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題名 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
貢獻者 韓志翔
陳嘉純
關鍵詞 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
上傳時間 30-Oct-2012 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。\n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。
參考文獻 一、 中文部分\n方隆彰(1991)。灌溉人力資源的園丁：簡介台灣幾家大企業的EAPs。管理雜誌，\n208(10)，36-38。\n林栢章、王精文(2009)。從委外式員工協助方案探討企業員工諮商內容之研究。\n中華輔導與諮商學報，26(9)，47-83。\n林桂碧 (2005)。台灣地區EAPs（員工協助方案）的發展與經驗。OECD主要會\n員國及大陸地區政府機關有關員工協助方案(EAP)相關資料。\n林桂碧 (2008)。台灣地區企業員工協助方案的現況與展望。環保資訊月刊，118。\n林萬億(1991)。人性化管理的默默耕耘者：員工協助方案的起源與主張。管理雜\n誌，208(10)，27-29。\n林萬億(1991)。勞資雙方都受益：員工協助方案的實行模式。管理雜誌，208(10)，\n30-35。\n邱皓政(2011)。 當pls遇上sem：議題與對話。 αβγ 量化研究學刊，3(1)，\n20-53。\n韋美西(2002)。員工協助方案與員工離職率關係探討。國立中央大學人力資源管\n理研究所碩士論文。\n孫景棠(2001)。台灣企業推行員工協助方案對員工態度及組織績效之研究。國立\n中山大學人力資源管理研究所碩士論文。\n黃鼎晏(2008)。從福利觀點看員工協助方案：福利滿意度、知覺組織支持與組織\n承諾的關係。國立中山大學人力資源管理研究所碩士論文。\n \n二、 英文部分\nAselage, J., & Eisenberger, R. (2003). Perceived organizational support and \npsychological contracts: a theoretical integration. Journal of Organizational Behavior, 24, 491–509.\nAtilgan, E., Aksoy, S., & Akinci, S. (2005). Determinants of the brand equity: A \nverification approach in the beverage industry in turkey. Marketing Intelligence & Planning, 23(3), 237-248.\nAttridge et al. (2010). The business value of eap: A conceptual model. EASNA \nResearch Notes, 1(10), 1-5.\nAttridge, M. et al. (2009). Eap effectiveness and roi. EASNA Research Notes, 1(3), \n1-5.\nAttridge, M. et al., (2009). History and growth of the eap field. EASNA research notes, 1, 1-4.\nAzim, A. M. M., Ahmad, A., & Omar, Z. (2011). Work-family psychological contract as a mediator in the relationships between work-family factors and organizational commitment. International Journal of Business and Social Science, 2(22), 228-235.\nBaron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in \nsocial psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.\nBerry, L. L. (1981). The employee as customer. Journal of Retail Banking, 3(1), \n33-40.\nBlancero, D., Marron, G., & eller, T. (1997). Managing psychological contract. \nEmployment Relations Today, 1-10.\nBlau, P. M. (1964). Exchange and power in social life. New York : J. Wiley.\nCagney, T. (1999). Models of service delivery. In J. M. Oher (Ed.), The employee \nassistance handbook New York: John Wiley & Sons.\nCavanaugh, M. A., & Noe, R. A. (1999). Antecedents and consequences of relational \ncomponents of the new psychological contract. Journal of Organizational Behavior, 20(3), 323-340.\nChin, W. W. (1998). The partial least squares approach for structural equation \nmodeling. In G. A. Marcoulides (Ed.), Modern methods for business research (pp. 295–336). Mahwah, NJ: Lawrence Erlbaum Associates.\nClark, A. D. (2007). The new reality: Using benefits to attract and retain talent. \nEmployment Relations Today, 47-53.\nConway, N., & Coyle-Shapiro, J. A. (2006). Reciprocity and psychological contracts: \nEmployee performance and contract fulfillment. Academy of Management Annual Meeting Proceedings, Q1-Q6.\nCottee, P. (2006). The EAP conundrum. Human Resources, 48-51.\nCoyle-Shapiro, A., & Kessler, I. (2000). Consequences of the psychological contract \nfor the employment relationship: A large scale survey. Journal of Management Studies, 37(7), 903-930.\nCoyle-Shapiro, J. A. (2002). A psychological contract perspective on organizational \ncitizenship behaviory. Journal of Organizational Behavior, 23, 927–946.\nCoyle-Shapiro, J. A., & Kessler, I. (2002). Exploring reciprocity through the lens of \nthe psychological contract: Employee and employer perspectives. European Journal of Work and Organizational Psychology, 11(1), 69-86.\nCsiemik, R. (2004). A review of eap evaluation in the 1990s. Employee Assistance \nQuarterly, 19(4), 21-37.\nCullinane, N., & Dundon, T. (2006). The psychological contract: A critical review. \nInternational Journal of Management Reviews, 8(2), 113–129.\nDiamantopoulos, A., & Winklhofer, H. M. (2001). Index construction with formative \nindicators: an alternative to scale development. Journal of Marketing Research, 43(May), 269–277.\nDickman, F., Challenger, B. R., & Richard, M. A. (2009). Employee assistance programs: A historical sketch. In M. A. Richard, W. G. Emener & W. S. Hutchison (Eds.), Employee Assistance Programs (pp. 28-33). Springfield: Charles C Thomas. \n Eisenberger, R., Armeli, S., Rexwinke, B., Lynch, P. D., & Rhoades, L. (2001). \nReciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.\nEisenberger, R., Curnmings, J., Armeli, S., & Lynch, P. (1997). Perceived \norganizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812-820.\nEisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived \norganizational support. Journal of Applied Psychology, 71(3), 500-507.\nEmployee Assistance Professionals Association( EAPA). (2010). EAPA standards and \nprofessional guidelines for employee assistance programs. Arlington: Employee Assistance Professionals Association( EAPA).\nFornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with \nunobserved variables and measurement error. Journal of Marketing Research, 18, 39–50.\nFreese, C., & Schalk, R. (2008). How to measure the psychological contract? A \ncritical criteria-based review of measures. South African Journal of Psychology, 38(2), 269-286.\nFreese, C., Schalk, R., & Croon, M. (2011). The impact of organizational changes on \npsychological contracts a longitudinal study. Personnel Review, 40(4), 404-422.\nGrover, S. L., & Crooker, K. J. (1995). Who appreciates family-responsive human \nresource policies: The impact of family-friendly policies on the organizational \nattachment of parents and non-parents. Personnel Psychology, 48, 271-288.\nGuest, D. E. (1998). On meaning, metaphor and the psychological contract: A \nresponse to Rousseau. Journal of Organizational Behavior, 19, 673-677.\nGuest, D. E. (2004). The psychology of the employment relationship: An analysis \nbased on the psychological contract. Applied Psychology: An International Review, 53(4), 541–555.\nGuest, D. E., & Conway, N. (2002). Communicating the psychological contract: an \nemployer perspective. Human Resource Management Journal, 12(2), 22-38.\nGuzzo, R. A., & Noonan, K. A. (1994). Human resource practices as communications \nand the psychological contract. Human Resource Management, 33, 447-462.\nGuzzo, R. A., Noonan, K. A., & Elron, E. (1994). Expatriate managers and the \npsychological contract. Journal of Applied Psychology, 79(4), 617-626.\nHaar, J. M., & Spell, C. S. (2004). Programme knowledge and value of work-family \npractices and organizational commitment. International Journal of Human Resource Management, 15(6), 1040-1055.\nHarlow, K. C. (1998). Employee attitudes toward an internal employee assistance \nprogram. Journal of Employment Counseling, 35(3), 141-150.\nHeskett, J. L., Jones, T. O., Loveman, G. W., Sasser, Jr., W. E., & Schlesinger, L. A. \n(2008). Putting the service-profit chain to work. Harvard Business Review, July-August, 118-129.\nKeller, K. L. (1993). Conceptualizing, measuring, and managing customer-based \nbrand equity. Journal of Marketing, 57(1), 1-22.\nKeller, K. L. (2008). Strategic brand management : building, measuring, and \nmanaging brand equity. (3 ed.). Upper Saddle River, N.J.: Pearson Prentice Hall.\nKing, C., & Grace, D. (2008). Internal branding: Exploring the employee’ s \nperspective. Journal of Brand Management, 15, 358-372.\nKing, C., & Grace, D. (2009). Employee based brand equity: A third perspective. \nServices Marketing Quarterly, 30, 122–147.\nKing, C., & Grace, D. (2010). Building and measuring employee-based brand equity. \nEuropean Journal of Marketing, 44, 938-971.\nKossek, E. E. (1989). The acceptance of human resource innovation by multiple \nconstituencies. Personnel Psychology, 42(2), 263-281.\nLambert, S. J. (2000). Added benefits: The link between work-life binefits and \norganizational citizenship behavior. Academy of Management Journal, 43(5), \n801-815.\nLassar, W., Mittal, B., & Sharma, A. (1995). Measuring customer-based brand equity. \nThe Journal of Consumer Marketing, 12(4), 11-19.\nLevinson, H. (1962). A psychologist looks at executive development. Harvard \nBusiness Review, 40(5), 69-75.\nLevinson, H. (1965). Reciprocation: The relationship between man and organization. \nAdministrative Science Quarterly, 9(4), 370-390.\nLings, I. N., & Greenley, G. E. (2005). Measuring internal market orientation. Journal \nof Service Research, 7(3), 290-305.\nMacNeil,Ian R.,1985.Relational Contract：What We Do and Do Not Know, \nWisconsin Law Review, 483-525.\nMasi, D. A., & Friedland, S. J. (1988). Eap actions & options. Personnel Journal, \n67(6),61-67.\nMeyer, J., & Davis, E. (2002). Workplace chaplains: Filling a need traditional eaps \ncan`t meet. Benefits Quarterly, 18(3), 22-26.\nMillward, L. J., & Hopkins, L. J. (1998). Psychological contracts, organizational and \njob commitment. Journal of Applied Social Psychology, 28(16), 1530-1556.\nMilne H., Blum. C., & Roman M. (1994). Factors influencing employees` propensity \nto use an employee assistance program. Personnel Psychology, 47, 123-145. \nMoroko, L., & Uncles, M. D. (2008). Characteristics of successful employer brands. \nJournal of Brand Management, 16, 160 – 175.\nMuse, L., Harris, S. G., Giles, W. F., & Feild, H. S. (2008). Work-life benefits and \npositive organizational behavior: is there a connection?. Journal of Organizational Behavior, 29, 171–192.\nMuse, L., Harris, S. G., Gilles, W. F., & Field, H. S. (2008). Work-life benefits and \npositive organizational behavior: is there a connection?. Journal of Organizational Behavior, 29, 171-192.\nNunnally, J. (1978). Psychometric Theory, New York, McGraw-Hill.\n\nOsterman, P. (1995). Work/family programs and the employment relationship. \nAdministrative Science Quarterly, 40, 681-700.\nPunjaisri, K., & Wilson, A. (2007). The role of internal branding in the delivery of \nemployee brand promise. Journal of Brand Management, 15, 57-70.\nRhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of \nthe literature. Journal of Applied Psychology, 87(4), 698–714.\nRhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the \norganization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836.\nRobinson, S. L. (1996). Trust and breach of the psychological contract. Administrative \nScience Quarterly, 41(4), 574-599.\nRobinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB: The \neffect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16, 289-298.\nRobinson, S. L., Kraatz, M.S. & Rousseau, D. M. (1994). Changing obligations and \nthe psychological contract: A longitudinal study. Academy of Management Journal, 37, 1,137-152.\nRousseau, D. M. (1989). Psychological and implied contracts in organizations. \nEmployee Responsibilities and Rights Journal, 1(2), 121-139.\nRousseau, D. M. (1990). New hire perceptions of their own and their employer`s \nobligations: A study of psychological contracts. Journal of Organizational Behavior, 11, 389 400.\nRousseau, D. M. (1995). Psychological contracts in organizations : understanding \nwritten and unwritten agreements. Thousand Oaks: SAGE Publications.\nRousseau, D. M. (2000). Psychological contract inventory: Technical report. \nPittsburgh, PA: Carnegie Mellon University.\nRousseau, D. M. (2004). Psychological contracts in the workplace: Understanding the \nties that motivate. Academy of Management Executive, 18(1), 120-126.\nRousseau, D. M., & Tijoriwala, S. A. (1998). Assessing psychological contracts: \nIssues, alternatives and measures. Journal of Organizational Behavior, 19, 679-695.\nSchein, E. H. (1980). Organizational psychology . (3 ed.). Englewood Cliffs, N.J.: \nPrentice-Hall.\nShore, L. M., & Shore, T. H. (1995). perceived organizational support and \norganizational justice. In R. S. Cropanzano & K. M. Kacmar (Eds.), \nOrganizational Politics, Justice, and Support: Managing the Social Climate of the Workplace (pp. 149-164). Quorum: Westport.\nShore, L. M., & Tetrick, L. E. (1994). The psychological contract as an explanatory \nframework in the employment relationship. Trends in Organizational Behavior, 1, 91-109.\nShore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: \nComparison of affective commitment and continuance commitment with \nperceived organizational support. Journal of Applied Psychology, 78(5), 774-780.\nShore, L. M., Coyle-Shapiro, J. A., Chen, X., & Tetrick, L. E. (2009). Social exchange \nin work settings: Content, process, and mixed models. Management and Organization Review, 5(3), 289–302.\nSturges, J., Conway, N., Guest, D., & Liefooghe, A. (2005). Managing the career deal: \nThe psychological contract as a framework for understanding career management, organizational commitment and work behavior. Joumal of Organizational Behavior, 26, 821-838.\nTosti, D. T., & Stotz, R. D. (2001). Building your brand from the inside out. \nMarketing Management, 10(2), 28-33.\nWilden, R. M., Gudergan, S., & Lings, I. N. (2006). Employee-based brand equity. \nPaper presented at Anzmac conference, Australia.\n \n三、 網站部分\n行政院勞工委員會勞工紓壓健康網 (2009)。\nhttp://wecare.cla.gov.tw/lcs_web/index.aspx\n范淑婷 (2009)。 員工協助方案個人諮詢服務使用率的反思。取自 \nhttp://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
資料類型 thesis
dc.contributor.advisor 韓志翔zh_TW
dc.contributor.author (Authors) 陳嘉純zh_TW
dc.creator (作者) 陳嘉純zh_TW
dc.date (日期) 2011en_US
dc.date.accessioned 30-Oct-2012 11:18:33 (UTC+8)-
dc.date.available 30-Oct-2012 11:18:33 (UTC+8)-
dc.date.issued (上傳時間) 30-Oct-2012 11:18:33 (UTC+8)-
dc.identifier (Other Identifiers) G0983550462en_US
dc.identifier.uri (URI) https://ah.lib.nccu.edu.tw/item?item_id=62007-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所zh_TW
dc.description (描述) 98355046zh_TW
dc.description (描述) 100zh_TW
dc.description.abstract (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。\n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。zh_TW
dc.description.tableofcontents 第一章 緒論 1\n第一節 研究動機 1\n第二節 研究目的 5\n第三節 研究流程 6\n第二章 文獻探討 7\n第一節 員工協助方案 7\n第二節 社會交換理論 19\n第三節 以員工為本的品牌權益 26\n第四節 員工協助方案、以員工為本的品牌權益與其他變數之間的關係 32\n第三章 研究方法 38\n第一節 研究假設與架構 38\n第二節 研究變項與測量方式 40\n第三節 研究對象 45\n第四節 資料分析方法 45\n第四章 研究分析 50\n第一節 樣本特性與敘述性統計 50\n第二節 信度與效度分析 56\n第三節 個人因素在員工對EAP服務需求程度差異比較 61\n第四節 結構模型檢定 68\n第五節 小結 70\n第五章 結論與建議 71\n第一節 結論與探討 71\n第二節 研究貢獻與建議 75\n第三節 研究限制與後續研究方向 77\n參考文獻 79\n附錄一 正式問卷 92zh_TW
dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0983550462en_US
dc.subject (關鍵詞) 員工協助方案zh_TW
dc.subject (關鍵詞) 心理契約滿足zh_TW
dc.subject (關鍵詞) 知覺組織支持zh_TW
dc.subject (關鍵詞) 以員工為本的品牌權益zh_TW
dc.title (題名) 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zh_TW
dc.title (題名) Research of the relationship between employees` awareness of and satisfaction with employee assistance programs and employee-based brand equity: perceived organizational support as a mediatoren_US
dc.type (資料類型) thesisen
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Employee-based brand equity. \nPaper presented at Anzmac conference, Australia.\n \n三、 網站部分\n行政院勞工委員會勞工紓壓健康網 (2009)。\nhttp://wecare.cla.gov.tw/lcs_web/index.aspx\n范淑婷 (2009)。 員工協助方案個人諮詢服務使用率的反思。取自 \nhttp://blog.xuite.net/wendyfan/paper/27863493zh_TW