基于计划行为理论的节能意愿影响因素——以知识型员工为例  

Determinants of Energy Saving Intention in Organizations——A Study of Knowledge Workers Based on the Theory of Planned Behavior

作　　者：张毅祥[1] 王兆华[1] 

机构地区：[1]北京理工大学管理与经济学院能源与环境政策研究中心,北京100081

出　　处：《北京理工大学学报（社会科学版）》2012年第6期7-13,共7页Journal of Beijing Institute of Technology：Social Sciences Edition

基　　金：教育部人文社会科学研究青年基金资助项目"基于社会认知理论的节能行为影响因素及作用机理研究--以都市写字楼员工为研究对象"(12YJC630301);中国博士后科学基金资助项目(2012M510008);国家自然科学基金资助项目(71203007);国家自然科学基金资助项目(71173017);教育部新世纪优秀人才支持计划(NCET-10-0048)

摘　　要：以办公楼知识型员工为研究对象,基于计划行为理论,结合组织氛围文献,构建了员工节能行为模型。提出了组织节能氛围的概念,研究它影响员工节能行为的作用机理。利用调查问卷,在北京地区,从办公楼知识型员工收集数据,采取偏最小二乘路径建模方法分析数据,验证研究模型。结果表明:积极的节能态度和感知行为控制对员工节能行为意愿具有促进作用;组织节能氛围显著正向影响主观规范;组织节能氛围和主观规范对员工节能行为意愿没有直接作用,他们通过影响节能态度间接影响员工节能行为意愿。根据这些结果,公司可以通过营造良好节能氛围,宣传节能意义,提高员工节能态度、感知行为控制以及主观规范,从而促进员工节能。Taking knowledge workers as example, based on Theory of Planned Behavior（TPB）, this paper built a model of employee energy saving in organizations. The concept of organizational energy saving climate was constructed, and used to study how it influenced employee energy saving in organizations. Survey data were collected from office knowledge workers in Beijing. Partial Least Square （PLS）path modeling method was used to analyze the collected data. Results showed that： hoth positive energy saving attitude and perceived behavior control influence employee energy saving intention positively; organizational energy saving climate influences subjective norm positively; neither organizational energy saving climate nor subjective norm directly influences employee energy saving intention, but both indirectly influence employee energy saving intention through energy saving attitude. Based on these results, companies can promote employee energy saving in organizations by building an energy saving climate, propagandizing the significance of energy saving, as well as improving employees＇energy saving attitude, perceived behavior control and subjective norm.

关 键 词：员工节能 组织节能氛围 计划行为理论 主观规范 节能态度 感知行为控制 

分 类 号：F205[经济管理—国民经济] C936[经济管理—管理学]