員工協助方案對工作努力的影響：探討中介與調節機制

Abstract

本研究旨在探討員工協助方案（Employee Assistance Programs, EAPs）對工作努力的影響，進一步驗證知覺組織支持是否在其中具有中介作用，以及人力資源歸因是否具有調節效果。EAPs近年於台灣企業日益推行，其對員工心理福祉與組織績效的重要性逐漸受到關注。然而，員工對EAPs背後動機的主觀解讀，可能影響其知覺組織支持與後續的工作行為。本研究以社會交換理論為基礎，採用問卷調查法，回收156份有效樣本。研究結果顯示：EAPs能顯著正向預測知覺組織支持，知覺組織支持正向預測工作努力，且在EAPs與工作努力之間發揮完全中介效果。惟出乎預期的是，人力資源歸因具有負向調節效果，當員工對EAPs持較高的正向歸因時，反而削弱了EAPs對知覺組織支持的影響力。這代表企業在推行EAPs時，應重視員工對措施動機的主觀詮釋，並強化溝通與信任建立，以發揮其正向作用。This study investigates the influence of Employee Assistance Programs (EAPs) on employees’ work effort, focusing on the mediating role of perceived organizational support (POS) and the moderating effect of human resource (HR) attributions. While EAPs are increasingly adopted in Taiwan to promote employee well-being and performance, employees’ interpretations of the motives behind these programs may shape their perceptions and behaviors. Based on social exchange theory, data were collected via a questionnaire survey with 156 valid responses. Results show that EAPs positively predict POS, which in turn enhances work effort, confirming a full mediation effect. Unexpectedly, HR attributions had a negative moderating effect—more positive perceptions of EAPs motives actually weakened the EAPs–POS relationship. These findings suggest that beyond implementation, organizations must communicate intentions clearly and build trust to ensure EAPs are viewed as genuine support, not strategic tools.