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

【摘要】： 雇主品牌在競爭中的作用越來越大,良好的雇主品牌能增強員工的忠誠,給企業(yè)帶來更大的回報,如何提升企業(yè)的雇主品牌成為普遍關(guān)注的焦點。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)建過程中的企業(yè)社會責(zé)任問題。企業(yè)社會責(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)濟社會可持續(xù)發(fā)展的責(zé)任。企業(yè)社會責(zé)任不僅有利于社會經(jīng)濟福利水平的提高,同時也會給企業(yè)本身帶來很多益處,企業(yè)雇主品牌的提升是企業(yè)社會責(zé)任對企業(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)社會責(zé)任對構(gòu)建雇主品牌的影響。由于國外企業(yè)和國內(nèi)企業(yè)性質(zhì)的差異,外企和國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”排名的國內(nèi)企業(yè)為代表進(jìn)行比較分析。 研究過程中,讓受試者對國內(nèi)某一個企業(yè)的雇主品牌和企業(yè)社會責(zé)任表現(xiàn)進(jìn)行評價。在具體的指標(biāo)體系上,雇主品牌用現(xiàn)有(包括離職)員工對企業(yè)作為工作所在地情感、功能認(rèn)知和潛在員工對企業(yè)作為工作所在地認(rèn)知三個維度來衡量;企業(yè)社會責(zé)任方面則是先提出一個通用框架,再對受試者進(jìn)行一次訪談和一次預(yù)調(diào)查,最終確定用“對外部利益相關(guān)者的社會責(zé)任”、“對內(nèi)部利益相關(guān)者的社會責(zé)任”以及“對員工的社會責(zé)任”三個維度來評價社會責(zé)任。 最后的研究結(jié)果表明,在本文所研究的國內(nèi)企業(yè)中,企業(yè)社會責(zé)任三個因子對雇主品牌三個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: 對員工的社會責(zé)任、對外部利益相關(guān)者的社會責(zé)任和對內(nèi)部利益相關(guān)者的社會責(zé)任與雇主品牌對現(xiàn)有員工(包括離職員工)對企業(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。 同時對員工的社會責(zé)任、對外部利益相關(guān)者和內(nèi)部利益相關(guān)者的企業(yè)社會責(zé)任這三個因子對雇主品牌對現(xiàn)有員工(包括離職員工)對企業(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)位級別】：碩士
【學(xué)位授予年份】：2008
【分類號】：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)文化對雇主品牌的影響機理研究[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)部顧客忠誠關(guān)系的實證研究[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)社會責(zé)任履行情況對雇主品牌的影響研究[D];首都經(jīng)濟貿(mào)易大學(xué);2012年

5 陳漢杰;基于員工視角的中小民營制造企業(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模型的雇主品牌評價指標(biāo)體系研究[D];山東財經(jīng)大學(xué);2013年

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本文編號：2040503