企業員工節能行為表現，對企業社會責任與環境永續發展具有關鍵性的影響。本文採用「節能態度」與「主觀規範」，對員工節能「行為意圖」及「節能習慣」進行相關分析與檢定；問卷之統計分析採用驗證性因素分析(CFA)和結構方程模式(SEM)。實證分析支持員工節能「節能態度」與「主觀規範」對其「知覺行為控制」有顯著的正向相關；再者，員工節能「知覺行為控制」對節能「行為意圖」有顯著的正向相關，然而「知覺行為控制」對「節能習慣」無顯著的正向相關；分析結果亦顯示員工節能「行為意圖」與對「節能習慣」有顯著的正向相關。檢定結果支持「節能態度」與「主觀規範」經由「知覺行為控制」，影響員工的「行為意圖」。研究結論與建議包含研究結果、理論與實務、管理意涵，並提出未來研究建議。

This study investigates the relationships of Subjective Norm, Energy-Saving Attitude and Perceived Behavioral Control on Energy-Saving Behavioral Intention and Energy-Saving Habit in the workplace. Data were collected through survey and analyzed with confirmatory factor analysis (CFA) and structural equation modeling (SEM). It is found that employees’ Energy-Saving Attitude and Subjective Norm are positively related to their Perceived Behavioral Control. Employees’ Perceived Behavioral Control is positively related to Energy-Saving Behavioral Intention while Perceived Behavioral Control is not significantly related to Energy-Saving Habits. Meanwhile Energy-Saving Behavioral Intentions are positively related to Energy-Saving Habits. In addition, an examination of the mediation effect reveals that employees’ Perceived Behavioral Control is a significant mediator for the Energy Saving Attitude and Subjective Norm on employee Energy-Saving Behavioral Intention in workplaces. Managerial implication and recommendation for future research are thus discussed.