1111 人力銀行在2005 年的調查指出，造成上班族不快樂的三大壓力來源分 別為：「工作」、「經濟因素」和「家庭」。若員工身心的困擾及壓力無法獲得適當紓解時，員工無法專注於工作，甚至必須離職。因此，協助員工做好身心健康管 理，幫助員工發揮最好的工作效能，才是創造公司生產力源源不絕的重點，也是防止或降低生產力損失的關鍵之一。 在過去的文獻中，國內對於銀行業在員工協助方案上的實施與離職傾向的相關探討不多，因此，本研究希望能透過瞭解國內銀行執行員工協助方案的實際情況，結合銀行從業人員的工作滿意度，藉以瞭解員工協助方案的實施與離職傾向的關聯性。 本研究之抽樣公司為天下雜誌百大金融業中的銀行業，其中選取本國銀行與外商銀行共10 家做為研究主體，進行調查。問卷的發送型式是以紙本問卷與網路版問卷並行的方式。最後回收的有效樣本為264 份，其中有170 份為紙本問卷，94 份為網路版問卷。 本研究分析結果顯示，員工協助方案的三個構面，工作面協助、生活面協助與健康面協助的實施皆與工作滿意度存在正向顯著的關係，工作滿意度與員工離職傾向之間存在負向顯著的關係，而員工協助方案的三個構面也與員工離職傾向存在負向顯著的關係，工作滿意度在員工協助方案的三個構面與員工離職傾向之間存在中介效果。 According to the survey of 1111 Job Bank in 2005, there were three major sources of work stress identified as work, economic factors and family, which could cause unhappiness in workplace. If the employees’ physical and mental problems could not be relieved appropriately, employees could not concentrate on work, or even want to leave. Therefore, helping employees to manage their physical and mental health to work the best performance is not only the key to create high productivity, but also could prevent and reduce loss of productivity. There were little literature about the implementation of employee assistance programs (EAPs) associated with turnover intention in bank industry; therefore this study hoped to understand the relationship between the EAPs implementation and employees’ turnover intention by assessing the implementation of EAPs in Taiwan’s banking industry, and combining with the employees’ job satisfaction. We chose ten banks on the list of top one hundred banks from CommonWealth Magazine as subjects of our study. The questionnaires were sent with the network and papers. There were a total of 264 valid questionnaires, which includes 170 paper questionnaires and 94 online questionnaires. The results of this study showed that the implementation of the three dimensions of EAPs, work, life and health assistance had positive relationship with job satisfaction. There were negative relationship between job satisfaction and employees’ turnover intention, and the implementation of the three dimensions of EAPs had negative relationship with employees’ turnover intention. Also, employees’ job satisfaction had the mediating effects on the relationship between the implementation of EAPs and employees’ turnover intention.
