南華大學機構典藏系統:Item 987654321/29089
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    题名: 邁向組織綠色實踐和綠色環保績效的綜合模型：前因、中介、調節和後果
    其它题名: Toward an Integrative Model of Organizational Green Practices and Green Environmental Performance: An Assessment of Antecedents, Mediators, Moderators, and Consequences
    作者: 范氏寔
    THAT, PHAM THI
    貢獻者: 企業管理學系管理科學碩博士班
    紀信光;吳萬益
    CHI, HSIN-KUANG;WU, WANN-YIH
    关键词: 組織社會資本;高階管理參與;組織綠色實踐;綠色人力資源管理實踐;綠色轉型領導;綠色平衡計分卡
    top management involvement;organizational green practices;green human resource management practices;green transformational leadership;organizational social capital;green balanced scorecards
    日期: 2022
    上传时间: 2022-08-31 09:38:54 (UTC+8)
    摘要: 　　隨著全球氣候和環境的迅速惡化，越來越多的個人與組織將綠色關切及綠色實踐列為拯救地球的最重要之項目。從企業的角度，如何透過投資綠色實踐來提升綠色環境績效（GEP）特別值得關注。過去的研究已將減少廢棄物之排放、可重覆使用之設計、綠色供應鏈、環保友善材料及綠色聲譽等列為組織綠色實踐(OGP)的主要議題，然而有關綠色實踐的前置變數卻仍被各界忽略。其中有關綠色轉換型領導(GTL)及綠色人力資源管理(GHRM)實踐對於促進綠色實踐之影響，最為學者所重視，部分學者並進一探討綠色轉換型領導、人力資源管理實踐及持續性創新對綠色環境績效的影響，但截至目前為止仍然很少研究針對這些構念之間的關係進行系統性的探討。再者，儘管平衡計分卡(BSC)的概念已經被企業界引用超過20年，但綠色實踐在BSC上的應用卻很少被討論。鑑於綠色實踐對綠色環境績效的重要影響，本研究將綠色平衡計分卡(GBSC)因素整合到研究論文模型中。此外，本研究進一步探討高階管理人員之參與及組織之社會資本等兩個構念對於GEP的調節作用。　　本研究針對427名受訪者進行問卷調查，調查對象包括越南南部中小型製造公司的高階經理、執行長及人力資源經理。本研究採用偏最小平方法結構方程模型(PLS-SEM)進行資料分析。研究之結果顯示，GTL、GHRMP、及持續創新對於組織綠色實踐具有顯著的影響。GTL對綠色人力資源管理實踐及持續創新具有顯著影響。此外，OGP對於GEP具有顯著的影響，並進一步造成GBSC的提升。最後，高階管理之參與及組織之社會資本均能夠加速促進OGP和GEP之間的關係。　　由於以往的研究很少將OGP和GEP的相關變數整合成為更完整的研究架構，本研究試圖填補以上之研究缺口，以促進我們對OGP和GEP的前因、中介、調節因素及後果變數的了解。本研究之結果預期可提供學術界做為進一步實證研究的依據，也可以做為企業高階管理人員或決策者制定其綠色發展策略及提升競爭優勢之參考。
    　　With the rapid deterioration of worldwide climate and environment, more and more people and organizations are putting their first priority on green concerns and green practices to save the Earth. From the aspect of the firms, how to invest on green practices to acquire green environmental performance (GEP) deserves particular attentions. Previous studies have identified minimization of emissions and waste, design for recyclability, green supply chain, environmentally friendly raw materials, and reputation for green as the major issues of organizational green practices (OGP), however the antecedents of OGP are largely ignored. Among others, the role of green transformational leadership (GTL) and green human resource management (GHRM) practices in achieving green practices and GEP has been highlighted by researchers. Many studies have also concerned about the effects of GTL, GHRM practices, and sustainability innovation on GEP, the interrelationship among these constructs are still unknown. In addition, even though the concepts of balanced scorecards (BSC) have been implemented in the business sectors for more than two decades, the application of green practices on BSC has rarely been discussed. Given the importance influence of green practices on GEP, this study integrates the factors of green BSC (GBSC) on our research model. Furthermore, to consider the moderating effect of GEP, this study further examines two variables including top management involvement and organizational social capital as the accelerating agents that can amplify the influence of GEP. 　　A quantitative survey approach was conducted in this study with 427 respondents including top managers, executives, and human resource managers from small and medium-sized manufacturing firms (SMEs) in the South of Vietnam. In this study, the Partial Least Squares (PLS-SEM) route modeling technique was used for both the measurement model and the structural model. The findings show that GTL, GHRMP, sustainability innovation are the antecedents of OGP. Besides, GTL has a significantly effect on green HRM practices and sustainability innovation. Additionally, the results further indicate that OGP is significantly related with GEP, and GEP is significantly related to GBSC. Both top management involvement and organizational social capital are found to accelerate the relationship between OGP and GEP. 　　Since previous studies rarely integrated relevant constructs of OGP and GEP into a more comprehensive model, this study aims to fill in these research gaps to enhance our understandings of the antecedents, mediators, moderators, and consequences of OGP and GEP. The results are very supportive for academicians to further validate the investigation model, they may be very useful for top executives, senior managers, human resource professionals, and policymakers to design and implement appropriate green strategies to pursuit organization’s sustainability development and to promote competitive advantage.
    显示于类别:[企業管理學系(管理科學碩/博士班,非營利事業管理碩士班)] 博碩士論文-管理科學碩博士班

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