本研究以社會認定理論為理論基礎，探討企業的內部CSR和外部CSR如何影響員工之組織認定認知，進而提高其組織認同，以及分析過程中影響內、外部CSR效果的因素。本研究透過質化訪談，試圖深入員工對企業CSR行為的認知歷程。訪談結果顯示: (1) 隨著年資增長，內部CSR對成員的效果可能會減弱； (2)公司規模影響員工的內部CSR認知； (3) 外部團體的顯著性會影響外部CSR對組織認定認知的效果； (4)組織動機會影響外部CSR對組織認定認知之效果； (5)組織溝通會幫助外部CSR對組織認定認知之效果。本研究有助於未來相關研究者對員工對CSR認知有更深了了解。最後本研究亦對管理意涵和後續研究建議提出意見與看法。

Based on social identity theory, this study focus on the way how internal CSR and external CSR influence employees’ perceived organizational identity, then enhance their organizational identification. This study also analzes the factors which might influence the effects toward employees of internal CSR and external CSR. This study uses interview method to deeply comprehend the cognitive process of CSR activities of employees.
The result shows that (1) alone with employees’ seniority rise, the effect of internal CSR toward employees will be diminished ; (2) the size of corporation will influence employees’ perceived internal CSR ; (3) salience of the outgroup will influence the effect of external CSR toward employees’ perceived organizational identity; (4) the motives that organizations engage in CSR will influence the effect of external CSR toward employees’ perceived organizational identity; (5) organizational communication will enhance the effect of external CSR toward employees’ perceived organizational identity
Overall, this study will help prospective researcher have more understanding in employees perceived CSR. Finally, this study also follow-up study on the managerial implications and recommendations opinions.

論文審定書i
致謝ii
摘要iii
Abstractiv
目錄v
圖目錄 vi
表目錄 vii
第一章 緒論01
第一節 研究背景01
第二節 研究動機03
第三節 研究目的05
第四節 研究流程05
第二章 文獻探討07
第一節 企業社會責任07
第二節 組織認同13
第三節 企業社會責任與組織認同20
第三章 研究方法22
第一節 研究方式22
第二節 研究設計23
第三節 研究對象基本資料25
第四節 資料整理與分析26
第四章 研究結果與討論28
第一節 內部CSR對員工認知之影響28
第二節 外部CSR對員工認知之影響32
第五章 結論與建議41
第一節 研究結論與發現41
第二節 管理意涵42
第三節 研究限制與建議43
參考文獻44
中文部分44
英文部分44
網站部分47

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三、網站部分
Marketingdatascience, 2019, 質化研究與量化研究的差異