A Study of Relationship between Satisfaction with Employee Assistance Programs and Turnover Intention in High-tech Industry－The Mediating effects of Organizational Commitment

• Main Authors: Ya-Yun Wang, 王雅云
• Other Authors: 鄭晉昌
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/5m375n

碩士 === 國立中央大學 === 人力資源管理研究所 === 106 === High-tech industry has continually developed for these years in Taiwan, and employees easily experience stress and the feelings of unsafety in the workplace because of the high environmental uncertainty. More and more people suffer from depression and obesity, employees with depression and obesity are more likely to get physical and mental illnesses which negatively influence the individual and organizational performance. Employee Assistance Programs (EAPs) can help employees resolve a variety of different work/life issues, then improve individual and organizational performance. There was little literature about the satisfaction of the EAPs associated with turnover intention, also lacked the mediator analysis of organizational commitment between EAPs satisfaction and turnover intention. Therefore, this study aimed to understand the relationship between the EAPs satisfaction, organizational commitment and turnover intention. This study has collected data from employees who are working in high-tech industry in Taiwan, and 235 valid samples were returned. The findings of this study were as follows: (1) EAPs satisfaction has significantly negative effect on turnover intention. (2) EAPs satisfaction has significantly positive effect on affective commitment, normative commitment. (3) Affective commitment, continuance commitment, normative commitment have significantly negative effect on turnover intention. (4) Affective commitment, normative commitment fully mediates the relationship between EAPs satisfaction and turnover intention. The results of this study suggest that high-tech companies should have EAPs satisfaction surveys to improve EAPs service, and try to increate employees’ affective commitment and normative commitment for organization. Moreover, it is recommended to conduct more in-depth research in the future with the limitations of this study.