從道德觀點探討員工行為：企業社會責任與道德領導的角色

Abstract

本篇研究以企業道德的觀點來探討影響員工行為的因素。透過自我概念理論，本研究說明企業社會責任與道德領導如何影響員工在工作相關的知覺(工作投入、工作倦怠、正面情感與認知意義性)，而該知覺最終影響到員工在工作場所上的實際行為(離職意圖、知識分享與工作奉獻)。依據我們在銀行業與科技業的實證研究指出，員工所知覺到的企業社會責任和道德領導會正向影響員工的工作投入、正面情感與認知意義性；同時，兩者亦會負向影響員工的工作倦怠。再者，員工的離職意圖會受到工作投入的負向影響與工作倦怠的正向影響；知識分享會受到正面情感的正向影響；工作奉獻會受到正面情感與認知意義性的正向影響。此外，在本研究中亦探討道德領導、自我效能與工作需求的調節效果。研究結果讓我們更加了解企業社會責任與道德領導在影響員工行為中所扮演的關鍵角色。根據本研究的實證結果，我們針對管理者提出了留住優秀員工的方法，並給予企業促進員工在工作場所中奉獻行為的建議方針。

This paper proposes a model to explore the formation of employees’ behavior in the viewpoint of business ethics. Based on self-concept theory, our research explains how CSR and ethical leadership influence employees’ work-related perceptions (i.e., work engagement, burnout, positive affective tone and cognitive meaningfulness), which eventually affecting their actual behaviors in workplace (i.e., turnover intention, knowledge sharing and job dedication). According to the empirical study on banking and high-tech industries, perceived CSR and perceived ethical leadership are positively related to work engagement, positive affective tone and cognitive meaningfulness. Meanwhile, both are negatively related to employees’ burnout. Moreover, employees’ turnover intention is affected by work engagement negatively and burnout positively; knowledge sharing is affected by positive affective tone positively; job dedication is affected by positive affective tone and cognitive meaningfulness positively. Additionally, the moderating effects of ethical leadership, self-efficacy and job demand are also examined in our research. The results demonstrate the applicability of CSR and ethical leadership for understanding the formation of employees’ behavior. Based on the empirical findings of this paper, several suggestions for managers to keep talented employees are provided. At the same time, the study also proposes implications for facilitating employees’ proactive behaviors in workplace.