探討工作場所的親環境行為–台灣的實證研究

Abstract

員工在企業環境與永續實踐中扮演著重要的角色，因此，有關工作場所中的親環境行為 (Pro-Environmental Behavior, PEB) 之研究日漸增加。然而，亞洲國家在此領域的相關研究仍然相當不足。為了填補此一空白，本文探討了臺灣員工在工作場所中的親環境行為，並依此檢視促使職場工作者參與親環境行為的影響因素。本研究以結合計畫行為理論 (Theory of Planned Behavior, TPB)、規範活化理論 (Norm Activation Model, NAM) 及擴展與建構理論 (Broaden-and-Build Theory, B&B) 之概念性架構為基礎，並加入罪惡感的負面情緒變數，以同時探討員工正面與負面情緒對其參與親環境行為的影響。此外，本文亦將綠色購買行為研究中常見的構面「感知有效性」 (Perceived Effectiveness, PE) 納入時整架構之中，首次將其應用於工作場所親環境行為的研究中。以前述的整合的行為理論模型為基礎，本研究得以探討個人利益、自我期望、道德信念、情緒、感知有效性與親環境行為之間的關係。 本研究共回收365份受訪時有全職工作的受試者所填答的問卷，透過Smart PLS 4.0軟體中的偏最小平方法結構方程模型 (Partial Least Squares Structural Equation Modeling, PLS-SEM)，以驗證概念性架構中的各項研究假說。本文研究結果除驗證三種模型之間的關聯性，亦顯示正向情緒較負向情緒更能有效激發員工的親環境行為意圖。此外，基於許多國外研究對於情緒與親環境行為意圖中介效果的探討，本研究也對這兩個變數的中介效果進行檢視，結果顯示臺灣員工的情緒中介效果並不顯著，然而，親環境行為意圖則能有效調節感知有效性與三種類型親環境行為之間的關係。此外，本文進一步使用最小平方法多群組比較分析 (Partial Least Squares Multigroup Analysis, PLS-MGA)，以對受訪者的性別、世代、教育程度與薪資所可能產生的調節效果進行比較。 過往親環境行為的研究大多結合兩種模型，本文為首篇結合三種模型與感知有效性與負面情緒來探討臺灣員工親環境行為的研究。本研究對工作場所中的親環境行為之研究與發現對企業推動永續發展及ESG (Environmental, Social, and Governance) 具有重要意義。根據本研究之結果，建議企業未來透過提升員工的環保意識、創造環保工作氛圍，並鼓勵同事之間相互提倡環保行為等積極作為，以加強並落實員工親環境行為的實踐。

Research on pro-environmental behavior (PEB) in the workplace has been growing, as employees play a critical role in shaping corporate environmental and sustainability practices. However, studies focusing on Asian contexts remain relatively scarce. To address this gap, the present study investigates the pro-environmental behavior of employees in Taiwan, aiming to identify the key factors that influence their engagement in such behaviors. This study integrates the Theory of Planned Behavior (TPB), Norm Activation Model (NAM), and Broaden-and-Build Theory (B&B), with the addition of guilt as a negative emotional variable. Furthermore, perceived effectiveness (PE), commonly explored in green consumer behavior research, is introduced as a novel factor in the context of workplace PEB. This is the first study to apply perceived effectiveness to the examination of workplace pro-environmental behavior. Data were collected through 365 valid responses from full-time employees, and the proposed model was tested using Partial Least Squares Structural Equation Modeling (PLS-SEM) via Smart PLS 4.0. The results confirm the significance of relationships across the three integrated models, demonstrating that positive emotions are more effective in promoting employees' pro-environmental behavioral intentions (PEI) than negative emotions. However, the mediating effect of emotions and PEI among Taiwanese employees was found to be insignificant. Additionally, a Partial Least Squares Multigroup Analysis (PLS-MGA) was performed to examine how demographic variables such as gender, generation, education, and salary influence the outcomes. Previous research on PEB has typically integrated two models; this study is the first to combine three models along with perceived effectiveness in the examination of workplace PEB among Taiwanese employees. The findings offer valuable insights for corporations aiming to enhance sustainable development efforts. Companies can foster employees’ pro-environmental behaviors by raising environmental awareness, cultivating a pro-environmental workplace climate, and encouraging peer-driven environmental initiatives.