Employee satisfaction with and without Social Accountability8000: A Corporate Social Responsibility Study

• Main Author: 曾家茹
• Other Authors: 徐瑞玲
• Format: Others
• Language: en_US
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/40696045824451099437

碩士 === 逢甲大學 === 國際經營管理碩士學位學程 === 101 === SA8000 has a more comprehensive and complete specifications to regulate enterprises to fulfill their responsibility, and main emphasis on the rights of labor. The specification for SA8000, salary, working hours, collective bargaining rights are the most frequently cited factors that affect employee satisfaction. Whether corporations could enhance employee satisfaction after implementation of SA8000 or not, is the vital issue of this research. The SA8000 certification is widely regarded as delineating specifications for regulating employee satisfaction that are more comprehensive than that from the ISO (International Organization for Standardization). It includes salary, working hours, and collective bargaining rights as the most frequently cited factors that affect employee satisfaction. This study examines the aforementioned key elements factors through IPA (Importance-Performance Analysis) to prioritize activities leading to employee satisfaction. Furthermore, it employs the Kano Model to determine whether employee satisfaction could be affected by the SA8000 or not and if so, to factor out the elements that impact employee satisfaction most. Pursuant to our trifold purpose, the study follows a two-part design, the first of which is a replication study (Chi-Jui Wu,2011) focusing on SA8000-certified companies, while the second part compares employee satisfaction levels of in companies with and the ones without SA8000. The result shows that SA8000 companies has a higher satisfaction level compared to that without SA8000. This proves that SA8000 implementation can influence employee satisfaction.