摘要
本論文研究旨在識別（找出）學生對於國立中山大學周圍和海岸地區環境永續的環境意識。它的目的是找出學生對於人力資源的部門參與環境永續性的察覺/意識，以及校園周邊環境工作的成效。
之所以本論文研究著重於人力資源管理對於環境永續的貢獻，是因為之前的研究表示在組織內部實施環境永續發展的重要性。本研究透過問卷收集資料，並進行分析，探討中山大學學生對於環境永續性，以及在校園裡面環境保護意識下人力資源管理的執行。此外，在文獻回顧將說明理論支撐在大學裡人力資源管理跟環境永續保護關係的重要性。並且，訪問了兩位受訪者，一位是在台灣高雄恩智浦公司的人力資源專家，而另一位是國立中山大學人力資源管理所溫金豐教授。
該研究的主要結果顯示戰略性人力資源管理是實現環境永續到大型組織所不可或缺的一部分。但是，對於小型機構來說，不論是公立或者私立，戰略性人力資源管理都不是必要條件（這個個案是有五百位教職員的大學）。而最重要的是，總務處願承諾在校園提倡環境永續，同時也在學生和校園環境工作之間有更好的整合。總務處需要適當的教育學生和員工，好讓他們變得更加有環境和社會責任。

Abstract
This thesis aims to identify the environmental awareness students have regarding NSYSU environmental sustainability around the campus and coastal area. This thesis intends to find the perceptions/awareness students have concerning the human resource departments involvement in environmental sustainability and the effectiveness of environmental initiatives around campus.
The reason why this thesis focuses on human resource management’s contribution to environmental sustainability is due to previous research showing its importance in the implementation of environmental sustainability within organizations. The aim of this paper is to identify the environmental awareness of National Sun Yat Sen University (NSYSU) students regarding environmental sustainability and human resource management implementation of environmental initiatives on campus by means of a questionnaire and analyzing the data from respondents. Furthermore, my literature review will illustrate theoretical support demonstrating the importance of human resource management within the university in relation to environmentally sustainable initiatives. Moreover, I have conducted interviews with both the Chief HRM Specialist of NXP Kaohsiung Taiwan and NSYSU Professor Uen, an expert in Human Resource Management.
The major result of the study was that Strategic Human Resource Management is an integral part of implementing environmental sustainability into large organizations. However, strategic HRM is not essential for smaller institutions either public or private (in this case a university with a faculty of 500). What is paramount is that the general office commits to initiating environmental sustainability initiatives on campus and having better integration with students and the campus environmental workforce. The general office needs to educate students and staff appropriately to become more environmentally and socially responsible.

TABLE OF CONTENT
Chapter 1 Introduction…………….…..………………………………………………….…1
1.1 Research Background………………………………………………………….…………..1
1.2 Research Objectives……………………………………………………………….............2
1.3 Research Procedure……………………………………………………………….……….3
Chapter 2 Literature Review………………………………………………………………...4
2.1 The Origins Human Resource Management (HRM)…………………………...................4
2.2 Trends in the field of Human Resource Management…………………….....…….............4
2.3 Human Resource Management Strategies for Environmental Sustainability……………..5
2.4 Environmental Sustainability and Sustainable Development……........…………..............5
2.5 Awareness of Environmental Management Strategies in University Campuses..................6
2.6 The Evolution of Human Resource Management…...………………………….…............6
2.6.1 Strategic Human Resource Management …………………………………….................7
2.7 Environmental Management……………………………………….……………...............9
2.8 The Role of Strategic HRM in Environmental Sustainability……………........................10
2.8.1 Partnering………………………………………………………………………………10
2.8.2 Engaging………………………………….....………………………………………….10
2.8.3 Aligning…….…………………………….....………………………………………….11
2.9 Strategic HRM Sustainability Evolution……….…….…….…….…….…….……..........11
2.10 Creating a Sustainable Environment in a University Campus………………….............12
2.11 Strategic HR Management as a Tool for Environmental Sustainability………...............14
2.12 Student Perceptions of Environmental Sustainability…...…………………….………..14
2.12.1 Student Awareness of and Activeness in Environmental Issues…….………...............17
2.13 Motivations for Investing in Sustainability…...………………….……………..............18
2.14 NSYSU Tracking and Measuring Sustainability Outcomes.…………….......................20
2.15 Daniel Gruber..………………………………………………………………………….21
2.16 Eastern and Western Patches..…………….....……………………………………….…23
Chapter 3 Research Method…….………………………………………………….............31
3.1 Research Framework and Hypothesis…..………………………………………………..31
3.1.1 Research Model………………………….……………………………………..............34
3.2 Developing the Questionnaire……………………….…………………………………...35
3.2.1 Determining Units of the Investigation………….……………………………………..35
3.2.2 Questionnaire Conceptualization……..….…………………………………….............35
3.3 Measures…………………….……………………….……………………………...........35
3.3.1 Demographic data...……….……………………….…………………………………...36
3.3.2 Sample and Data Collection……………………….…………………………………...36
3.3.3 Awareness on Environmental Management Issues...…………………………………...37
3.3.4 Environmental Activeness...……………………….…………………………………...38
3.3.5 Perception of Effectiveness of Strategic HRM for Environmental Sustainability……..38
3.4 Interview with the Chief HR Specialist Michelle Chiang of NXY Semiconductor Company Kaohsiung…………….…………….…………….…………….…………............39
3.5 Interview with Professor Uen of NSYSU HRM Department…......……………………..42
Chapter 4 Analysis and Findings…………………………………………………..............45
4.1 Description of Data………………………...…...………………………………………..45
4.1.1 Construction of the Questionnaire……..………………………………….....................45
4.2 Student Nationality……………..……………………..……………………...…………..46
4.2.1 Student Age……………………….....………………………………………………....47
4.2.2 Student Gender………..…………………………..……………………………............48
4.2.3 Student Department of Study…….....………………………………………………….49
4.3 Student Perceptions of the Effectiveness of Environmental Management………………50
4.4 Student Perceptions of Who is Responsible for Environmental Sustainability on Campus……………………………………………………………………………………….51
Chapter 5 Conclusions, Suggestions and Limitation……………………………………..67
5.1 Summary and Discussion……………………...…………………………………………67
5.2 Limitation of research……………………………………………………….……...........72
5.3 Future research…………….…………………..…………………………………............72

References……………………………………………………………………….….……….73
Appendix…………………………………………………………………………….………78



List of Figures
Figure 2-1 Model for the evolution of HRM…………………………………………............11
Figure 2-2 Traditional model of sustainability (Jackson 2012)………………………...........13
Figure 2-3 Fully modified model of commitment to the environment…….…………............18
Figure 2-4 Garbage Patches.…………………..…………………….……………………….24
Figure 2-5 Location of survey sites in Cijin Island………………...….……………………..26
Figure 2-6 Total items collected in each transect survey during 2009-2011 in Cijin Island Kaohsiung………………………………………………….…………………........................27
Figure 2-7 Total average marine debris items collected on each site in the transect survey in Cijin Island Kaohsiung……...……………....………….………………….............................28
Figure 2-8 The proportion of types of litter in the transect survey in Cijin Island Kaohsiung…………………………………………………………………………………….29
Figure 3-1 Research Model………………..…………………………………………............34
Figure 3-2 Governance Structure……………………….........................................................40

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