| 摘要(英) |
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. |
| 參考文獻 |
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