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| Title: | 企業綠色人力資源管理與知覺ESG永續績效之關聯性研究
A Study on the Relationship Between Corporate Green Human Resource Management and Perceived ESG Sustainability Performance |
| Authors: | 柳杰希
Liu, Jie-Hsi |
| Contributors: | 韓志翔
羅明琇
Han, Tzu-Shian
Lo, Ming-Shiow
柳杰希
Liu, Jie-Hsi |
| Keywords: | 永續發展
綠色人力資源管理
綠色人力資源管理實務
ESG績效
中介效應
調節效應
組織變⾰
Sustainable Development
Green Human Resource Management
Green Human Resource Management Practices
ESG Performance
Change Readiness of the Organization
Green Human Resource Management Implementation
Mediating Effect
Moderating Effect
Organizational Change |
| Date: | 2025 |
| Issue Date: | 2025-09-01 15:11:25 (UTC+8) |
| Abstract: | 隨企業對永續發展 (Sustainable Development) 的重視日漸提升，GHRM (Green Human Resource Management, GHRM) 作為促進企業內部綠色文化與環境友善行為的重要機制，逐漸受到關注。這篇論文旨在了解企業目前的「綠色人力資源實務 (GHRM Practices)（以下簡稱GHRM實務）」的實際實施情況以及與ESG績效 (ESG Performance) 之間的關聯性。本研究利用問卷調查蒐集數據，並運用統計分析方法檢驗企業的GHRM實務 (GHRM Practices) 在提升 ESG 績效上的成效；此外，也探討「員工對變革的準備度 (Change Readiness of the Organization, CRO) 」 與「GHRM 政策實際實施情況 (Green Human Resource Management Implementation, GHRMI) 」所帶來的影響。期望此篇研究的結果能為學術界提供新的實證支持，並為企業推動永續發展 (Sustainable Development) 策略時提供實務進行時的參考。
結果顯示，GHRM 實務各構面之間存在顯著的正向相關性，表明企業應採取系統化策略，並非單獨採取單一 GHRM 政策。此外，GHRM 實務對 CRO 、ESG績效和 GHRMI 也有顯著正向影響，但 CRO 與 GHRMI 在 GHRM 與 ESG 績效之間的中介與調節作用並不顯著。研究提醒，未來企業應要全面性地去推行各項 GHRM 實務，而非只單獨推行特定種類的GHRM實務，並加強GHRM實務的系統化，以及與 ESG 績效相關連接的策略。
As enterprises place increasing emphasis on sustainable development, Green Human Resource Management (GHRM) has gained attention as a crucial mechanism for fostering an internal green culture and promoting environmentally friendly behaviors. This study aims to understand the current implementation of Green Human Resource Management Practices (GHRM Practices) in enterprises and explore their relationship with ESG performance (Environmental, Social, and Governance Performance). This study uses a survey-based data collection method and statistical analysis to examine the effectiveness of GHRM Practices in enhancing ESG performance. Additionally, it investigates the mediating effect and moderating of "Change Readiness of the Organization (CRO)" and "Green Human Resource Management Implementation (GHRMI)" in the relationship between GHRM Practices and ESG performance. This research aspires to provide new empirical evidence for academia and offer practical insights for enterprises in formulating sustainability strategies.
The results indicate significant positive correlations among various GHRM Practices dimensions. For instance, Green Recruitment and Green Performance Management exhibit a strong positive correlation, suggesting that enterprises should adopt a systematic approach rather than implementing isolated GHRM policies. Moreover, GHRM Practices positively impact both CRO and GHRMI. However, the mediating and moderating effects of CRO and GHRMI between GHRM Practices and ESG performance are not statistically significant. The study highlights the importance of a comprehensive and integrated approach to implementing GHRM Practices rather than adopting them selectively. It also emphasizes the necessity of aligning GHRM Practices with ESG performance-related strategies to maximize their impact. |
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台灣經濟新報，2022。上市（櫃）員工學歷構成。https://www.tejwin.com/databank-solution/taiwan/。搜尋日期：2024 年 7 月 10 日。 |
| Description: | 碩士
國立政治大學
企業管理研究所(MBA學位學程)
111363098 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0111363098 |
| Data Type: | thesis |
| Appears in Collections: | [企業管理研究所（MBA學位學程）] 學位論文
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