發現 ：一、 CSR和 P-O fit呈現正相關 ；二、 CSR與組織承諾呈現正相關 ； 三、 P-O fit與組織承諾呈現正相關；四、 P-O fit對 CSR與組織承諾間具有中介效 果。 最後，針對研究的結果提出了應論與建議 最後，針對研究的結果提出了應論與建議 最後，針對研究的結果提出了應論與建議 ，供給後續研究者 做為參考 。 並期 望能藉此提供 管理者 在推動 CSR相關工作 時，可據 以做為 決策依據 。

This research hopes to understand the impact of internal and external corporate social responsibility behaviors on employee psychology or behavior (such as organizational commitment), and further explore whether "Person-Orgaization Fit (P-O fit)" is in "internal or external corporate social responsibility (Corporate Social Responsibility, CSR)" and "Organizational Commitment (Organizational Commitment, OC)" produce an intermediary role. This research mainly focuses on general employees in Taiwan, using electronic questionnaires or paper questionnaires simultaneously. A total of 126 groups of questionnaires were collected this time, and after removing errors, omissions, missing and unmatched samples, 104 groups of valid samples were obtained, and the effective sample recovery rate was 82.5%. Reliability analysis, regression analysis, correlation analysis and descriptive statistical analysis are performed on the data obtained through statistical software SPSS (21st edition). And after confirming factor analysis with AMOS (25th edition), the research results found: 1.CSR and P-O fit are positively correlated; 2.CSR and organizational commitment are positively correlated; 3.P-Ofit and organizational commitment are positively correlated; 4.P-O fit has an intermediary effect between CSR and organizational commitment. Finally, corresponding conclusions and suggestions are put forward based on the results of the research, which are provided for follow-up researchers as reference. It is expected to provide managers with a basis for decision-making when promoting CSR-related work.

目　錄
論文審定書 i
謝　誌 ii
摘　要 iii
Abstract iv
目　錄 v
圖　次 vii
表　次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 企業社會責任 4
第二節 個人與組織契合度 7
第三節 組織承諾 9
第三章 研究方法 13
第一節 研究架構 13
第二節 研究假設 14
第三節 研究樣本 15
第四節 「共同方法變異(CMV)」之檢測與說明 20
第五節 控制變項 21
第六節 研究工具 21
第七節 研究工具摘要整理 26
第八節 資料處理分析 27
第四章 研究結果 28-
第一節 研究變項之現況 28
第二節 變項與個人資料等控制變項的相關分析 29
第三節 CSR、P-O FIT、組織承諾的迴歸分析 31
第四節 模型穩定度測試 36
第五節 假說檢驗彙總 37
第五章 結論與建議 38
第一節 研究發現與討論 38
第二節 管理實務意涵 39
第三節 研究限制與未來建議 39
參考文獻 41
附錄-問卷A_主管填寫 附錄-1
附錄-問卷B_員工填寫 附錄-5
圖　次
圖1-1研究流程圖 3
圖3-1研究架構 13
表　次
表3-3-1 樣本基本資料分布情形 18
表3-3-2 公司資料分布情形 19
表3-3-3 產業別分布情形 19
表3-4-1 驗證性因素分析標準 22
表3-4-2內部CSR的指標檢驗： 23
表3-4-3外部CSR的指標檢驗： 24
表3-4-4 P-O fit量表的指標檢驗： 24
表3-4-5 組織承諾量表的指標檢驗： 25
表3-4-1量表信效度檢驗 26
表4-1-1本次受試者現況整理描述統計量 29
表4-2-1控制變項與主要變項之間的相關性分析 30
表4-3-1表4-3-2與4-3-3模型內容整理 33
表4-3-2主管&員工內外部CSR對於P-O fit的迴歸分析 34
表4-3-3內外部CSR和P-O fit對於組織承諾的迴歸分析 35
表4-4-1假說檢定結果彙總 37

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