Choi Woo-Sung, Wang Wenxian, Kim Hee Jin, Lee Jiman, Kang Seung-Wan
College of Business, Gachon University, Seongnam 13120, Republic of Korea.
School of Innovation and Entrepreneurship, Wannan Medical College, Wuhu 241002, China.
Behav Sci (Basel). 2024 Jul 17;14(7):606. doi: 10.3390/bs14070606.
Enhancing corporate accountability in areas such as environment, social, and governance (ESG) has solidified its role in the discussion on improving corporate resilience and growth. ESG management activities not only augment corporate sustainability and risk control but also influence the professional roles and personal lives of members through their perceived ESG. Historically, most ESG research has centered on the interrelation of corporate ESG endeavors and outcomes, while studies focusing on the influence of perceived ESG on members have been sparse. In this light, our investigation, rooted in the conservation of resources theory, aimed to delineate the mechanistic link between perceived ESG and members' psychological well-being. This study employed a stratified random sampling technique and collected data across three waves, each spaced four weeks apart. Our sample comprised 325 Korean employees working in administrative, technical, service, and sales roles. This study recruited 325 Korean employees across three time-lagged phases and found that ESG comprehension enhances job meaningfulness, subsequently amplifying psychological wellness. Intriguingly, as pay satisfaction escalates, the mediating role of job meaningfulness between perceived ESG and well-being intensifies. Our study underscores that for organizations to harness perceived ESG to boost psychological well-being via job meaningfulness, managing pay satisfaction is imperative. These findings highlight a crucial policy implication: policymakers must actively promote ESG awareness and incorporate it into employee compensation strategies. This integration is essential to cultivating a healthier, more engaged workforce and driving long-term organizational success.
加强企业在环境、社会和治理（ESG）等领域的问责制，已巩固了其在改善企业恢复力和增长的讨论中的作用。ESG管理活动不仅增强了企业的可持续性和风险控制，还通过员工对ESG的认知影响他们的职业角色和个人生活。从历史上看，大多数ESG研究都集中在企业ESG努力与成果的相互关系上，而关注员工对ESG的认知影响的研究则较为稀少。有鉴于此，我们基于资源守恒理论进行的调查，旨在阐明员工对ESG的认知与心理健康之间的机制联系。本研究采用分层随机抽样技术，分三个阶段收集数据，每个阶段间隔四周。我们的样本包括325名担任行政、技术、服务和销售岗位的韩国员工。本研究在三个时间滞后阶段招募了325名韩国员工，发现对ESG的理解能提升工作意义，进而增强心理健康。有趣的是，随着薪酬满意度的提高，工作意义在员工对ESG的认知与幸福感之间的中介作用会增强。我们的研究强调，对于组织而言，要通过工作意义利用员工对ESG的认知来提升心理健康，管理薪酬满意度至关重要。这些发现凸显了一个关键的政策含义：政策制定者必须积极推广ESG意识，并将其纳入员工薪酬策略。这种整合对于培养更健康、更敬业的员工队伍以及推动组织的长期成功至关重要。
