The Research on the Relationship between Employee Assistance Programs (EAPs) Satisfaction and Employee’s Turnover and Stay Intention：Job Satisfaction as a Mediator

• Main Authors: CHEN, PIN-JEN, 陳品蓁
• Other Authors: WANG, GUANG-XU
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/3k5xkn

碩士 === 國立臺南大學 === 行政管理學系碩士在職專班 === 106 === Human resource is an important corporate asset. Employees’ turnover rate reflects the operating performance of a company, and how to reduce turnover rate is a managerial issue that every company is faced with. This study used a publicly-listed technology company in Southern Taiwan as an example to investigate whether the employee assistance programs (EAP) provided by the company can effectively reduce employees’ turnover rate and enhance their job satisfaction. Besides, this study also evaluated the necessity of each EAP. Among the assistance services recognized as important by employees, this study identified which services contribute to employee satisfaction and should be retained, and which services are not satisfactory and should be reexamined and re-planned so as to improve the overall job satisfaction and reduce the turnover rate among employees. Based on the research questions and from the analysis results, this study derived the following conclusions: (1) Among the EAPs currently available in the company, there are five items with high satisfaction and high importance and five items with low satisfaction but high importance, accounting for 27.78%. (2) Among the EAPs currently unavailable in the company, 13 items are of high importance and high urgency, taking up 52.00%. (3) Employees’ view of EAPs, job satisfaction, retention intention, and turnover intention varied by background variables. (4) High employee satisfaction with EAPs could improve retention intention. (5) High employee satisfaction with EAPs could lead to lower turnover intention. (6) Job satisfaction partially mediated the effects of employee satisfaction with EAPs on retention intention and turnover intention. Based on findings, this study proposed the following managerial suggestions: (1) Among the currently unavailable EAPs, the items considered of high importance and high urgency by employees should be first implemented to satisfy employees’ needs. (2) For the currently available EAPs that are considered of high satisfaction and high importance by employees, efforts should be made to maintain the stability and adequacy of the program. (3) For programs considered of low satisfaction and high importance by employees, re-examination and re-planning of the program is needed. (4) In addition, among currently unavailable EAPs, those considered of high importance and high urgency by employees can be considered for implementation if there are excess resources in the company. Implementation of these programs could improve the overall job satisfaction in the company. Companies should be active in exploring the reasons behind employees’ retention and turnover decisions and manage to implement or develop substantive assistance programs to reduce the turnover intention and increase the retention intention among employees. Such efforts can result in higher employee contribution and production efficiency in the company.