Exploring the relationship between Employees’ Assistance Programs and Organizational Commitment: Mediation and Moderation of Self-efficacy

• Main Authors: Shu-JenLiu, 劉淑貞
• Other Authors: Quey-Jen Yeh
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/ds93k2

碩士 === 國立成功大學 === 企業管理學系碩博士班 === 100 === 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.