企业对员工的社会责任与员工组织承诺的关系研究

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浙江财经学院硕士学位论文

摘要

全球社会责任运动的兴起，SA8000标准的出台，新《劳动合同法》的颁布实

施，这些都向企业预示承担社会责任已经不再是可做可不做的公益活动，而是关

系到企业兴亡的迫切问题，这同时也给管理科学的研究提出了亟待解决的命题。

以往关于企业社会责任的研究，一般都是探讨企业的“大社会责任”，包括

对股东、消费者、员工等利益相关者的社会责任，很少选取企业的某一个利益相

关者进行深入研究，尤其是关于企业对内部员工承担社会责任的研究，这部分也

是与人力资源管理研究相交叉的领域。如果企业对员工履行社会责任，那么员工

是否会对企业做出反馈？假如有，又是什么反馈，这些反馈是否是企业所关心的？

在阅读相关文献的基础上，本文尝试从组织承诺的角度来回答上述问题。在

研究社会责任和组织承诺文献的基础上，分别对社会责任、组织承诺以及二者间

的关系进行脉络梳理。其中，社会责任部分重点对定义、履行效果、测量方法、

企业对员工社会责任的评价指标和企业特征对履行社会责任的影响进行归纳，组

织承诺部分主要对定义、维度、理论模型、测量方法和个人特质对组织承诺的影

响进行总结。所谓企业对员工的社会责任主要包括薪酬福利责任、工作环境责任

和培训发展责任三个维度，而员工组织承诺主要参考凌文辁等人的研究。

通过问卷调查的方法，以杭州制造业员工为问卷发放对象，获得有效问卷309

份。在此基础上，运用Cronbach’s α系数对问卷的信度进行检验，运用因子分析对

问卷的效度进行分析。在确保信度和效度的基础上，结合独立样本T检验和单因素

方差分析的方法，验证企业特征对企业履行社会责任状况的影响和个体特质对组

织承诺的影响，运用相关分析和回归分析对企业对员工的社会责任和组织承诺之

间的关系进行研究。

本文根据研究假设，通过上述数据分析方法，主要得出以下结论：

（1）企业承担对员工的社会责任不会因为企业规模、性质的不同而有显著的

差异；

（2）企业对员工的社会责任的各维度：薪酬福利责任、工作环境责任、培训

发展责任，与员工组织承诺的各维度：感情承诺、规范承诺、理想承诺、经济承

诺、机会承诺，存在显著的正相关关系；

（3）除了薪酬福利责任对规范承诺没有正向预测作用，工作环境责任对机会

承诺没有正向的预测作用外，企业对员工的社会责任与员工的组织承诺都存在正

向的预测作用，而其中企业对员工的培训发展责任对员工的组织承诺的预测作用

最为显著；

浙江财经学院硕士学位论文

（4）员工的组织承诺水平因为个人特征的不同而有显著差异。

另外，本文根据企业对员工社会责任的表现不同，运用聚类分析的方法，将

样本分成三类：企业对员工的高社会责任表现类、企业对员工的中社会责任表现

类、企业对员工的低社会责任表现类。在此基础上，各类分别运用回归分析的方

法，得出回归方程。通过对比这些回归方程，总结出不同类型的企业对员工社会

责任与员工组织承诺的具体关系，从而有针对性地提出对策建议。

本文的研究，主要是将社会责任的思想运用到人力资源管理实践中，分析企

业对员工的薪酬福利责任、工作环境责任、培训发展责任与员工组织承诺的关系，

这是丰富企业社会责任研究，扩展组织承诺理论的一次积极有益的探索。

关键词：社会责任；组织承诺；利益相关者；员工

浙江财经学院硕士学位论文

III

ABSTRACT

The rise of global social responsibility movement, the born of the SA8000

Standard and the introduction of the new "Labor Contract Law", corporate social

responsibility has attracted lots of attention and we have called for companies to fulfill

their social responsibility. So it is not only an urgent business problem, but also a

proposition need to be solved by the management of scientific research.

Previous researches on corporate social responsibility, which includes many

shareholders of a company. However, in this essay, we only select employee as the

stakeholder. And this part is also associated with human resource management

researches. In the paper, we wonder if the enterprise to fulfill their social responsibility

to employee, whether employee would make the feedback to it? If so, then what is kind

of feedback and whether it is a business concern?

In the review of the literature, this paper finds out the organization commitment

can answer these questions. In the study of social responsibility and organizational

commitment, we summarize the context of social responsibility, organizational

commitment and the relationship between them. Among them, the literature of social

responsibility includes some key definitions, performance, measurement, the evaluation

index of corporate social responsibility to employee and the impact of company

characteristics to social responsibility. And the literature of organizational commitment

includes some definitions, dimensions, theoretical models, measurement methods and

the impact of personal qualities to organizational commitment. The corporate social

responsibility to employee includes salaries and benefits responsibility, work

environment responsibility and training and development responsibility. Then we

reference Ling Wen Quan et al (2001) to study the organizational commitment.

By means of questionnaire survey, we obtain 309 pieces of questionnaires from

employees in Hangzhou manufacture industry. Then we adopt Cronbach's α coefficient

to analyze the reliability of the questionnaire and use CFA and EFA to analyze the

validity. Then we adopt Independent-Sample T test and ANOVA to further research the

characteristics of corporate affect corporate social responsibility to employee and

demographic characteristics influence organizational commitment. Then we test the

relationship between corporate social responsibility to employee and organizations

浙江财经学院硕士学位论文

based on correlate analyze and regression analyze.

The empirical results supported most of our hypothesis. The main conclusions are

showed as follows:

(1) Firm size and nature don’t affect corporate social responsibility commitment to

employee significantly;

(2) Corporate social responsibility to employee is consisted of salaries and benefits

responsibility, work environment responsibility and training and development

responsibility. And organization commitment includes affective commitment, normative

commitment, ideal commitment, financial commitment and chance commitment. There

is a significant positive correlation between corporate social responsibility to employee

and organizational commitment;

(3) In addition to salaries and benefits responsibility don’t affect the normative

commitment and work environment responsibility don’t affect the opportunity

commitment, the rest of the corporate social responsibility to employee are positive and

significant predictors of organizational commitment. And training and development

responsibility has the greatest explanation capacity on organizational commitment;

(4) The impact of demographic characteristics on organizational commitment is

significant.

In addition, we use of cluster analyze based on the performance of corporate social

responsibility to employee. And the sample is divided into three categories: high

performance class, average performance class and low performance class. Then

regression analyze is used in every class. By comparing regression equations, we sum

up the specific relationship between corporate social responsibility to employee and

organizational commitment, thus making targeted recommendations.

The main idea of this study is the theory of corporate social responsibility could be

applied to the human resource management practices. And we analyze the relationship

between the corporate social responsibility to employee, which is consisted of salaries

and benefits responsibility, work environment responsibility and training and

development responsibility and organizational commitment. And this paper is a positive

and useful exploration to enrich the theory of corporate social responsibility and expand

the theory of organizational commitment.

Keywords: Corporate Social Responsibility; Organizational Commitment; Stakeholder;

Employee

浙江财经学院硕士学位论文

第一章引言 .................................................................................................................. 1

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

第二节问题提出 ................................................................................................... 2

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

第四节研究方法 ................................................................................................... 3

第五节研究思路与创新点 ................................................................................... 4

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

第一节关于社会责任研究的文献综述 ............................................................... 7

第二节关于组织承诺研究的文献综述 ............................................................. 19

第三节企业对员工的社会责任与员工组织承诺关系研究的文献综述 ......... 33

第三章研究构思 ........................................................................................................ 37

第一节概念界定 ................................................................................................. 37

第二节研究框架 ................................................................................................. 38

第三节研究假设 ................................................................................................. 39

第四章数据收集与描述 ............................................................................................ 41

第一节问卷设计与发放 ..................................................................................... 41

第二节数据分析方法说明 ................................................................................. 42

第三节样本数据描述 ......................................................................................... 44

第四节信度与效度分析 ..................................................................................... 45

第五章企业对员工社会责任与员工组织承诺的现状分析 .................................... 50

第一节企业对员工履行社会责任的现状分析 ................................................. 50

第二节员工组织承诺的现状分析 ..................................................................... 52

第六章企业对员工社会责任与员工组织承诺的关系分析 .................................... 62

第一节相关分析 ................................................................................................. 62

第二节回归分析 ................................................................................................. 65

第三节聚类分析 ................................................................................................. 70

第七章研究结论与启示 ............................................................................................ 85

第一节研究结论及讨论 ..................................................................................... 85

第二节管理对策 ................................................................................................. 90

第三节研究不足与展望 ..................................................................................... 92

参考文献 ........................................................................................................................ 94

附录一调查问卷 ...................................................................................................... 102

附录二整体数据的描述性统计和正态分布 .......................................................... 104

附录三硕士在读期间参加的科研项目及发表的学术论文 .................................. 106

致谢 .............................................................................................................................. 107

浙江财经学院硕士学位论文

图目录

图1-1 本文的研究思路................................................................................................ 5

图2-1 斯蒂尔斯的组织承诺模型.............................................................................. 23

图2-2 态度性与行为性组织承诺模型...................................................................... 24

图2-3 斯蒂文斯，贝叶和特瑞斯的组织承诺角色感知模型.................................. 25

图2-4 莫迪，波特和斯蒂尔斯的组织承诺模型...................................................... 25

图2-5 莫里斯和谢尔曼的组织承诺多元预测模型.................................................. 26

图2-6 菲什拜因和阿耶兹的组织承诺行为意图模型.............................................. 26

图2-7 郭玉锦的组织承诺模型.................................................................................. 27

图2-8 刘小平和王重鸣的组织承诺形成机制模型.................................................. 28

图2-9 刘小平的组织承诺综合形成模型.................................................................. 28

图3-2 本研究的变量关系图...................................................................................... 40

图4-1 员工组织承诺的测量模型.............................................................................. 49

图6-1 聚类分析结果.................................................................................................. 73

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摘要：

浙江财经学院硕士学位论文I摘要全球社会责任运动的兴起，SA8000标准的出台，新《劳动合同法》的颁布实施，这些都向企业预示承担社会责任已经不再是可做可不做的公益活动，而是关系到企业兴亡的迫切问题，这同时也给管理科学的研究提出了亟待解决的命题。以往关于企业社会责任的研究，一般都是探讨企业的“大社会责任”，包括对股东、消费者、员工等利益相关者的社会责任，很少选取企业的某一个利益相关者进行深入研究，尤其是关于企业对内部员工承担社会责任的研究，这部分也是与人力资源管理研究相交叉的领域。如果企业对员工履行社会责任，那么员工是否会对企业做出反馈？假如有，又是什么反馈，这些反馈是否是企业所关心的？在阅读相关...

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