| Abstract: | 企業社會責任在利害關係人的期望之下，已逐漸成為企業必要承擔的職責。隨著知識時代的來臨，員工關懷也日漸受到重視。根據過去的經驗，公司管理者執行「員工關懷」之政策不一定符合大部分員工的需求，故本研究旨在針對員工的觀點探討員工對企業實施「員工關懷」的想法。
本研究是以員工為訪談對象，採用問卷進行調查，共159份；採用決策實驗室分析法(DEMATEL)建構「員工關懷」之準則與構面間相互影響程度的網絡關係圖，再利用網路程序分析法(ANP)進行權重之分析，最後運用折衷排序法(VIKOR)計算員工滿意程度的績效；所獲得之結論為「員工關懷」之關鍵因素，可依此作為改善的參考依據。實證結果顯示：企業執行社會責任之「員工關懷」的優先改善的依序為「提供平等雇傭的機會(C)」→「良好的員工關係與福利(B)」→「員工的教育訓練責任(A)」→「員工之安全與健康(D)」。總績效平均值為6.493(期望水準為10)；總平均差距為0.3508(差距最大值為1)，其數據顯示目前企業於執行社會責任之「員工關懷」的政策仍有改善空間。
Corporate social responsibility under the stakeholders' expectations, has gradu-ally become essential responsibilities. With the advent of the knowledge era, em-ployee care has a growing concern. Based on past experience, the company’s manager execute employee care are not necessarily meet the needs of the majority of em-ployees. This study exploring employee care by employee’s perspective.
This study is based on interviews with employees of the object, using the ques-tionnaire survey In this study, DEMATAL construct between the employee care the degree of interaction with the dimensions of a network diagram, and using ANP analysis weights. Finally, using VIKOR to calculated as employee care level of sat-isfaction with the performance. The results of this study showed that the implemen-tation of priority to improve employee care is “Provide equal employment oppor-tunity” then “Industrial relations and wellbeing” and “Employee’s responsibility for education and training” and “Occupational health and safety”. Overall performance with an average of 6.493 (desired level of 10), the total average gap of 0.3508 (the maximum gap of 1). It shows that there is still have to improve for employee care of corporate social responsibility. |
