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系統識別號 U0026-1906201616274300
論文名稱(中文) 以人力資源管理觀點探討企業社會績效-以一卡通票證公司為例
論文名稱(英文) A Study of Corporate Social Performance through Human Resource Management Perspective: Exemplified by iPASS Corporation
校院名稱 成功大學
系所名稱(中) 企業管理學系碩士在職專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 104
學期 2
出版年 105
研究生(中文) 蕭靖寰
研究生(英文) Ching-Huan Hsiao
電子信箱 sanri6369@gmail.com
學號 R47031102
學位類別 碩士
語文別 中文
論文頁數 63頁
口試委員 指導教授-王瑜琳
口試委員-葉桂珍
口試委員-賴賢哲
中文關鍵字 一卡通票證公司  人力資源管理  企業社會責任  企業社會績效 
英文關鍵字 i-PASS Corporation  Human Resource Management (HRM)  Corporate Social Responsibility (CSR)  Corporate Social Performance (CSP) 
學科別分類
中文摘要 本研究是以人力資源管理觀點探討電子票證產業在企業社會責任上的實際運作方式是否能增加員工參與及團隊合作,並為組織留住優秀人才,以及企業積極參與企業社會責任時,所帶來的企業社會績效是否如組織預期般在財務面呈現高績效,並且得到利害關係人的認同與支持。透過深度訪談以及次級資料蒐集的結果顯示企業社會責任運用在人力資源管理措施上,可提高招募的成效、企業文化的傳遞、建立組織共識與團結力、降低離職率;從企業社會績效面來看,使用電子票證可減少紙鈔、硬幣的印製與回收成本、偽鈔與偽幣所帶來的損害,搭乘大眾運輸工具可減低環境中碳的排放量,民眾感受到一卡通在企業社會責任上所做的努力,因此在近兩年的發卡量及營業收入有成長的趨勢
,總結來說,人力資源管理、企業社會責任應與經營策略結合,可幫助組織發展,從研究中發現利害關係人的回應對於企業營運息息相關,重視利害關係人管理與溝通可幫助企業正向成長,高階主管在政策上的支持,有助於提升員工向心力與凝聚力。
英文摘要 A study of Corporate Social Performance through Human Resource Management Perspective: Exemplified by iPASS Corporation
Author: Hsiao Ching-Huan
Advisor: Wang Yu-Lin
Master of Business Administration/National Cheng-kung University
SUMMARY
This study aims at the concept of human resource management (HRM) to explore if the CRS-based works of electronic tickets industry can increase employee participation and teamwork while helping the organization retain talent. We want to know whether enterprise can expect to have support form stakeholders and finance increment when the corporate participates in CSR activies. Through in-depth interviews and secondary data collection, results show that the use of CSR in HRM practices can improve the effectiveness of staff recruitment, transfer staff corporate culture, build organization consensus and unity and reduce turnover rate. From CSP perspective, the use of electronic tickets can reduce the cost for printing and recycling banknotes and coins. Knowing the taking public transportation helps in the reduction of carbon emission, the public learns to appreciate the value of CSR when they enjoy using i-PASS electronic ticket for the use of public transportation. The evidence of this benefit can be the rapid increase of i-PASS circulation and sales revenue in these years.
We would argue that HRM and CSR should be combined with business strategy. It can help the development of organization. In conclusion, we can find the response of stakeholders actually has significant effect on the performance of business operations.
The management and communication with stakeholders help to develop the growth of business, while the support from executives helps to improve employee solidarity and cohesion.
INTRODUCTION

The dialogue with employees has more significance than with shareholders and customers, because employees are regarded as “internal customers” or “business partners” during the CSR communication, and for this reason, the HRM in business becomes important infrastructure for CSR management.
“Electronic tickets” were initially designed for transportation purpose, and with the change of consuming habits, the public are used to make payment by electronic currency rather than by cash. “Electronic tickets” have innovated an effective and safe way of payment for the overall consumer market.
i-PASS electronic tickets can reduce the carbon emission that the use of vehicles and motorcycles would have brought along with the exhausted polluted air. The benefit obtained from this innovation would be shared with people living in the five southern counties and cities of Taiwan, thus helping to promote public welfare. Since this policy and measure have a lot to do with CSR, this study aims to explore the contribution of i-PASS towards CSR and the effectiveness of such practice.

LITERATURE REVIEW

1. John Store (1995) believes HRM requires strategic deployment of large extent of identity and the competence in integrating cultural, structural and human resources and technological configuration.
2. The overall human resource includes recruitment, selection, personnel development and training, performance evaluation, and the maintenance of employment relationship.
(Novac & Abrudan, 2008)
3. HRM plays an important role in organizational culture, organizational change group norm, and employees behavior and employment benefits. (Buller & McEvoy, 2012)
4. WBCSD defines CSR as goal for corporate to a achieve when they pursue the optimum of benefit, with promise to abide by ethical norm, while contributing to national economic development, improving living quality for workers and community, and further achieving sustainable development.
5. Decision maker’s idea and corporate behavior will have influence on stakeholders, natural environment and the whole society. Wood (1991) proposes a CSP model to investigate the relationship between corporate and society regarding principle of social responsibility, the procedure of corporate implementation and the impact incurred with corporate activities.

MATERALS AND METHODS

Among strategies of CSR, employees are important stakeholders for the corporate; therefore, it is highly relevant to establish good and sound employer-employee relationship, through education and training, code of conduct, ethical standard, volunteering services, employment benefits and welfare, employee participation, assimilation of organizational culture and so on.
This study mainly investigates the theories and practical implications of HRM and CSP. The corporate interviews had obtained consent of the interviewees with knowledge of the data being used for academic research purpose. Since the survey involves issues related to business strategy and management, the concerned i-PASS personnel also gave informed consent to serve as the subjects of the study.
This study use the methods of case study and semi-structured interview by qualitative Research, using secondary date for data analysis to investigate the practice of HRM and CSR of the corporate in this case study along with the implications of the practice.

RESULTS AND DISCUSSION

This study focus on i-PASS Corporate as the subject of research, using the concept of HRM and CSP model developed by Wood(1991), which concludes with the following:
Ι. CSR in HR practice
1. Recruitment and Selection
(1) i-PASS sees a certain amount of popularity in central and southern Taiwan. Most job seekers learn from official website about the company’s business operation mode and philosophy prior to submitting resume or participating in public recruitment.
(2) Industry-academics collaboration
2. Education and training
(1) New worker orientation and on-the-job training
(2) Off-the-job training
(3) Regulation legal issue training
3. Care and incentives
4. Flexible promotion ladder
5. Emphasis on mutual communication
6. Creating organizational spirit and group consensus
II.SCP
1. Legitimacy of social responsibility principle and its public responsibility: Reducing printing and recycling costs of banknotes and coins, preventing damage of possible counterfeit money
2. Reviewing environment of social response procedure and management stakeholders: Using electronic tickets for mass transportation allows reduction of exhaust emission by a considerable amount of 3,106,535kg of carbon during the period between 2016/04/24~2016/04/30, indicating that i-PASS for mass transportation helps to reduce carbon emission to a very significant extent.
3. Resulting performance of corporation behavior: As indicated by i-PASS sales circulation, there is significant amount of increase each year, as shown in fig.1











Fig.1 i-PASS sales circulation, there is significant amount of increase each year


CONCLUSION

The integration of CSR and business strategy allows the development of organization,
and therefore strategic HRM should encompass CSR-related issues. It is clear that the promotion of CSR brings significant effect to environmental protection and that participation of charity and social welfare activities well promote company image, increasing loyalty and identity towards company while enhancing the intent of purchasing and using of the company products, thus improving business performance.
The realization of CSR though HRM is found to enhance employees’ sense of identity
and solidarity to the organization. The flexible scheme of job promotion and the encouraging incentive programs will have positive effect on the vitality and innovating ability of the organization. The consolidation of group consensus, the establishment of sound mutual communication and the care of supervisor towards their subordinates will lower the staff turnover rate.
論文目次 目錄
摘要…………………………………………………………………………………….…..II
Extended Abstract…………………………………………………………………….….. .III
誌謝…………………………………………………………………………..……….….VII
目錄………………………………………………………………………………….…..VIII
表目錄…………………………………………………………………………….……. ....X
圖目錄……………………………………………………..………………………………XI
第一章 緒論…………………………………………………………………………………1
第一節 研究背景與動機………………………………………………………………1
第二節 研究目的與問題………………………………………………………………3
第二章 文獻探討………………………………………………………………………........4
第一節人力資源管理……………………………………………………………..…..4
第二節企業社會責………………………………………………………………..…..8
第三節企業社會績效……………………………………………………………..…10
第四節人力資源與企業社會責任的關係………………………………………..…12
第三章 研究方法………………………………………………………………………..…13
第一節 研究方法選擇…………………………………………………………….….13
第二節 個案選擇…………………………………………………………………..…14
第三節 資料蒐集與分析………………………………………………………….….15
第四章 個案呈現…………………………………………………………………………..19
第一節一卡通票證公司……………………………………………………………..19
第二節理論與實務比較……………………………………………………………..32
第五章 結論………………………………………………………………………………..36
第一節 結論與討論…………………………………………………………………..36
第二節 實務意涵……………………………………………………………………..40
第三節 研究限制……………………………………………………………………..42
第四節 未來研究發展………………………………………………………………..43
參考文獻…………………………………………………………………………………..44
中文文獻…………………………………………………………………………………..44
英文文獻…………………………………………………………………………………..46
附錄一 : 訪談逐字稿-一卡通票證股份公司……………………………………………53


表目錄
表4-1 一卡通與利害關係人溝通議題與管道…………………………………………..29
表4-2 本研究與過去文獻和一卡通在人力資源管理上的比較………………………..32
表4-3 本研究與過去文獻和一卡通及悠遊卡在企業社會責任上的比較……………..34



圖目錄
圖2-1企業社會績效模型…………………………………………………………….…..10
圖4-1 使用一卡通搭乘大眾運輸工具減碳量統計………………………..……………27
圖5-1 一卡通造型主題卡………………………………………………………………..37
圖5-2 使用一卡通搭乘大眾運輸工具減碳量統計……………………………………..39
圖5-3一卡通累計發卡量統計……………………………………………………….…..39
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