近年來，與公司內部員工直接相關的內部企業社會責任(Internal Corporate Social Responsibility)相關概念與實務逐漸被重視。另一方面，企業的發展離不開「人才」這一核心元素，如何保留住企業核心員工，是人資部門的重要的工作之一，只要企業擁有好的人才，便可以提升組織績效並進而增加的企業競爭力。因此本研究以社會交換理論為基礎，主要的研究目的是要探討內部企業社會責任的各個構面對組織承諾及離職傾向之影響，本研究以台灣科技產業為研究對象，共回收了216份有效問卷，並透過結構方程模式進行分析，研究結果發現在內部企業社會責任的構面中，穩定的僱傭關係、工作環境、技能發展、機會平等、合理的報酬和賦權對員工的組織承諾有正向影響，而其中技能發展和賦權亦和離職傾向有顯著的負向關係。本研究後續亦驗證了組織承諾是否為穩定的僱傭關係、工作環境、技能發展、機會平等、合理的報酬和賦權對離職傾向影響的中介變數，結果發現僅機會平等並不具中介效果。

Today, the concept of internal corporate social responsibility (CSR) has become an important part of organizational social responsibility. On the other hand, to attract and retain core employees, it is important for companies to develop strategies to enhance employees’ organizational commitment (OC) as well. The purpose of this research is to explore the concept of internal CSR and its impact on employee organizational commitment and turnover intention (TI). The main survey is carried out through the Internet, resulting in 216 employee responses. The results show that employment stability, working environment, skill development, equality of opportunities, fair wages, and empowerment have positive effects on employees’ organizational commitment. Moreover, skill development and empowerment have a negative effect on employees’ turnover intention. In addition, a mediating role of organizational commitment on turnover intention is detected.

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