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研究生:劉淑貞
研究生(外文):Shu-JenLiu
論文名稱:員工協助方案與組織承諾關係之探究:以自我效能為中介與調節
論文名稱(外文):Exploring the relationship between Employees’ Assistance Programs and Organizational Commitment: Mediation and Moderation of Self-efficacy
指導教授:葉桂珍葉桂珍引用關係
指導教授(外文):Quey-Jen Yeh
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系碩博士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2012
畢業學年度:100
語文別:中文
論文頁數:48
中文關鍵詞:員工協助方案自我效能組織承諾社會交換理論
外文關鍵詞:employee assistance programorganizational commitmentjob self-efficacysocial exchange theory
相關次數:
  • 被引用被引用:10
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隨著經濟轉型,競爭加劇,不僅企業求新求變以因應環境,員工價值觀也在此影響下,產生了許多改變。現今薪資已不再是員工對組織具有忠誠的主要因素,制度福利、升遷機會、工作成就感等也影響員工之去留。企業推動員工協助方案,是組織滿足員工需求的一種福利措施,主動追求個人與組織最大利益。但推動員工協助方案,企業必須長期地投注成本,卻很難從財務上看出其是否值得,只能從信任、承諾、離職率、滿意度來衡量其效益。
從文獻中發現,企業實施員工協助方案確實會影響組織承諾。而組織與個人的關係建立是以社會交換為基礎。當組織表現關心員工,員工便給予承諾以回報組織。但在此過程中,自我效能扮演了甚麼角色,便是本研究之研究目的。
本研究經過迴歸分析發現,自我效能在員工協助方案與組織承諾間扮演了中介的角色。當員工熟悉並使用協助方案,能增加完成任務的信心與自我價值,並接受到組織對員工的支持,進而提升對組織的承諾。

With economic development and transformation, organizations and employees change their values to fit the environment. Not only the salary, but the welfare, promotion and job satisfaction make up the factors for employees to commit to the organizations. The enterprises maximize the interests of individuals and organizations by means of promoting employee assistance programs (EAPs), the welfare to fulfill employees’ demands. Nevertheless, EAPs do not “come on the cheap”, and short cuts in provision can be costly in the long run. It is hard to evaluate the cost-efficiency of EAPs, but EAPs are measurable by trust, commitment, turnover, and satisfaction.
The EAPs have effect on organizational commitment. According to social exchange theory, organization is related to employees with relationship of “take care of employees”, and employees feedback with commitment. The objective is to understand what the role of self-efficacy is.
Regression analysis shows that self-efficacy is a mediator between EAPs and organizational commitment, Employees’ familiarity and utilization of the program increase their confidence in completing tasks and self-worth. On receiving the supporting messages from organization, in the meantime, they raise their commitment to the organization.

中文摘要 I
Abstract II
誌謝 III
目錄 IV
表目錄 VI
圖目錄 VII
第壹章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 3
第貳章 文獻探討 4
第一節 員工協助方案 4
第二節 員工協助方案在台灣 6
第三節 以社會交換理論之角度探討組織措施對員工之影響 9
第四節 員工協助方案與組織承諾之探究 10
第五節 自我效能 12
第参章 研究方法 15
第一節 研究架構與假設 15
第二節 各變數之操作型定義及衡量 16
第三節 研究對象與資料蒐集 20
第四節 資料分析方法 20
第肆章 研究結果 22
第一節 樣本資料統計 22
第二節 因素與信度檢定 25
第三節 Pearson相關分析 28
第四節 迴歸分析 30
第伍章 結論與建議 35
第一節 管理意涵 35
第二節 研究限制與後續研究建議 37
參考文獻 39
中文文獻部分 39
英文文獻部分 40
附錄一 正式問卷 44

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