近年來，隨著台灣半導體產業的蓬勃發展，在就業市場產生了強大的「人才磁吸效應」，對傳統金屬製造業的人才招募與留任造成嚴峻衝擊。面對高科技產業的薪資競爭，傳統產業難以單靠物質性的「經濟交換」留才，亟需尋求非經濟性的留才策略。然而，許多金屬製造業雖已積極落實企業社會責任（CSR）——包含「社區貢獻」與「社區環境改善」面向，卻常因內部溝通與資訊公告不足，使員工產生知覺落差，淪為難以轉化為忠誠度的「隱形 CSR」。
為填補此實務與理論缺口，本研究以社會交換理論（Social Exchange Theory）為核心，建構五個主要構面之影響模型。本研究採用問卷調查法，針對台灣金屬製造業員工進行施測，共回收 356 份有效樣本，並透過偏最小平方結構方程模型（PLS-SEM）進行統計分析。實證結果證實，企業外部的 CSR 投入無法直接提升員工的留任意願，而是必須透過「組織自豪感」與「組織承諾」的「完全中介」作用，方能產生實質的留才效果。具體而言，「社區貢獻」對激發員工「組織自豪感」的影響力最為強大（β=0.684）；且「組織自豪感」展現出最強的解釋力（R²=0.638），成為決定員工留任意願的核心心理機制（β=0.516）。
此實證結果驗證了在激烈的人才競爭環境下，「光做不說」的社會責任履行難以有效留才。從管理意涵而言，本研究建議金屬製造業之人資單位應強化 CSR 的內部公告與溝通機制，確保社會責任履行資訊的透明化。透過將企業外部的社區貢獻有效轉化為員工內在的組織自豪感與深層組織承諾，企業方能建構具備韌性的非經濟留才策略，以達成降低離職率與穩定留才之策略目標。

Driven by the severe "talent magnet effect" from Taiwan's semiconductor industry, this study explores how Corporate Social Responsibility (CSR)—specifically "community contribution" and "community environmental improvement"—influences employees' "retention intention" in the metal manufacturing industry. Grounded in Social Exchange Theory, this research proposes an influence model mediated by "organizational pride" and "organizational commitment." A total of 356 valid questionnaires from industry employees were collected and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM).
Empirical results demonstrate that external CSR investments do not directly improve retention; rather, they require the full mediation of psychological perceptions. Specifically, "community contribution" strongly stimulates "organizational pride" (β = 0.684). Furthermore, "organizational pride" serves as the core psychological mechanism determining retention, exhibiting the highest explanatory power (R² = 0.638) and direct impact (β = 0.516).
These findings reveal that "invisible" CSR fulfillment struggles to generate employee loyalty. Therefore, metal manufacturing firms must strengthen internal CSR communication to make their social efforts transparent, thereby inspiring organizational pride, building deep commitment, and effectively retaining key talent.

中華民國統計資訊網. (2025). 基本金屬製造業-薪資及僱用員工統計查詢系統. https://earnings.dgbas.gov.tw/query_payroll_C.aspx
王世銘. (2012). 信任關係、員工關懷、組織溝通與組織承諾之關係研究–以顯示面板產業為例 國立成功大學]. 臺灣博碩士論文知識加值系統. 台南市. https://hdl.handle.net/11296/q6tq3z
古芷瑄. (2022). 探討員工體驗、員工敬業度、留任意願與組織認同之間的關係：以科技業員工為研究對象 成功大學]. 成功大學博碩士論文知識加值系統. 台南市. https://thesis.lib.ncku.edu.tw/thesis/detail/5c8d5094719e4b61f1a554e7eab58886/
台灣積體電路製造股份有限公司. (2024). 台積公司113年度永續報告書. https://www.tsmc.com/chinese/aboutTSMC/dc_csr_report
江佩鴻. (2015). 工作價值觀、組織承諾與倫理領導之關聯性研究：以某區域醫院員工為研究對象 國立成功大學]. 臺灣博碩士論文知識加值系統. 台南市. https://hdl.handle.net/11296/3a6nmy
李晶, 石嘉興, & 黃子峻. (2022). 創造智慧型動態社區環境的關鍵因素. 創造學刊, 13(2), 61–83.
李嘉菁. (2024). 投入企業社會責任在企業聲譽、組織自豪感對於企業留任意願的影響 中原大學]. 臺灣博碩士論文知識加值系統. 桃園縣. https://hdl.handle.net/11296/t4e8z9
李靆蔆. (2014). 角色模糊、組織承諾、留任意願、主管支持與激勵措施之關連性：以翰林國際茶餐飲連鎖集團為例 成功大學]. 成功大學博碩士論文知識加值系統. 台南市. https://thesis.lib.ncku.edu.tw/thesis/detail/d4ac714d0a15062feaf11aae00c340c1/
張堉坪. (2024). 從社會影響力觀點分析企業儲能場域建置 中原大學]. 臺灣博碩士論文知識加值系統. 桃園縣. https://hdl.handle.net/11296/95taju
郭德偉. (2015). 環境管理之執行與環境績效-以鋼鐵廠為例 國立成功大學]. 臺灣博碩士論文知識加值系統. 台南市. https://hdl.handle.net/11296/y78n44
勞動統計專網. (2025). 薪資及僱用員工統計調查(薪情平臺匯出資料). https://www.mol.gov.tw/1607/71771/72956/nodelist
勞動部新聞公告. (2025, 2025,October 31). 114年6月底職位空缺概況調查統計結果. 勞動部. https://www.mol.gov.tw/1607/1632/1633/86202/
曾文紀. (2014). 探討組織氣候、LMX領導型態對組織承諾的影響 : 以人力資源管理機制為調節變項 = The Impact of Leader-Member Exchange (LMX) and Organizational Climate on Organizational Commitment : The Moderating Effect of Human Resources Management Mechanism / 曾文紀撰 碩士論文--成功大學高階管理碩士在職專班(EMBA)].
黃莉凌. (2018). 擔負企業社會責任與不負企業社會責任對企業績效影響之探討 東吳大學]. 臺灣博碩士論文知識加值系統. 台北市. https://hdl.handle.net/11296/9332va
劉俊昌. (1999). 企業文化契合度與留職傾向之研究：以中國石油公司為例 國立中山大學]. 臺灣博碩士論文知識加值系統. 高雄市. https://hdl.handle.net/11296/vms25k
數位平台, 臺. E. (2021a). 鋼鐵業上市公司-人力發展2021. https://esggenplus.twse.com.tw/inquiry/info/summary?lang=zh-TW
數位平台, 臺. E. (2021b). 鋼鐵業上市公司-溫室氣體排放2021. https://esggenplus.twse.com.tw/inquiry/info/summary?lang=zh-TW
數位平台, 臺. E. (2022). 鋼鐵業上市公司-人力發展2022. https://esggenplus.twse.com.tw/inquiry/info/summary?lang=zh-TW
數位平台, 臺. E. (2023). 鋼鐵業上市公司-人力發展2023. https://esggenplus.twse.com.tw/inquiry/info/summary?lang=zh-TW
數位平台, 臺. E. (2024). 鋼鐵業上市公司-人力發展2024. https://esggenplus.twse.com.tw/inquiry/info/summary?lang=zh-TW
蔡婉瑜. (2019). 責任領導、企業社會責任、組織自豪感與組織導向組織公民行為之跨層次分析 國立臺南大學]. 臺灣博碩士論文知識加值系統. 台南市. https://hdl.handle.net/11296/24pvh6
鄭文濤. (2025). 永續發展的市鎮管制評估指標—以金門自然村為例 國立金門大學]. 臺灣博碩士論文知識加值系統. 金門縣. https://hdl.handle.net/11296/rpw5q2
簡欣怡. (2020). 探究社會責任式人力資源管理對員工組織自豪感、組織認同、工作績效、離職意圖與組織承諾之關係　 國立臺北大學]. 臺灣博碩士論文知識加值系統. 新北市. https://hdl.handle.net/11296/y72d4h
Ansari, N. Y., Farrukh, M., & Raza, A. (2021). Green human resource management and employees pro-environmental behaviours: Examining the underlying mechanism. Corporate Social Responsibility and Environmental Management, 28(1), 229–238. https://doi.org/10.1002/csr.2044
Bande, B., Castro‐González, S., Fernández‐Ferrín, P., & Vila‐Vázquez, G. (2023). Fostering creative selling through ethics. An emotion‐based approach. Business Ethics, the Environment & Responsibility, 32(1), 211–225.
Bharadwaj, S., & Yameen, M. (2021). Analyzing the mediating effect of organizational identification on the relationship between CSR employer branding and employee retention. Management Research Review, 44(5), 718–737.
Buzzao, G., & Rizzi, F. (2024). Who is CSR for in employer branding? Insights on employer branding strategies across industries, educational backgrounds and career styles. Corporate Social Responsibility and Environmental Management, 31(2), 1123–1141.
Castro-González, S., Bande, B., & Vila-Vázquez, G. (2023). How corporate social responsibility explains salespeople’s job performance: the influence of responsible leadership. Social Responsibility Journal, 19(6), 1068–1084.
Chandler, G. E. (1990). Retention: Has it obstructed nursing's view? Nursing administration quarterly, 14(4), 70–75.
Cho, S., Johanson, M. M., & Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28(3), 374–381.
Dijkstra, T. K., & Henseler, J. (2015). Consistent partial least squares path modeling1. MIS quarterly, 39(2), 297–316.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39–50.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (Vol. 6). In: Upper Saddle River, NJ: Pearson Prentice Hall.
Hair Jr, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis. In Multivariate data analysis (pp. 785–785).
Hair Jr, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). An introduction to structural equation modeling. In Partial least squares structural equation modeling (PLS-SEM) using R: a workbook (pp. 1–29). Springer.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the academy of marketing science, 43(1), 115–135.
Huang, C.-C. (2016). Employees’ perception of corporate social responsibility: Corporate volunteer and organizational commitment. International Business Research, 9(9), 142–149.
Id Bouichou, S., Wang, L., & Zulfiqar, S. (2022). How perceived corporate social responsibility raises employees’ creative behaviors based on appraisal theory of emotion: the serial mediation model. Frontiers in Psychology, 13, 865007.
Jin, H., Li, X., & Li, G. (2024). Impact of corporate social responsibility on employee loyalty: Mediating role of person-organization fit and employee trust. Plos one, 19(3), e0300933.
Jones, D. A. (2010). Does serving the community also serve the company? Using organizational identification and social exchange theories to understand employee responses to a volunteerism programme. Journal of occupational and organizational psychology, 83(4), 857–878.
Kim, J. S., Song, H. J., & Lee, C.-K. (2016). Effects of corporate social responsibility and internal marketing on organizational commitment and turnover intentions. International Journal of Hospitality Management, 55, 25–32.
Kunda, M. M., Ataman, G., & Kartaltepe Behram, N. (2019). Corporate social responsibility and organizational citizenship behavior: The mediating role of job satisfaction. Journal of Global Responsibility, 10(1), 47–68.
Lichtenstein, D. R., Drumwright, M. E., & Braig, B. M. (2004). The effect of corporate social responsibility on customer donations to corporate-supported nonprofits. Journal of marketing, 68(4), 16–32.
Mengjiao, Z., bin Arshad, M. A., & Yating, L. (2024). Examining the Relationship Between Corporate Social Responsibility and Employee Turnover Intentions: A Comprehensive Review. International Journal of Academic Research in Business & Social Sciences, 14(1).
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of applied psychology, 62(2), 237.
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
Naim, S. (2023). The relationship between corporate social responsibility and employee satisfaction with the business performance of beverage companies in West Java. West Science Interdisciplinary Studies, 1(05), 201–210.
Newman, A., Thanacoody, R., & Hui, W. (2011). The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector. The international journal of human resource management, 22(8), 1765–1787.
Nunnally, J. (1978). Psychometric Theory 2nd edition (New York: McGraw). https://search. worldcat. org/title/1000561366.
Sabokro, M., Masud, M. M., & Kayedian, A. (2021). The effect of green human resources management on corporate social responsibility, green psychological climate and employees’ green behavior. Journal of cleaner production, 313, 127963.
Sarstedt, M., Ringle, C. M., & Hair, J. F. (2021). Partial least squares structural equation modeling. In Handbook of market research (pp. 587–632). Springer.
Schaefer, S. D., Cunningham, P., Diehl, S., & Terlutter, R. (2024). Employees' positive perceptions of corporate social responsibility create beneficial outcomes for firms and their employees: Organizational pride as a mediator. Corporate Social Responsibility and Environmental Management, 31(3), 2574–2587.
Staw, B. M. (1981). The escalation of commitment to a course of action. Academy of management Review, 6(4), 577–587.
Turker, D. (2009). How corporate social responsibility influences organizational commitment. Journal of Business ethics, 89(2), 189–204.
Tzafrir, S. S., Gur, A. B.-A., & Blumen, O. (2015). Employee social environment (ESE) as a tool to decrease intention to leave. Scandinavian Journal of Management, 31(1), 136–146.
Van Ngo, Q., Tran, T. Q., & Luu, T. C. (2021). Corporate social responsibility and employee loyalty: Role of pride and commitment. ICRMAT,
Wright, S. (1921). Correlation and causation. Journal of agricultural research, 20(7), 557.
Yousuf, S., & Siddiqui, D. A. (2019). Factors influencing employee retention: A Karachi based comparative study on IT and banking industry. Yousuf, S. and Siddiqui, DA (2019). Factors Influencing Employee Retention: A Karachi Based Comparative Study on IT and Banking Industry. International Journal of Human Resource Studies, 9(1), 42–62.