Correlations between Employee Assistance Programs and Civil Servants' Work Stress and Job Satisfaction : A Case Study of the Taichung City Government

• Main Authors: LIN, LI-YI, 林麗宜
• Other Authors: Ko, Yih-Lung
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/77855256276774148931

碩士 === 東海大學 === 第三部門碩士在職專班 === 102 === This study explores the correlations between Employee Assistance Programs (EAPs) and civil servants' work stress and job satisfaction. A cross-sectional research design was adopted and data collection lasted from Febrary 1st, 2013 to April 1st, 2013. A survey questionnaire was administrated with the civil servants working in the Highest-Level Affiliated Institutions and the District Offices, Subsidiary and Affiliated Institutions of the Taichung City Government. The Police Bureau, the Fire Bureau, schools of all levels and kindergartens were excluded in consideration of the distinct nature of their specific services. A total of 700 copies of the questionnaire were distributed and the return rate of effective responses is 79.6%. Research instruments include the Occupational Stress Index and a self-designed questionnaire on job satisfaction, with the reliability of 0.980 and 0.963 respectively. Data was analyzed by Pearson's correlation, t-test, one-way MANOVA, and stepwise regression. The major findings were as follows: 1. The age average of the sampled civil servants is 40; the majority of the sample is female, college-educated, and married; the average year of civil services is 11; and most of the sample are junior-ranked and non-supervisors. 2. The age, years of service and salary of the civil servants are negatively related to their work stress; there are education-level and rank-level differences on work stress. 3. The age, years of service and salary of the civil servants are positively related to their job satisfaction. 4. For the civil servants who have utilized the Employee Assistance Programs, theirwork stressand job satisfaction are negatively related; for the civil servants notparticipating in the EAP, their work stress as reflected in the 'family-job interaction'dimension does not show any significant relations to their job satisfaction. 5. 'Organizational structure and atmosphere' is the most predictive factor forjob satisfaction, while 'family-job interaction'and'self-perceived economic status' are the second best predictors for job satisfaction. Based on the above findings, this thesis makes the following suggestions: Supervisors are suggested to remain open-minded and supportive for their subordinates; government institutions should provide communication and interaction channels for their employees according to their work stress dimensions, strengthen the Employee Assistance Programs, establish positive exterior social resource systems, and encourage their employees to utilize the Employee Assistance Programs they need.