| Summary: | 碩士 === 國立政治大學 === 行政管理碩士學程 === 100 === Handling of recent international events, "2010 Taipei International Flora Exposition"( TIFE), civil servants had faced unprecedented job stress from the administrative, political, judicial departments and public opinion. As to the subject of this study, it is desirable to understand the job stress of the staff, organization and staff management of the job stress, and the function of Employee Assistance Programme (EAP).Finally taking the results of the study as the reference of more and more event s held after, so that we can completed following events successfully.
This study adopted qualitative method, via in-depth interviews of TIFE important activities cadres , findings and recommendations as described later.
Key Findings
1.Aggregated job stress management literature, establish the job stress management mode of tri-directions and tri-levels : Stress management department generally have occurred from adjustment for focus, less stress potential has not yet occurred, from prevention-oriented organization and management of the angle. As previously prevented from stress caused by the organization itself, from scratch, in order to achieve the overall management and income multiplier effect.
2. Job stress experience: the overall feeling of stress in the case of higher degrees or more.Stress factors affect the feelings, in order, is the nature of job, professional level, personality traits, sir attitude.
3. Job stress sources: sequentially mainly from the Executive, the public media and Parliament.
4.Job stress reaction: psychological reaction to the majority, followed by physiological responses, and some respondents of both psychological and physiological responses, no effect on behavior.
5. Job stress adjustment: Among problem solving, emotional relief and seeking support and other methods, the emotional relief is most commonly used, and they are integratedly used, and finally solve the problem, to resolve the job stress . But no staff ask EAP for help.
6.Respondents reported: 1 organization groups to help employees manage stress well. 2. Employees want to do self stress management. 3. The percentage of employees who apply for the "Employee Assistance Program" is low, and the employee think that it will not be necessary.
Recommendations
First,stress on the organization and management advice:
1. Job stress experience: usually focus on training to increase professional capacity, select the appropriate expertise who served time activities, which had
just been suitable, less stress on the natural.
2. Job stress sources: Job stress sources mostly come from the Executive, so 1.the need for early policy decisions, so as not to reduce staff time, resulting in time pressure. 2. Policy direction should be clear, so that employees can follow. 3. Executive care and support, from solitary operations. 4. Cross-city and county activities need to strengthen coordination and communication.Maximum .
3.Lack of horizontal coordination, for consensus camp: a large number of people to participate in activities, horizontal division of labor, lack of contact, is, for consensus camp to build revolutionary emotion.
4.Establish a proper litigation mechanism to ensure that the interests of innocent civil servants to relieve their stress.
5.Unit heads to establish a direct responsibility system, and use the usual assessment tools to assist timely relieve stress.
Second, Self-management employees job stress recommendations:
1. Regarding of social media stress from Parliament and public opinion, to take rational attitude, to discuss affairs, to enforce according to law, not affected by the elections and the political parties.
2. Create a personal informal channels for social support: usually taking part in activities to establish good interpersonal relationships, mutual support, the job stress naturally decreases.
Third, Regarding of Employee Assistance Programme
1.To strengthen the implementation of the "Employee Assistance Programme" of advocacy job: The research displays staff job stress is above the avreage, but staff think that it will not be necessary to consult. Hence there is the need to strengthen advocacy.
2. The timing compulsory courses during the event: Employee assistance programme coordinated by the agency authority to arrange training courses to relieve stress, and holding compulsory training courses during the event ,so that the stress could be timely eased.
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