企业对员工的社会责任与员工敬业度的关系研究

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浙江财经学院硕士学位论文

摘要

自20世纪90年代企业社会责任理论正式引入我国以来，无论是理论还是实践

都获得了一定的发展，但对比于国外一个多世纪的研究历史，它在我国仍然属于

比较年轻的领域，还存在广阔的空间需要进一步的探索，对员工的社会责任就是

一个值得探索的领域。

过去无论是社会责任理论还是实践都偏向于企业外部的利益相关者，忽视了

企业对内部员工应该承担的社会责任。而事实表明企业对员工承担社会责任会正

面引导员工的态度与行为，有利于企业的长远发展。本文在文献阅读的基础上，

以员工为研究对象，探索企业对员工的社会责任与员工敬业度之间的关系。同时

本文以员工的心理感知为切入点，引入组织支持感为中介变量，探索企业对员工

的社会责任对员工敬业度的内在影响，并检验组织支持感的中介效用。

本文梳理了国内外关于企业对员工的社会责任、组织支持感、员工敬业度这

三方面的研究文献，界定了这三个变量的评价体系：企业对员工的社会责任分为

薪酬福利责任、工作环境责任、培训发展责任；组织支持感分为工作支持、价值

认同、利益关心；员工敬业度分为工作敬业、组织敬业。在此基础上，构建企业

对员工的社会责任、组织支持感、员工敬业度这三者之间的研究模型，提出研究

假设，并根据实证分析结果结合我国现状，提出相应的对策建议。

通过SPSS11.5软件对从浙江省上市公司收集到的225份调查问卷进行数据统

计和分析，得到以下结论：

1.企业对员工的社会责任与组织支持感显著相关，除培训发展责任对价值认

同无正向预测作用外，企业对员工的其他社会责任对组织支持感都存在正向预测

作用；

2.企业对员工的社会责任与员工敬业度显著相关，薪酬福利责任、工作环境

责任、培训发展责任都能够正向预测员工的工作敬业和组织敬业；

3.组织支持感与员工敬业度显著相关，工作支持、价值认同、利益关心都能

够正向预测员工的工作敬业和组织敬业；

4.企业对员工的社会责任通过组织支持感作用于员工的工作敬业,除了价值

认同在培训发展与工作敬业之间的中介作用未获得证实，工作支持、价值认同、

利益关心在企业对员工的社会责任各维度与工作敬业之间充当中介；

5.企业对员工的社会责任通过组织支持感作用于员工的组织敬业，除了价值

认同在培训发展与组织敬业之间的中介作用未获得证实，工作支持、价值认同、

浙江财经学院硕士学位论文

利益关心在企业对员工的社会责任各维度与组织敬业之间充当中介。

本文以组织支持感为中介变量，研究了企业对员工的社会责任与员工敬业度

之间的关系，不仅丰富了这三者的研究，还从实践角度为企业提高员工敬业度提

出了管理建议，这是社会责任理论研究和员工敬业度理论研究的一次新探索。

关键词：员工；社会责任；组织支持感；敬业度；上市公司

浙江财经学院硕士学位论文

III

ABSTRACT

The theory and practice of Corporate Social Responsibility (CSR) has been a

certain development in China since it was introduced in1990s. But CSR research has

been carried out for more than one hundred years in foreign countries. So the CSR in

China is still a younger field which has a vast space for all of us to take a further explore.

The employee social responsibility is probably the most worthwhile.

Previous researches and practice on CSR, which are in favor of external

stakeholders, always ignore the internal stakeholders-employee of a company. In fact,

the employee social responsibility can lead to employee’s positive attitude and behavior

which are beneficial to the long-term development of the enterprise. In the review of the

literature, this paper choose employee as the research object and try to find out the

relationship between the employee social responsibility and employee engagement.

Besides, the perceived organizational support is been taken as an intermediary variable

to explore the intrinsic mechanism of employee social responsibility on from

employee’s psychological perception.

By combing the three aspects of literature from employee social responsibility,

perceived organizational support, employee engagement, the paper designs the

evaluation system of those three variables. The employee social responsibility is divided

into salaries and benefits responsibility, work environment responsibility, training and

development responsibility. The perceived organizational support is divided into

working support, identifying value and caring about well-being. The employee

engagement is divided into job engagement and organization engagement. Then this

study constructs the research model and proposes the hypothesis basing on the results

got in the former charters.

Through the support of SPSS11.5 software, the paper counts and analyzes the 225

pieces of questionnaires from the listed companies in Zhejiang province. This research’s

main conclusion is as follows:

1. There is a significant positive correlation between employee social responsibility

and perceived organizational support. In addition to training and development

responsibility can’t forecast the identifying value, the rest of the employee social

responsibility are positive and significant predictors of perceived organizational

support;

浙江财经学院硕士学位论文

2. There is a significant positive correlation between employee social responsibility

and employee engagement. The salaries and benefits responsibility, work environment

responsibility, training and development responsibility are positive and significant

predictors of work engagement and organization engagement;

3. There is a significant positive correlation between perceived organizational

support and employee engagement. The working support, identifying value and caring

about well-being are positive and significant predictors of job engagement and

organization engagement;

4. In addition to identifying value doesn’t have the intermediary role between

training and development responsibility and job engagement, working support,

identifying value and caring about well-being all have the intermediary role between

employee social responsibility and job engagement;

5. In addition to identifying value doesn’t have the intermediary role between

training and development responsibility and organization engagement, working support,

identifying value and caring about well-being all have the intermediary role between

employee social responsibility and organization engagement.

The paper chooses perceived organizational support as mediating variables. In

consideration of the theory of employee social responsibility, this research started from

the promotion of employee engagement and finally verified the model. Not only does

the paper support advices to the companies, but also make an exploration for the study

of employee social responsibility and employee engagement.

Keywords: Employee; Corporate Social Responsibility; Perceived Organizational

Support; Employee Engagement; Listed Company

浙江财经学院硕士学位论文

第一章绪论 ................................................................................................................. I

第一节研究背景 ................................................................................................... 1

第二节问题的提出 ............................................................................................... 2

第三节研究意义 ................................................................................................... 3

第四节研究内容和研究方法 ............................................................................... 4

第五节研究思路和可能的创新点 ....................................................................... 5

第二章文献综述 .......................................................................................................... 7

第一节企业对员工的社会责任相关研究回顾 ................................................... 7

第二节组织支持感相关研究回顾 ..................................................................... 14

第三节敬业度相关研究回顾 ............................................................................. 16

第四节企业对员工社会责任、组织支持感、员工敬业度研究回顾 ............. 21

第三章研究设计 ........................................................................................................ 24

第一节模型设计 ................................................................................................. 24

第二节问卷的设计以及量表的选择 ................................................................. 27

第四章数据的初步分析 ............................................................................................ 31

第一节数据的效度和信度分析 ......................................................................... 31

第二节描述性统计分析 ..................................................................................... 34

第三节相关分析 ................................................................................................. 36

第四节样本的描述性统计分析 ......................................................................... 37

第五节企业性质和人口统计特征对变量的影响 ............................................. 39

第五章变量关系的回归分析 .................................................................................... 43

第一节多元回归分析的基本条件 ..................................................................... 43

第二节变量之间的回归分析 ............................................................................. 43

第三节中介变量的验证 ..................................................................................... 48

第四节假设验证总结 ......................................................................................... 50

第六章研究总结与启示 ............................................................................................ 52

第一节研究总结 ................................................................................................. 52

第二节管理建议 ................................................................................................. 54

第三节研究不足与展望 ..................................................................................... 58

参考文献 ........................................................................................................................ 59

浙江财经学院硕士学位论文

附录 .............................................................................................................................. 65

附录一调查问卷 ................................................................................................. 65

附录二整体数据的描述性统计分析和正态分布 ............................................. 68

附录三硕士在读期间参加的科研项目及发表的学术论文 ............................. 71

致谢 .............................................................................................................................. 72

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摘要：

浙江财经学院硕士学位论文I摘要自20世纪90年代企业社会责任理论正式引入我国以来，无论是理论还是实践都获得了一定的发展，但对比于国外一个多世纪的研究历史，它在我国仍然属于比较年轻的领域，还存在广阔的空间需要进一步的探索，对员工的社会责任就是一个值得探索的领域。过去无论是社会责任理论还是实践都偏向于企业外部的利益相关者，忽视了企业对内部员工应该承担的社会责任。而事实表明企业对员工承担社会责任会正面引导员工的态度与行为，有利于企业的长远发展。本文在文献阅读的基础上，以员工为研究对象，探索企业对员工的社会责任与员工敬业度之间的关系。同时本文以员工的心理感知为切入点，引入组织支持感为中介变量，探索企业...

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