本研究旨在探討如何透過企業所提供的身心健康服務及福利措施的實施有效的達到提升員工工作滿意度，其中包含許多EAP的項目以及經濟性措施、工時性措施、娛樂性措施、設施性福利措施等，進而透過統計分析探討對於工作滿意度的影響力。 資料來源自中央研究院調查研究專題中心學術調查研究資料庫（SRDA）中之政府資料-2013年勞工生活及就業狀況調查，為一次級資料，樣本數共4,082，其中，身心健康服務問卷當中包含8項服務，福利措施則涵蓋22項措施。研究結果顯示，員工身心健康服務對於工作滿意度有正向影響；員工福利措施實施對於工作滿意度也有正向影響。然而福利措施的影響力在本研究當中，影響力高於身心健康服務。 就實務上的意義而言，本研究發現組織在提供相關的服務或措施時，可以從簡單易執行且大多數員工所認同的福利措施開始，除了對員工工作滿意度的影響力較大之外，也能符合成本效益原則。然而，管理者也必須履行「告知」的義務，讓每位員工都知道組織所提供的項目，同時也達到物盡其用的效果。 關鍵詞：員工身心健康服務、福利措施實施、工作滿意度 ;The purpose of this study is to explore how physical and mental health services and welfare practices provided by enterprises can effectively improve employee satisfaction. The practices include many EAP programs as well as economic, work hour, recreational, and facilities practices. This study also explore the impact of these services and practices on job satisfaction through statistical analysis. The data is secondary data from Academic Research Database (SRDA) of the Central Research Institute′s Survey Center. Total of 4,082 samples are from the survey on labor and employment status conducted in 2013, including 8 physical and mental health service, 22 welfare practices. The results show that physical and mental health services have a positive impact on job satisfaction, employee welfare have a positive impact on job satisfaction, and the influence of welfare in this study is higher than the physical and mental health services. In practical implication, the study found that the organization in the provision of related services or practices can begin with simple and easy, and most employees agree with because of having greater impact on employee satisfaction as well as cost-effectiveness purpose. Nevertheless, managers must also fulfill the obligation of notification, so that each employee knows what practices are provided by the organization, and also utilizes these practices to achieve the best results.
