請用此 Handle URI 來引用此文件: http://hdl.handle.net/11455/20757
標題: The research of Employee Assistance Programs with Employee well-being and Job performance
員工協助方案對員工幸福感與工作績效之關聯性研究
作者: 林育正
Lin, Yu-Cheng
關鍵字: Employee Assistance Programs
員工協助方案
Employee well-being
Job performance
員工幸福感
工作績效
出版社: 企業管理學系所
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摘要: 員工的身心健康和工作上的情緒與企業競爭力息息相關,本研究即探討當企業實施員工協助方案(EAPs)未能夠滿足員工需求時,是否會影響員工的幸福感,進而使員工的工作績效降低;在衡量變數方面,依先前文獻將員工協助方案主要分成健康面、生活面與工作面,員工幸福感分成心理幸福感、生理幸福感、生活滿意與情緒耗竭,工作績效則分成任務績效與脈絡績效;而本研究共針對中興EMBA與靜宜EMBA之學生所屬的30家企業公司,各發出主管填寫之問卷三份與員工填寫之問卷十份,共有90份主管填寫問卷與300份員工填寫問卷,共回收22企業公司問卷,扣除填答不完整者,含54份主管問卷與163份員工問卷,有效回收率總共為55.6%,其中主管問卷回收率為60%,員工問卷回收率為54.3%。 在研究發現與貢獻上,本研究發現當企業實施EAPs未能滿足員工需求時,對員工幸福感有顯著負向影響,即員工對EAPs滿足程度越低,則其會感到心理幸福感、生理幸福感、生活滿意較低,而有較高的情緒耗竭的反應,而員工幸福感對任務績效與脈絡績效有顯著的正相關,此研究的發現即代表員工的情緒與身體狀況,會影響其在工作上的相關表現;另外研究結果發現員工幸福感對EAPs需求與實施之差異與任務績效,具有中介效果,此為本研究的最大貢獻,代表企業實施EAPs這種照顧員工的協助方案,能夠透過提升員工的幸福感,而使員工在工作績效上有所提升,在理論貢獻上,以往EAPs的研究多著重在員工的離職行為、組織承諾與工作壓力等或是探討企業實施EAPs的動機與目的為何,而本研究則是從員工的角度出發,以探討EAPs是否能改變員工的心理層面的幸福感,進而影響其工作態度與行為的角度去思考,即是以制度影響員工心理,再反應至行為上的理論邏輯基礎,在實務貢獻上,可讓目前的企業了解到EAPs是能夠直接幫助企業提昇績效的,使企業更具競爭力的方案,而不是單純只能照顧員工的花錢方案,所以本研究建議企業可從公司制度面著手,增進其員工幸福感,使工作績效提升,企業也能提升整體績效,讓企業與員工有雙贏的結果。
Physical and mental health of employees and emotions in job are related with the achievement of the company. This research is conducted to survey the practice of employee assistance programs(EAPs) and analyze EAPs' influence on employee job performance. In variation, this research divided EAPs into health, life and work aspect and divided the well-being into psychological well-being, physical well-being, life satisfaction and burnout. Besides, it divided job performance into task performance and contextual performance. After empirical analysis, we found out while the practice of EAPs couldn't meet the demands of employees, it would make a negative affect on the well-being of employees. It means that when employees have a low degree of satisfaction, their psychological well-being, physical well-being, life satisfaction are either low, and employees might have a higher reaction of burnout. Besides, the well-being have a positive relationship with task performance and contextual performance. Moreover, this research found out that the emotion and physical condition of employees would affect the job performance. The results show that the well-being have a medical effectiveness on the differences between the needs and practice of EAPs and task performance. This is the biggest contribution of the research. It also show that the practice of EAPs can increase the well-being of employees and enhance the job performance. In the contribution of the theory, most previous paper focus on the turnover rate, organizational commitment and work pressure. Some are conducted to survey the reason of the practice of EAPs in companies. However, this research is in employees' place to survey if the EAPs can improve the psychological well-being of employees and have an influence on work attitude and job behavior. That means using a system to affect the psychology of employees and further affect their behavior. In the contribution of the practice, this research help companies to figure out the importance of EAPs which can booster achievement instead of a boondoggle. Therefore, this research suggests the companies can focus on the system to improve the well-being and enhance the job performance. Then, the companies can increase the whole achievement. Finally, both of the companies and the employees can benefits from EAPs.
URI: http://hdl.handle.net/11455/20757
其他識別: U0005-1607200813360100
文章連結: http://www.airitilibrary.com/Publication/alDetailedMesh1?DocID=U0005-1607200813360100
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