A Study of the Relationship between EAPs Satisfaction and EAPs Cost-Effectiveness Analysis

• Main Authors: Mei-Pin Hsiang, 向梅萍
• Other Authors: Fang-Hsi Chiu
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/3k8e6m

碩士 === 靜宜大學 === 青少年兒童福利研究所 === 91 === Employees being served in their working places in the Employee Assistance Programs, nevertheless, we could hardly find relative research from the employees’ point of view. The research mainly emphasis on two groups’ opinions: The satisfaction of employees in the Employee Assistance Programs;and, the Cost-effectiveness Analysis of the Employee Assistance Programs from the directors’ point of view. The goal of this research is to understand relative factors of which may effect the satisfaction in the Employee Assistance Programs, thus to provide a better solution for the company which has designed the Employee Assistance Programs. Mail questionnaire, the Quantitative Research and the focus group interview,the Qualitative Research, are both used in this research. The research target is the employees and directors in the headquarters in an enterprise in which has exacted the Employee Assistance Programs for thirty years. The instruments for this research are a self-designed questionnaire and the interview outline of the focus group. The results of this research are as follow: 1. There are four types of program assessments: in the Leisure Programs, Out Door Activities, such as hiking, fishing, camping, is the most satisfying one. In the Organization Development Programs, the Company promised it’s a long-term vision with a short-term strategy, and the Company has had yearly plan are the most satisfying programs. In the On Work Education Programs, New Initiated Employees’ Training Classes is the most satisfying one. In the Intervention Treatment Programs, Medical Treatment Assistance Program is the most satisfying one. 2. There are four less satisfying programs: the Child-care Assistance Program,the Elders-care Assistance Program, the Pre-retirement Counseling Program, and the Employee Appealing Procedure Guidance Program. The Company dose not provide relative plans, for instances, retirement plan, child-care, elders-care, and insurance for employees should be the reason that affect the satisfaction of these Assistance Programs. 3. Different sex shows different satisfaction in the Leisure and Organization Development Programs, especially in the Leisure Programs. Generally speaking,females will only join less exciting activities. 4. Employees with different educational backgrounds show significant differences in the Organization Development Programs. The employees with college degrees give higher satisfaction than satisfaction of those who are graduated from high schools. Over all speaking, directors’ satisfaction is higher than employees’ in the Organization Development Assistance Programs. The researcher found that, in the Company most of the important schemes were completed by higher level directors only, the lower level employees feel isolated in decision-making procedures. 5. The directors’ satisfaction with the Employee Assistance Programs correlated to the effectiveness of the Employee Assistance Programs. An enterprise in which provides Employee Assistance Programs would obtain higher productivity, reduce accidents, decrease percentage of absences and job switch, and improve the harmony in the working environment. The research proves that the directors’ satisfaction with the Employee Assistance Programs correlated to the effectiveness of the Employee Assistance Programs.