發(fā)布時(shí)間：2018-06-19 16:35

  本文選題：雇主品牌 + 企業(yè)社會(huì)責(zé)任��； 參考：《山東大學(xué)》2008年碩士論文

【摘要】： 雇主品牌在競(jìng)爭(zhēng)中的作用越來(lái)越大,良好的雇主品牌能增強(qiáng)員工的忠誠(chéng),給企業(yè)帶來(lái)更大的回報(bào),如何提升企業(yè)的雇主品牌成為普遍關(guān)注的焦點(diǎn)。影響企業(yè)雇主品牌的因素很多,本文則研究雇主品牌構(gòu)建過(guò)程中的企業(yè)社會(huì)責(zé)任問(wèn)題。企業(yè)社會(huì)責(zé)任是企業(yè)自愿承擔(dān)的法律規(guī)定以外的有利于經(jīng)濟(jì)社會(huì)可持續(xù)發(fā)展的責(zé)任。企業(yè)社會(huì)責(zé)任不僅有利于社會(huì)經(jīng)濟(jì)福利水平的提高,同時(shí)也會(huì)給企業(yè)本身帶來(lái)很多益處,企業(yè)雇主品牌的提升是企業(yè)社會(huì)責(zé)任對(duì)企業(yè)的主要作用之一。 本文基于企業(yè)現(xiàn)有和潛在(包括離職)員工的視角研究企業(yè)社會(huì)責(zé)任對(duì)構(gòu)建雇主品牌的影響。由于國(guó)外企業(yè)和國(guó)內(nèi)企業(yè)性質(zhì)的差異,外企和國(guó)企中這種影響的具體程度是有差別的。本文選擇了進(jìn)入“最佳雇主”排名的國(guó)內(nèi)企業(yè)為代表進(jìn)行比較分析。 研究過(guò)程中,讓受試者對(duì)國(guó)內(nèi)某一個(gè)企業(yè)的雇主品牌和企業(yè)社會(huì)責(zé)任表現(xiàn)進(jìn)行評(píng)價(jià)。在具體的指標(biāo)體系上,雇主品牌用現(xiàn)有(包括離職)員工對(duì)企業(yè)作為工作所在地情感、功能認(rèn)知和潛在員工對(duì)企業(yè)作為工作所在地認(rèn)知三個(gè)維度來(lái)衡量;企業(yè)社會(huì)責(zé)任方面則是先提出一個(gè)通用框架,再對(duì)受試者進(jìn)行一次訪談和一次預(yù)調(diào)查,最終確定用“對(duì)外部利益相關(guān)者的社會(huì)責(zé)任”、“對(duì)內(nèi)部利益相關(guān)者的社會(huì)責(zé)任”以及“對(duì)員工的社會(huì)責(zé)任”三個(gè)維度來(lái)評(píng)價(jià)社會(huì)責(zé)任。 最后的研究結(jié)果表明,在本文所研究的國(guó)內(nèi)企業(yè)中,企業(yè)社會(huì)責(zé)任三個(gè)因子對(duì)雇主品牌三個(gè)因子的影響存在著顯著差異。研究的具體結(jié)果可表述如下: 對(duì)員工的社會(huì)責(zé)任、對(duì)外部利益相關(guān)者的社會(huì)責(zé)任和對(duì)內(nèi)部利益相關(guān)者的社會(huì)責(zé)任與雇主品牌對(duì)現(xiàn)有員工(包括離職員工)對(duì)企業(yè)作為工作所在地的情感維度、功能維度和潛在員工對(duì)企業(yè)作為工作所在地的認(rèn)知因子的相關(guān)系數(shù)依次減小。 同時(shí)對(duì)員工的社會(huì)責(zé)任、對(duì)外部利益相關(guān)者和內(nèi)部利益相關(guān)者的企業(yè)社會(huì)責(zé)任這三個(gè)因子對(duì)雇主品牌對(duì)現(xiàn)有員工(包括離職員工)對(duì)企業(yè)作為工作所在地的情感因子、功能因子和潛在員工對(duì)企業(yè)作為工作所在地的認(rèn)知因子的回歸系數(shù)也依次減弱。
[Abstract]:The role of the employer ' s brand in the competition is more and more big , the good employer brand can strengthen the employee ' s loyalty , bring greater rewards to the enterprise , how to promote the enterprise ' s employer brand become the focus of the general concern . The corporate social responsibility is the responsibility of the social and economic sustainable development besides the legal provisions of the enterprise ' s voluntary liability . The corporate social responsibility is not only the improvement of the social economic welfare level , but also brings many benefits to the enterprise itself , the promotion of the enterprise employer brand is one of the main functions of the enterprise social responsibility to the enterprise .


This paper studies the influence of corporate social responsibility on the construction of employer ' s brand based on the perspective of enterprise ' s existing and potential ( including separation ) employees . Due to the differences between foreign enterprises and domestic enterprises , the specific degree of this effect in foreign enterprises and state - owned enterprises is different . This paper analyzes the domestic enterprises entering the rankings of " best employers " .


In the process of research , the author evaluates the performance of the employer brand and corporate social responsibility of an enterprise in China . On the specific index system , the employer brand uses the existing ( including separation ) employee to measure the enterprise as the location of the job , the function cognition and the potential employee to measure the enterprise as the location of the work place . The aspect of corporate social responsibility is to propose a general framework , then conduct an interview and a pre - survey on the subject , finally determine the social responsibility of the three dimensions of " social responsibility of external stakeholders " , " social responsibility for internal stakeholders " and " social responsibility for employees " .


Finally , the research results show that the three factors of corporate social responsibility in the domestic enterprises studied in this paper are significantly different from the three factors of the employer brand . The results of the study are as follows :


The social responsibility of the employees , the social responsibility of the external stakeholders and the social responsibility of the internal stakeholders and the employer brand have reduced the correlation coefficient of the enterprise as the emotional dimension , function dimension and potential employee of the enterprise as the location of the work .


At the same time , the social responsibility of the employee , the corporate social responsibility of the external stakeholders and the internal stakeholders are reduced in turn to the employer brand ' s emotional factor , function factor and potential employee ' s perception factor of the enterprise as the location of the work .
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2008
【分類號(hào)】：F270;F273.2

【引證文獻(xiàn)】

相關(guān)博士學(xué)位論文 前1條

1 薛楊;企業(yè)文化對(duì)雇主品牌的影響機(jī)理研究[D];天津大學(xué);2012年

相關(guān)碩士學(xué)位論文 前7條

1 劉濤;雇主品牌、組織承諾與內(nèi)部顧客忠誠(chéng)關(guān)系的實(shí)證研究[D];江西師范大學(xué);2011年

2 張慧;雇主品牌與員工忠誠(chéng)度關(guān)系研究[D];西安建筑科技大學(xué);2010年

3 唐菲菲;企業(yè)雇主品牌建設(shè)研究[D];青島大學(xué);2010年

4 張帆;企業(yè)社會(huì)責(zé)任履行情況對(duì)雇主品牌的影響研究[D];首都經(jīng)濟(jì)貿(mào)易大學(xué);2012年

5 陳漢杰;基于員工視角的中小民營(yíng)制造企業(yè)雇主品牌研究[D];寧波大學(xué);2012年

6 周波;企業(yè)雇主品牌構(gòu)建研究[D];湖南大學(xué);2011年

7 崔瑞東;基于KANO模型的雇主品牌評(píng)價(jià)指標(biāo)體系研究[D];山東財(cái)經(jīng)大學(xué);2013年

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本文編號(hào)：2040503