| 摘要: | 對於組織而言，員工離職過而不及都會對企業造成不良的影響，所以組織應需要有具體的策略與方法，以降低造成員工離職之原因與離職後的影響。在國內外文獻指出，員工協助方案是以工作為基點所設計的協助方案，協助與解決有關組織生產力之問題。此方案可以有效提昇員工工作穩定度、降低員工缺勤動狀況及預防員工流動，亦可增進工作環境的和諧與改善勞資關係。然而員工協助方案在台灣的施行狀況卻不十分普遍，且相關研究亦未對台灣企業施行員工協助方案進行整體性的分析與研究，因此本研究深入探討台灣企業使用員工協助方案的程度狀況與對其員工離職率的影響，期能提供適合台灣各企業推行員工協助方案之具體建議。 本研究針對台灣地區製造業、服務業、金融業之中大型企業做為研究主體，發放之問卷約為1,066份，回收之有效問卷為201份，有效回收率為18.9%。研究分析方法採敘述統計分析、集群分析以及階層迴歸。台灣員工協助方案執行狀況可分為四大類，有全方位導向、工作導向、工作健康導向型與低執行導向之企業。研究結果驗證執行員工協助方案程度較完整的企業，確實可降低員工離職率。但企業本身若無法有效瞭解員工離職原因，而未能予以控制這些潛在離職因素的話，實施再多的員工協助方案也無法降低企業本身員工離職率。因此當企業決定要施行預防員工離職之措施時，一定要全面審視企業員工離職之原因，對症下藥，這些措施也要以bundle(面面具到包裹概念)的型式推出，如此才可達到預防員工離職的目標。 Employee leave their jobs less or often that will cause the enterprise harmful influence. The organization must use specific strategics and methods to reduce the impact of employee tournover. The documents of the domestic and overseas point out that Employee Assistance Programs are worksite-based programs designed to assist in the indetification and resolution of employee productivity problems. This programs will help employee work steadily in business. Beside, to lower absence from work, to switching their jobs, to improve harmony in working place and the relations between labor and capital will reach organization performance and stregthen employee’s commitment to the organization. But the situations of appling the EAPs are not very common in Taiwan, and the related research are not carried this kind of analysist out lately. For this reason, the purpose of our research is to ascertain the relationship between the implementation of EAPs and the employee turnover rate in Taiwan. Hope can provide Taiwan industries some suitable suggestions for EAPs appling. Our research was undertaken by questionnaire survey. The subjects of this study come from high technology manufacturing industries, traditional manufacturing industries, service industries and finance industries.The research delivered 1066 questionnaires to selected companies which are medium and large size in Taiwan. The valid receiving questionnaire are 201, and the valid receiving rate is about 18.9%. The study undertook factor analysis, descriptive statistics analysis, linear regression and hierarchical cluster analysis. The research has found that the industries can be grouped 4 groups that are “ ommibearing orientation industries “, “ work orientation industries “, “ work-health orientation industries “, and “ low imlpemened orientation industries “.The relationship of EAPs and employee tournover rate is significant negative, indicates that the company implement EAPs, maybe have less employee turnover rate. According to this results, the research suggests that organization must realize the reasons of employee turnover and control this potential factors properly, and put the bundle measures to suit the remedy to the cases, that in order to prevent employee leaving their jobs. |
