Page 111 - 35-2
P. 111
NTU Management Review Vol. 35 No. 2 Oct. 2025
SE .536 .087 .974 .087 .094 .203 .075 .214 .046 .055 .081 .058 .075 .083
模型六 組織認同 β 2.449*** -.186* -.856 .118 .469*** .233 -.156* .033 -.008 -.060 .062 .022 .066 .140 .533
SE .286 .080 (β 61 ) .271 (β 62 ) .079 (β 63 ) (β 64 ) (β 65 ) .074 (β 66 ) .065 (β 67 ) (β 68 ) .059 .088 .062 .081 .076
模型五 組織認同 β SE 4.726*** .366 .055 .086 (β 51 ) .447 .307 (β 52 ) .282*** .080 (β 53 ) .089 .078 -.239** (β 54 ) -.072 (β 55 ) -.015 .057 .083 .079 .058 .057 .026 .075 .187* .074 .446
交互作用對動機歸因的分析結果 模型四 組織認同 β SE 1.708*** .073 -.184* .101 (β 41 ) -.773* .092 (β 42 ) .164* .096 (β 43 ) .507*** (β 44 ) .224** (β 45 ) -.067 .068 .069 .105 .024 .076 .052 .093 .157* .085 .515
ICSR 模型三 象徵歸因 β SE 3.724*** .053 -.200* .073 (β 31 ) -.325*** .080 (β 32 ) -.415*** .075 (β 33 ) .028 .053 -.069 .072 -.012 .054 .116 .055 -.090 .066 .364
與 模型二 實質歸因
3 ECSR β 4.090*** .409*** (β 21 ) .261*** (β 22 ) .323*** (β 23 ) .053 .016 .106* -.094 .179** .520
表 SE .061 .074 .086 .071 .061 .090 .064 .082 .077
模型一 組織認同 β 3.863*** .151* (β 11 ) .245** (β 12 ) .401*** (β 13 ) -.026 .098 .052 .002 .202** .397 註：N = 209, *p < 0.05, **p < 0.01, ***p < 0.001
ECSR × ICSR 實質歸因 × ICSR 象徵歸因 × ICSR ×象徵歸 × ICSR
常數項 ECSR ICSR 實質歸因 象徵歸因 實質歸因 因 性別 年齡 產業 年資 情感承諾 ΔR 2
103
