員工推薦計畫，是上市上櫃公司最具成本效益的人才獲取管道之一，然而影響員工推薦意願的態度和ESG因素，有待進一步本土化研究獲得證實。 本研究以台灣電子設備產業某上櫃公司為個案研究，收集了300名員工有效問卷為樣本，探討了員工推薦意願決定因素。研究採用多結構的分析框架，涵蓋企業永續的三個基本維度－環境、社會和治理，並加上財務支持、組織承諾、聲譽關注和感知風險，並假設組織品牌在其中扮演中介的角色。 本研究採用個案研究法，運用皮爾遜相關分析、二階層級迴歸及結構方程模型，進行統計資料分析。在所有自變項的分析結果之中，公司治理（β = +.509，p < .001）和聲譽顧慮（β = −.450，p < .001）是員工推薦意願的顯著預測因子；企業品牌則扮演了重要的中介角色，適度提升員工內部推薦意願的程度。 本研究建構了以實證進行驗證的統計模型，該模型初步驗證了組織品牌定位是一個連結企業永續認知與員工內部推薦意願的核心機制，並對於: 1.雇主品牌策略、2.內部推薦意願，以及 3.公司治理透明度的溝通實踐，提供個案在管理上的應用啟示、研究限制與後續研究方向。;Employee referral programs represent one of the most cost， effective talent acquisition channels available to organizations， yet the attitudinal and organizational antecedents of employees’ willingness to make referrals remain underexplored locally in Taiwan. This study examined the determinants of Employee Referral Willingness (ERW) among N = 300 full-time employees， drawing on a multi， construct framework encompassing three main dimensions of corporate sustainability， namely Environmental (E)， Social (S)， and Governance (G)， alongside with the Financial Support (F)， Organizational Commitment (OC)， Reputation Concern (RC)， and Perceived Risk (PR)， with Organizational Branding (OB) hypothesized as a mediating mechanism. By case study approach in Taiwan， via Pearson correlation analysis， two-step hierarchical regression， and structural equation modelling (SEM) were employed. Among the result of all the independent variables， Governance (β = +.509， p < .001) factor and Reputation Concern (β = −.450， p < .001) were two significant predictors of employee referral willingness; while organizational branding played a role to increase the willingness of employee referral. The case study contributes an empirically validated model that positions “Organizational Branding” as the central mechanism linking ESG perceptions to employee ambassadorship， with implications for 1. Employer branding strategy， 2. Referral program design， and 3. Corporate governance transparency communication practices.
