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|Title: ||迎向共好之職場偏差行為原因分析及改善協助建議-以A公司建置員工協助方案需求評估為例;An analysis of the causes of workplace deviant behaviors and recommendations for improvement - A case study on the needs assessment for the employee assistance program of a corporation|
|Authors: ||王姿藺;Wang, Tzu-lin|
|Keywords: ||職場偏差行為;員工偏差行為;員工協助方案;知覺組織支持;知覺主管支持;workplace deviant behavior;employee deviant behavior;employee assistance program;perceived organizational support;perceived supervisor support|
|Issue Date: ||2019-09-03 12:09:25 (UTC+8)|
本研究結果依據個案公司探討所發現之現況問題，並參照最佳實務文獻及國內標竿企業作法，提出六項員工協助措施改善建議，期能有效個案公司現況問題，提升企業競爭力。;In recent years, social news frequently report significant damage in the enterprise’s image and operation and even costly problems in the society caused by workplace deviant behaviors. In addition to the direct costs, the employee’s workplace deviant behaviors also forced the decline of productivity of the corporations. The loss in the competitiveness of the enterprise will lead to even more indirect costs that are difficult to estimate.
In this case study, the number of disciplinary actions took place has doubled in the previous three years, from 41 to 97 by 2018, and has seriously challenged the management. The reasons for employee misconduct are becoming more and more complicated with globalization, changes in social structure, labor supply situation, family types, and aging society. In response to the employees’ diverse social needs and to assist with their various personal problems, the companies offer “Employee Assistance Programs (EAPs)” to help employees deal with organizational or personal issues which lead to reduced productivity, so as to enhance laborers′ competency as well as physical and mental health, increase the competitiveness of the enterprise, and create a win-win situation for employers and employees.
The specific aims of this study are as follows: (1) For the disciplinary actions taken in the case-study company from 2016 to 2018, we analyze the deviant behaviors and the leading causes; (2) a survey of practical research on EAPs and best practices; (3) provide conclusive needs assessment for establishing EAPs tailored to the case-study company.
The results show that consistent with the social exchange theory, the employees improved their work performance when they perceived organizational and supervisory supports. On the contrary, low perceived organizational and supervisor supports frequently led to deviant behaviors.
Based on findings of current obstacles in the case-study company, and the best practical literature and domestic best practices, six recommendations for the EAP improvement are proposed to improve the current situation as well as the competitiveness of the enterprise.
|Appears in Collections:||[人力資源管理研究所碩士在職專班 ] 博碩士論文|
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