永續共好？企業社會責任對半導體製造業關鍵人才組織認同、離職傾向之影響

Sustainable and Co-Prosperity? The Impact of Corporate Social Responsibility on Organizational Identification and Turnover Intention of Key Talents in the Semiconductor Manufacturing Industry

台灣半導體製造業近年來爆發人才荒，透過企業社會責任爭才及留才，或可成為解方。企業社會責任可分為內部及外部企業社會責任，然而並非兩者皆能使員工產生組織認同。因此，半導體製造業是否可透過強化企業社會責任，提升關鍵人才對組織認同，進而影響離職傾向為本研究欲探討問題。本研究以國內半導體製造業關鍵人才為研究對象，共計回收205份問卷。研究結果顯示，相較於外部企業社會責任，內部企業社會責任對半導體製造業關鍵人才離職傾向具負向影響，對組織認同具正向影響；組織認同對離職傾向具負向影響，而內部企業社會責任則會透過組織認同影響離職傾向。最後本研究依據上述結果，提出管理意涵及未來研究建議。

Taiwan's semiconductor manufacturing industry has experienced a talent shortage in recent years. Recruiting and retaining talents through corporate social responsibility (CSR) may be the solution. CSR can be categorized into internal and external CSR, but t he two do not have the same impact on employees' organizational identity. Therefore, this study aims to explore whether the semiconductor manufacturing industry can enhance organizational identity among key talents and consequently affect their turnover intention through strengthening CSR. This study focuses on key talents in the semiconductor manufacturing industry in Taiwan, and a total of 205 questionnaires responses were collected. The results show that compared to external CSR, there is a negative association between internal CSR and turnover intention among key talents in the semiconductor manufacturing industry, but shows a positive association with organizational identity. Furthermore, there is a negative association between organizational identity and turnover intention, and internal CSR influences turnover intention through organizational identity. Finally, based on the above results, this study provides management implications and suggestions for future research.