論文提要內容：
   研究目的-過去企業社會責任的研究集中於外部利益相關者，尤其是客戶或消費者。社會責任對組織內部的利益相關者的影響研究相對較少，因此本研究要站在公司內部員工角度探討員工對企業的社會責任活動知覺之影響，如何讓員工願意一起來執行企業社會責任活動？因此本研究主要目的在探討企業社會責任員工知覺、組織認同與企業社會責任投入之影響，並以組織認同為中介變項，做全面性的探討研究其相關性。
    研究設計/方法/發現-本研究是以某電信公司員工為對象，以電子問卷發放方式邀請北、中、南，東各區域員工填寫問卷，以滾雪抽樣方式找到更多的填答者。發放時間為109年3月10日起至3月21日止，總計回收有效問卷為431份，並利用變異數分析、迴歸分析等方法進行檢定，研究結果發現：
1.員工企業社會責任知覺對組織認同具有正向影響。
2.組織認同對企業社會責任投入具有正向影響。
3.員工企業社會責任知覺對企業社會責任投入具有正向影響。
4.企業社會責任知覺會透過組織認同正向影響員工對企業社會責任投入。
5.企業參與不同構面CSR活動時，員工對道德性、慈善性知覺程度越高時，對組織認同、企業社會責任投入程度也越高。
管理建議-本研究建議加強企業應該優先做道德性、慈善性之企業社會責任活動，提高員工知覺程度強化員工對組織認同，進而提高員工願意對CSR活動的投入，創造員工與企業之雙贏。

Purpose – In the past, corporate social responsibility research has focused on external stakeholders, especially customers or consumers. The research on the impact of social responsibility on the stakeholders within the organization is a relatively alternative. Therefore, this study needs to discuss the impact of employees' perception of corporate social responsibility activities from the perspective of internal employees. How can employees be willing to perform corporate social responsibility activities together? Therefore, the main purpose of this study is to discuss the impact of corporate social responsibility employee perception, organizational identity and corporate social responsibility engagement , and use organizational identity as an intermediary variable to do a comprehensive discussion to study its relevance.
Design/approach/Findings- In this study, employees of a telecommunications company were used as an electronic questionnaire distribution method to invite employees from North, Central, South, and East regions to fill out the questionnaire, and find more respondents by rolling snow sampling. The release time is from March 10 to March 21, 109. A total of 431 valid questionnaires were recovered and verified by means of variance analysis and regression analysis. The results of the study found that:
1.Employee CSR perception has a positive impact on organizational identity.
2.Organizational identification has a positive impact on corporate social responsibility engagement.
3.Employee CSR perception has a positive impact on CSR engagement.
4.	Corporate social responsibility perception will positively affect employees' engagement in corporate social responsibility through organizational identity.
5.	When companies participate in CSR activities of different aspects, the higher the employees' perception of morality and charity, the higher the degree of organizational recognition and corporate social responsibility engagemen.
Management advice-This study suggests that strengthening companies should prioritize ethical and charitable corporate social responsibility activities, increase employee perception, strengthen employee recognition of the organization, and then increase employee willingness to engage in CSR activities, creating a win-win situation between employees and the company.

目錄
目錄	V
表目錄	VI
圖目錄	VII
第一章　緒論	1
第一節　研究背景與動機	1
第二節　研究目的	3
第三節研究流程	4
第二章　文獻探討	5
第一節　企業社會責任	5
第二節　員工企業社會責任投入	13
第三節　組織認同	16
第四節　假設發展	19
第三章　研究方法	28
第一節　研究架構	28
第二節　研究設計	28
第三節　變數衡量	30
第四節　信效度分析	32
第四章 結果與討論	34
第一節描述性統計分析	34
第二節  差異分析	38
第三節  相關分析	49
第四節  迴歸分析	57
第五節 假設驗證	66
第五章 結論與建議	68
第一節 研究結論	68
第二節 管理意涵	71
第三節 研究限制	73
參考文獻	75
表目錄
表3- 4變數及子構面之信度表	33
表4-1問卷回收人口統計特徵分析表	37
表4-2性別與各變數差異分析	39
表4-3年齡與各變數差異分析	41
表4- 4婚姻與各變數差異分析	43
表4- 5教育狀況與各變數差異分析	44
表4- 6服務單位與各變數差異分析	46
表4-7職位與各變數差異分析	47
表4-8服務年資與各變數差異分析	49
表4- 9研究變數之平均數、標準差以及相關係數表	56
表4- 10員工企業社會責任知覺對組織認同迴歸分析	58
表4- 11組織認同對員工企業社會責任投入迴歸分析	59
表4- 12員工企業社會責任知覺對員工企業社會責任投入迴歸分析  61
表4-13組織認同對員工企業社會責任知覺影響員工企業社會責任投入中介效果迴歸分析 65
表4-14本研究各項假設驗證成果 66
圖目錄
圖1- 1研究流程示意圖	4
圖3-1 研究架構	28

中文文獻：
1.	金寶玲、李珍穎與吳怡慧（2015）。企業社會責任對企業形象與顧客忠誠度影響之研究−人壽保險業實證。保險專刊，31(1)，57-88。
2.	池祥萱、池祥麟與梁綺羚（2016）。企業社會責任之策略性分析。管理評論， 35(1)，21-45。
3.	林玫均（2018）。員工企業社會責任認知對組織認同與組織公民行為之關聯性研究。國立宜蘭大學應用經濟與管理學系經營管理碩士班碩士論文，宜蘭縣。 取自https://hdl.handle.net/11296/mvk9mb
4.	李佳樺（2013）。S公司員工組織認同對組織公民行為之影響。龍華科技大學商學與管理研究所碩士論文，桃園縣。取自https://hdl.handle.net/11296/4smus7
5.	高瑞新、陳俊穎（2014）。主題樂園產業企業社會責任、企業形象與組織認同關係之研究－以 E 主題樂園為例，商略學報，2014年6卷4期，281-300。
6.	張妤禎（2012）。企業社會責任認知及企業志工參與對組織公民行為之影響。國立政治大學企業管理研究所碩士論文，台北市。 取自https://hdl.handle.net/11296/jpeg85
7.	陳怡潔（2015）。員工企業社會責任感知對企業社會責任活動參與的影響：以組織認同為中介變項。國立中央大學人力資源管理研究所在職專班碩士論文，桃園縣。 取自https://hdl.handle.net/11296/s48rwy
8.	彭曉怡 (2015）。員工企業社會責任知覺與組織認同之關聯-以組織支持知覺及組織聲譽知覺為中介。國立中央大學人力資源管理研究所在職專班碩士論文，桃園縣。 取自https://hdl.handle.net/11296/ch3qfb
9.	蔡明春、鄧建中、鄭青展與邱宇文（2014）。探討企業社會責任與顧客滿意度之關係−以電信業為例。績效與策略研究，11(1)，65-88。
10.	蔡銀玲（2015）。員工企業社會責任感知與企業社會責任活動參與之關聯-以歸因為干擾變數。國立中央大學人力資源管理研究所在職專班碩士論文，桃園縣。 取自https://hdl.handle.net/11296/2re2kv
11.	潘珏汝（2010）。探討員工企業社會責任之認知對組織公民行為之影響-以組織承諾為中介變項。國立中央大學人力資源管理研究所碩士論文，桃園縣。 取自https://hdl.handle.net/11296/dxpua9
12.	詹前儀（2008）。企業參與公益活動對消費者購買意願之研究－以運動鞋品牌為例。逢甲大學合作經濟學所碩士論文，台中市。 取自https://hdl.handle.net/11296/xnm9vf
13.	鄧雅方（2010）。製造業企業社會責任實踐與組織承諾之關聯性。國立中央大學人力資源管理研究所碩士論文，桃園縣。 取自https://hdl.handle.net/11296/644d5
14.	劉廷揚、林志峰與徐苹甄（2017）。企業社會責任與員工幸福感-志工角色認知的中介作用。經營管理學刊，12/13，111-124。 
15.	謝麗霜（2010）。員工幸福感與組織公民行為之相關性研究─以員工知覺企業社會責任為調節變項(未出版碩士論文)。國立高雄師範大學，高雄市。
英文文獻：
1.	Albdour, A. A., & Altarawneh, I. I.(2012). Corporate social responsibility and employee engagement in Jordan. International Journal of Business and Management, 7(16), 89.
2.	Athanasopoulou, A. (2012). Managers' corporate social responsibility perceptions and attitudes across different organizational contexts within the non-profit–for-profit organizational continuum. Journal of Change Management, 12(4), 467-494.
3.	Bergami, M., & Bagozzi, R. P. (2000). Self‐categorization, affective commitment and group self‐esteem as distinct aspects of social identity in the organization. British Journal of Social Psychology, 39(4), 555-577.
4.	Bhattacharya, C. B. (2016). Responsible marketing: Doing well by doing good. GfK Marketing Intelligence Review, 8(1), 8-17.
5.	Brown, T. J., & Dacin, p. A.(1997). The company and the product: Corporate associations and consumer product responses. Journal of marketing, 61(1), 68-84.
6.	Bowen, H. R., & Johnson, F. E.(1953). Social responsibility of the businessman. Harper.
7.	Brown, T. J., Dacin, p. A., pratt, M. G., & Whetten, D. A.(2006). Identity, intended image, construed image, and reputation: An interdisciplinary framework and suggested terminology. Journal of the academy of marketing science, 34(2), 99-106.
8.	Cable, D. M., & DeRue, D. S.(2002). The convergent and discriminant validity of subjective fit perceptions. Journal of applied psychology, 87(5), 875.
9.	Chen, Z. F., Hong, C., & Occa, A.(2019). How different CSR dimensions impact organization-employee relationships: The moderating role of CSR-culture fit. Corporate Communications: An International Journal, 24(1), 63-78.
10.	Collier, J., & Esteban, R.(2007). Corporate social responsibility and employee commitment. Business ethics: A European review, 16(1), 19-33.
11.	Dhanesh, G. S.(2014). CSR as organization–employee relationship management strategy: A case study of socially responsible information technology companies in India. Management Communication Quarterly, 28(1), 130-149.
12.	Du, S., Bhattacharya, C. B., & Sen, S.(2015). Corporate social responsibility, multi-faceted job-products, and employee outcomes. Journal of Business Ethics, 131(2), 319-335.
13.	Dutton, J. E., & Dukerich, J. M.(1991). Keeping an eye on the mirror: Image and identity in organizational adaptation. Academy of management journal, 34(3), 517-554.
14.	Edwards, J. R.(1991). person-job fit: A conceptual integration, literature review, and methodological critique. John Wiley & Sons.
15.	Edwards, M. R.(2009). HR, perceived organisational support and organisational identification: an analysis after organisational formation. Human Resource Management Journal, 19(1), 91-115. 
16.	Epitropaki, O.(2013). A multi‐level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: Testing a moderated–mediated model. Journal of Organizational Behavior, 34(1), 65-86.
17.	Farooq, O., Rupp, D. E., & Farooq, M. (2017). The multiple pathways through which internal and external corporate social responsibility influence organizational identification and multifoci outcomes: The moderating role of cultural and social orientations. Academy of Management Journal, 60(3), 954-985.
18.	Feather, N. T., & Rauter, K. A.(2004). Organizational citizenship behaviours in relation to job status, job insecurity, organizational commitment and identification, job satisfaction and work values. Journal of occupational and organizational psychology, 77(1), 81-94.
19.	Friedman, M.(1970). The social responsibility of business is to increase its profits. New York Times Magazine, 33, 122-126.
20.	Freeman, R. E.(2010). Strategic management: A stakeholder approach. Cambridge university press.
21.	Frederick, W. C.(1987). Theories of corporate social performance. Business and society: Dimensions of conflict and cooperation, 142, 142-161.
22.	Fuchs, S., & Edwards, M. R.(2012). predicting pro‐change behaviour: The role of perceived organisational justice and organisational identification. Human Resource Management Journal, 22(1), 39-59.
23.	Gavin, J. F., & Maynard, W. S.(1975). perceptions of corporate social responsibility. personnel psychology.
24.	Glavas, A., & Godwin, L. N.(2013). Is the perception of ‘goodness’ good enough? Exploring the relationship between perceived corporate social responsibility and employee organizational identification. Journal of business ethics, 114(1), 15-27..
25.	Glavas, A., & piderit, S. K.(2009). How does doing good matter? Effects of corporate citizenship on employees. Journal of Corporate Citizenship,(36), 51-70.
26.	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.
27.	Hatch, M. J., & Schultz, M. (2000). Scaling the tower of Babel: Relational Differences Between Identity, Land Culture in Organizations. In The expressive organization: Linking identity, reputation, and the corporate brand (pp. 11-35). Oxford University Press.
28.	Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of applied psychology, 87(2), 268.
29.	Homans, G. C. (1958). Social behavior as exchange. American journal of sociology, 63(6), 597-606.
30.	Im, S., Chung, Y., & Yang, J.(2017). Employees’ participation in corporate social responsibility and organizational outcomes: The moderating role of person–CSR fit. Sustainability, 9(1), 28.
31.	Isa, S. M., & Loke, C. K. (2019). Effect of Ethical Leadership of Company’s CSR on Employee CSR Engagement in the Era of Digital Industry Revolution. KnE Social Sciences, 666-686.
32.	Kahn, W. A.(1990). psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
33.	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.
34.	Kim, J. N., & Rhee, Y.(2011). Strategic thinking about employee communication behavior(ECB) in public relations: Testing the models of megaphoning and scouting effects in Korea. Journal of public Relations Research, 23(3), 243-268.
35.	Kaler, J.(2009). An optimally viable version of stakeholder theory. Journal of Business Ethics, 86(3), 297-312.
36.	Koch, C., Bekmeier-Feuerhahn, S., Bögel, p. M., & Adam, U.(2019). Employees’ perceived benefits from participating in CSR activities and implications for increasing employees engagement in CSR. Corporate Communications: An International Journal, 24(2), 303-317.
37.	Lee, C. K., Song, H. J., Lee, H. M., Lee, S., & Bernhard, B. J. (2013). The impact of CSR on casino employees’ organizational trust, job satisfaction, and customer orientation: An empirical examination of responsible gambling strategies. International Journal of Hospitality Management, 33, 406-415.
38.	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.
39.	Maignan, I., & Ferrell, O. C.(2000). Measuring corporate citizenship in two countries: The case of the United States and France. Journal of Business Ethics, 23(3), 283-297.
40.	Mael, F., & Ashforth, B. E.(1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of organizational Behavior, 13(2), 103-123.
41.	Opoku‐Dakwa, A., Chen, C. C., & Rupp, D. E. (2018). CSR initiative characteristics and employee engagement: An impact‐based perspective. Journal of Organizational Behavior, 39(5), 580-593.
42.	Peterson, D. K.(2004). The Relationship Between perceptions of Corporate Citizenship and Organizational Commitment. Business and Society, 43(3), 296-319.
43.	Post, J. E., preston, L. E., & Sachs, S.(2002). Managing the extended enterprise: The new stakeholder view. California management review, 45(1), 6-28.
44.	Fuchs, S., & Edwards, M. R.(2012). predicting pro‐change behaviour: The role of perceived organisational justice and organisational identification. Human Resource Management Journal, 22(1), 39-59.
45.	Sasidharan Dhanesh, G.(2012). The view from within: Internal publics and CSR. Journal of Communication Management, 16(1), 39-58.
46.	Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B.(2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92.
47.	Price, J. L., & Mueller, C. W. 1981. A causal model of turnover for nurses. Academy of management journal, 24(3): 543-565.
48.	Riketta, M.(2005). Organizational identification: A meta-analysis. Journal of vocational behavior, 66(2), 358-384.
49.	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.
50.	Saks, A. M.(2006). Antecedents and consequences of employee engagement. Journal of managerial psychology, 21(7), 600-619.
51.	Porter, M. E., & Kramer, M. R.(2006). Strategy and society: the link between corporate social responsibility and competitive advantage. Harvard business review, 84(12), 78-92.
52.	Raynard, p., & Forstater, M.(2002). Corporate social responsibility: Implications for small and medium enterprises in developing countries. UNIDO.
53.	Schmeltz, L.(2012). Consumer-oriented CSR communication: focusing on ability or morality?. Corporate Communications: An International Journal, 17(1), 29-49.
54.	Sen, S., & Bhattacharya, C. B.(2001). Does doing good always lead to doing better? Consumer reactions to corporate social responsibility. Journal of marketing Research, 38(2), 225-243.
55.	Sluss, D. M., Klimchak, M., & Holmes, J. J. 2008. perceived organizational support as a mediator between relational exchange and organizational identification. Journal of Vocational Behavior, 73: 457-464.
56.	Sen, S., & Bhattacharya, C. B.(2001). Does doing good always lead to doing better? Consumer reactions to corporate social responsibility. Journal of marketing Research, 38(2), 225-243.
57.	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.
58.	Smidts, A., pruyn, A. T. H., & Van Riel, C. B.(2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management journal, 44(5), 1051-1062.
59.	Sundén, L., & Neiderstam, B. (2019). Employee CSR engagement matters: A study about how to influence employees' CSR engagement.
60.	Tyler, T. R., & Blader, S. L.(2003). The group engagement model: procedural justice, social identity, and cooperative behavior. personality and social psychology review, 7(4), 349-361.
61.	Vinerean, S., Cetina, I., Dumitrescu, L., & Tichindelean, M. (2013). Modelling employee engagement in relation to CSR practices and employee satisfaction. Revista Economica, 65(1), 21-37.
62.	Udechukwu, I. I.(2007). The influence of intrinsic and extrinsic satisfaction on organizational exit(voluntary turnover): Evidence from a correctional setting. Journal of Applied Management and entrepreneurship, 12(1), 127.
63.	Waddock, S.(2004). parallel universes: Companies, academics, and the progress of corporate citizenship. Business and society Review, 109(1), 5-42.
64.	Zagenczyk, T. J., Gibney, R., Few, W. T., & Scott, K. L.(2011). psychological contracts and organizational identification: The mediating effect of perceived organizational support. Journal of labor research, 32(3), 254-281.
65.	Zhao, L., Lee, J., & Moon, S. (2019). Employee response to CSR in China: the moderating effect of collectivism. personnel Review.