【摘要】：隨著企業(yè)經(jīng)營過程中各種社會(huì)問題的出現(xiàn),企業(yè)社會(huì)責(zé)任逐漸成為學(xué)術(shù)界與管理學(xué)界熱議的話題。已有的研究從企業(yè)社會(huì)責(zé)任對企業(yè)的績效,對企業(yè)的聲譽(yù),對員工的工作滿意度等角度進(jìn)行了深入的研究。為了保持企業(yè)的可持續(xù)發(fā)展能力,企業(yè)應(yīng)該履行哪些社會(huì)責(zé)任,應(yīng)該如何更好的履行社會(huì)責(zé)任也成為了企業(yè)管理者關(guān)注的重點(diǎn)內(nèi)容。員工作為企業(yè)的主要利益相關(guān)者,也是企業(yè)履行社會(huì)責(zé)任的重要對象之一,因此探討企業(yè)如何更好地對員工履行社會(huì)責(zé)任的文獻(xiàn)也出現(xiàn)了井噴式的增長。但是通過對文獻(xiàn)的回顧發(fā)現(xiàn)員工作為企業(yè)的重要組成部分,對于如何履行企業(yè)社會(huì)責(zé)任卻了解甚少。由于企業(yè)的社會(huì)責(zé)任戰(zhàn)略歸根到底需要以員工的執(zhí)行為支撐,企業(yè)社會(huì)責(zé)任行為的履行需要員工的支持與配合,甚至需要員工去身體力行的參與,許多企業(yè)也希望通過領(lǐng)導(dǎo)者的社會(huì)責(zé)任觀以及對其他利益相關(guān)者的社會(huì)責(zé)任行為來影響員工的企業(yè)社會(huì)責(zé)任的認(rèn)知。因此關(guān)注企業(yè)員工的社會(huì)責(zé)任認(rèn)知是本文研究的關(guān)鍵。本研究在對交易型領(lǐng)導(dǎo)、變革型領(lǐng)導(dǎo)和員工企業(yè)社會(huì)責(zé)任認(rèn)知之間關(guān)系假設(shè)分析的基礎(chǔ)上,基于社會(huì)學(xué)習(xí),自我概念,社會(huì)交換等理論,以企業(yè)中271名員工為研究對象,系統(tǒng)地分析了不同領(lǐng)導(dǎo)風(fēng)格的領(lǐng)導(dǎo)者如何通過塑造企業(yè)倫理氣氛來把自身的社會(huì)責(zé)任觀傳遞給員工,這是企業(yè)社會(huì)責(zé)任領(lǐng)域研究中一個(gè)被忽視的話題。通過實(shí)證分析,結(jié)果發(fā)現(xiàn)了變革型領(lǐng)導(dǎo)者對員工的企業(yè)社會(huì)責(zé)任認(rèn)知有著積極的影響作用,關(guān)懷性導(dǎo)向的企業(yè)倫理氣氛在二者之間起著中介作用,而相對應(yīng)的交易型領(lǐng)導(dǎo)者對員工的企業(yè)社會(huì)責(zé)任認(rèn)知具有負(fù)向的影響作用,關(guān)懷性導(dǎo)向的企業(yè)倫理氣氛也起著中介傳導(dǎo)作用,研究的結(jié)果揭示了變革型領(lǐng)導(dǎo)與交易型領(lǐng)導(dǎo)對于員工企業(yè)社會(huì)責(zé)任認(rèn)知影響的作用機(jī)理,同時(shí)也為企業(yè)社會(huì)責(zé)任管理提出了管理建議,為企業(yè)社會(huì)責(zé)任研究領(lǐng)域提出了一些新的思考。
[Abstract]:With the emergence of various social problems in the process of enterprise management, corporate social responsibility has gradually become a hot topic in academic and management circles. The previous research has carried on the in-depth research from the corporate social responsibility to the enterprise performance, to the enterprise reputation, to the employee's job satisfaction and so on the angle to carry on the in-depth research. In order to maintain the ability of sustainable development, which social responsibility should be fulfilled and how to better fulfill the social responsibility has also become the focus of business managers. Employees, as the main stakeholders of the enterprise, are also one of the important objects to fulfill the social responsibility of the enterprise. Therefore, the literature on how to better fulfill the social responsibility of the enterprise has also appeared a blowout growth. However, through the review of the literature, it is found that employees, as an important part of the enterprise, know little about how to fulfill the corporate social responsibility. Because the strategy of corporate social responsibility needs to be supported by the execution of employees in the final analysis, the implementation of corporate social responsibility requires the support and cooperation of employees, and even the participation of employees. Many enterprises also want to influence employees' social responsibility through leaders' social responsibility view and other stakeholders' social responsibility behavior. Therefore, it is the key of this paper to pay attention to the cognition of social responsibility of enterprise employees. Based on the hypothesis analysis of the relationship between transactional leadership, transformational leadership and employees' cognition of corporate social responsibility, based on the theories of social learning, self-concept, social exchange and so on, this study focuses on 271 employees in enterprises. It is a neglected topic in the field of corporate social responsibility to systematically analyze how leaders with different leadership styles transmit their own social responsibility view to employees by shaping the ethical atmosphere of the enterprise, which is one of the neglected topics in the field of corporate social responsibility. Through the empirical analysis, the results show that transformational leaders have a positive impact on employees' cognition of corporate social responsibility, and the concern-oriented corporate ethical atmosphere plays an intermediary role between the two. The corresponding transaction leaders have a negative impact on employees' cognition of corporate social responsibility, and the ethical atmosphere of concern-oriented enterprises also plays an intermediary role. The results reveal the mechanism of the influence of transformational leadership and transactional leadership on employees' cognition of corporate social responsibility, and at the same time put forward management suggestions for corporate social responsibility management. Put forward some new thinking for the research field of corporate social responsibility.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F270;F272.91

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