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    题名: 員工對員工協助方案的知曉以及滿意程度與以員工為本的品牌權益之關聯性研究：以知覺組織支持為中介變數
    Research of the relationship between employees` awareness of and satisfaction with employee assistance programs and employee-based brand equity: perceived organizational support as a mediator
    作者: 陳嘉純
    贡献者: 韓志翔
    陳嘉純
    关键词: 員工協助方案
    心理契約滿足
    知覺組織支持
    以員工為本的品牌權益
    日期: 2011
    上传时间: 2012-10-30 11:18:33 (UTC+8)
    摘要: 近年來，台灣職場環境日益浮現關於超長工時、過勞與壓力等身心問題，且自殺消息頻傳，影響員工甚鉅。因此，專家學者紛紛呼籲企業要重視員工的心理健康與福利，應實施員工協助方案(employee assistance programs, EAP)。然而，儘管此福利方案立意良善，但其低落的使用率卻往往使企業基於成本考量而缺乏設置意願。根據管理學知名大師彼得杜拉克（Peter F. Drucker）所言:「過去衡量企業好壞的指標，是看其員工創造了多少經濟價值，但以後會看企業如何對待它的員工」，足見善待員工，是判斷企業為「好企業」的依據。企業重視員工的福祉，將能傳達企業關懷員工的訊息，在員工心中創造一個良好的「雇主品牌」。因此，本研究試圖採取社會交換理論之觀點，以員工對於EAP的知曉與心理契約滿足程度為自變數，並透過知覺組織支持的中介，探討其與建立「以員工為本的品牌權益(employee-based brand equity, EBBE)」之間的關聯性。
    本研究以公司有實施EAP的員工為研究對象進行問卷調查，共回收有效問卷218份。藉由路經分析可發現，透過知覺組織支持的完全中介，員工對於EAP的知曉與心理契約滿足程度將正向顯著地影響以員工為本的品牌權益之形成。此研究結果證實了，無論員工是否使用EAP，只要公司根據員工對於服務內容的需求設置EAP，並透過EAP的宣傳、推廣增進員工對於EAP的認識，讓員工感受到公司對於員工身心健康的重視，將能夠強化員工心中的雇主品牌，促使員工展現與公司品牌一致的行為表現，產生以員工為本的品牌權益，為組織創造更大的效益。
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    三、 網站部分
    行政院勞工委員會勞工紓壓健康網 (2009)。
    http://wecare.cla.gov.tw/lcs_web/index.aspx
    范淑婷 (2009)。 員工協助方案個人諮詢服務使用率的反思。取自
    http://blog.xuite.net/wendyfan/paper/27863493
    描述: 碩士
    國立政治大學
    企業管理研究所
    98355046
    100
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0983550462
    数据类型: thesis
    显示于类别:[企業管理學系] 學位論文

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