探討電子零組件製造業員工組織文化感知對職場心理健康的影響-以工作壓力為中介變項

Abstract

企業對員工心理健康的重視日益提升，但現有研究多聚焦個人層面，較少探討組織文化如何透過工作壓力影響心理健康，尤以電子零組件製造業更為缺乏。本研究以台灣電子零組件製造業員工為對象，探討組織文化感知對心理健康之影響，並檢視工作壓力的中介效果與員工協助方案（EAP）的調節角色，採用問卷調查並透過 PLS-SEM 進行驗證，共取得 197 份有效樣本，輔以 IPMA 與多群組分析（MGA）進行補充分析。結果顯示，支持型文化能透過降低工作壓力促進心理健康，惟實務落實尚不足；官僚型文化則顯著提升工作壓力，對心理健康具負面影響；創新型文化與 EAP 效果未顯顯著，需強化實施。IPMA 分析指出支持型文化對心理健康影響性高但表現不佳，MGA 分析則揭示不同年資員工在模型結構上具差異。建議企業應聚焦支持型文化的強化，降低官僚流程所致壓力，並依據員工年資差異提供分眾化的心理健康與壓力管理策略，以提升文化與EAP介入措施的實效。As corporate attention to employee mental health continues to grow, most existing research focuses on individual-level factors such as emotional regulation or external stressors like workload and interpersonal conflict. However, studies examining how organizational culture influences mental health through structural characteristics remain limited, particularly in the electronic components manufacturing industry. This study investigates how perceptions of organizational culture affect workplace mental health among employees in Taiwan's electronic components sector. It further explores the mediating role of job stress and the moderating effect of Employee Assistance Programs (EAP). Data were collected via questionnaire surveys, with 197 valid responses analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), supplemented by Importance-Performance Matrix Analysis (IPMA) and Multi-Group Analysis (MGA).Results indicate that supportive organizational culture positively influences mental health through the reduction of job stress, though practical implementation remains insufficient. Bureaucratic culture significantly increases job stress and negatively impacts mental health. The effects of innovative culture and EAP were not statistically significant, suggesting a need for improved implementation. IPMA highlights supportive culture as highly influential on mental health but underperforming in practice, while MGA reveals structural path differences between employees with varying years of service. This study recommends organizations prioritize strengthening supportive culture, streamlining bureaucratic processes to reduce stress, and adopting segmented strategies tailored to employee tenure for mental health and stress management interventions. These measures aim to enhance the effectiveness of organizational culture initiatives and EAP implementation.