员工节能习惯影响因素研究

构建员工节能习惯影响因素模型, 提出节能态度和个人规范正向影响员工节能习惯, 感知伤害正向影响节能态度、个人规范以及节能习惯。利用问卷调查方法从企业员工中收集数据, 采取偏最小二乘法, 分析了测量模型的信度和效度, 分析结构模型并进行了研究假设检验。研究结果显示:积极的节能态度和个人规范显著正向影响员工节能习惯;员工的感知伤害不但可以直接影响节能习惯, 而且可以通过影响节能态度和个人规范产生间接影响。根据这些结果, 企业可以通过宣传节能意义, 改变员工节能态度, 提高个人规范和感知伤害来促使员工形成节能习惯。

Determinants of Employee Energy Saving Habit

This paper built a model to study determinants of employee energy saving habit. Energy saving attitude and personal norm were proposed to influence energy saving habit. Perceived harm was proposed to influence energy saving attitude, personal norm and energy saving habit. Survey method was undertaken to collect data from employees. Partial least square method was used to analyze the data: reliability and validity of the measurement model were analyzed; then the structural model was analyzed and research hypotheses were tested. Results showed that: both energy saving attitude and personal norm positively influence employee energy saving habit; employee’s perceived harm can directly influence energy saving habit; it also has indirect influence by influencing energy saving attitude and personal norm. Based on these results, companies can propagandize the significance of energy saving, promote employee’s energy saving attitude, personal norm and perceived harm in order to promote the formation of employee energy saving habit.