Influence of Corporate Social Responsibility on Employees' Creative Behavior and Turnover Intention in Professional Team Sports Organizations: The Mediating Role of Subjective Well-Being

企業社會責任對職業團隊運動組織員工創造力行為與離職意願的影響：主觀幸福感中介作用

10.5297/ser.202406_26(2).0003

I-Wei Chung(鍾易瑋)；Fong-Jia Wang(王豐家)；Chih-Fu Cheng(鄭志富)；Kuo-Feng Tseng(曾國峰)

self-determination theory ； partial least squares structural equation modeling ； stimulus-organism-response (S-O-R) model ； mediating effect ； 自我決定理論 ； 偏最小平方法結構方程模型 ； 刺激－有機體－反應模型 ； 中介效果

大專體育學刊

26卷2期（2024 / 06 / 30）

138 - 156

英文;繁體中文

Corporate social responsibility (CSR) practices have gained prominence in professional team sports organizations, with teams actively incorporating CSR initiatives into their operations. This study aims to examine the influence of subjective well-being (SWB) on employee participation in CSR initiatives within professional team sports organizations. Adopting the perspective of self-determination theory, a research model is developed to explore the theoretical connections between perceived CSR, SWB, creative behavior (CB), and turnover intention (TI). This study's respondents are employees of professional team sports organizations in Taiwan; a total of 263 valid questionnaires were collected from current players, coaches, and other administrative staff. Partial least squares structural equation modeling (PLS-SEM) was used for statistical testing. Findings reveal that the employees' perceptions of CSR events have a positive influence on CB while negatively affecting TI. Moreover, SWB has a mediating effect on the relationship between perceived CSR, CB, and TI. We conclude that through the mediating role of SWB, the theoretical basis for the implementation of CSR initiatives by professional team sports organizations can be better understood. Practical advice on enhancing employee well-being and driving positive outcomes through the effective execution of CSR initiatives is also offered. By granting employees the autonomy to propose and influence CSR policies, managers can significantly boost employee well-being through increased participation and impact.

企業社會責任實踐已成為職業團隊運動組織重視的焦點，各團隊皆積極將企業社會責任活動視為經營方針。本研究旨在探討主觀幸福感對職業團隊運動組織員工參與企業社會責任活動的影響。基於自我決定理論的觀點，透過研究模型來驗證知覺企業社會責任、主觀幸福感、創造力行為和離職傾向之間的理論關係。研究填答者為臺灣職業團隊運動組織的員工，共計263份有效問卷，包含職業球員、教練及相關行政人員，並採用偏最小平方法結構方程模型進行統計檢驗。本研究結果表明：員工知覺企業社會責任的看法對創造力行為有正面影響，同時對離職意願有負面影響；主觀幸福感於知覺企業社會責任與創造力行為、離職意圖之間的關係具有中介效果。本研究結論指出，透過主觀幸福感的中介作用，對職業團隊運動組織推行企業社會責任活動，能更瞭解其理論依據。此外，為職業團隊運動組織提供實務上的見解，對球團推行相關企業會責任活動時，應賦予員工更高的自主性與決策空間，藉以提升員工參與程度與影響力，從而有效提升員工的幸福感及相關活動的效益。