公部門「員工協助方案」實施之探討

本研究係針對「員工協助方案」在各公部門實施過程及現況加以分析探討，以了解影響「員工協助方案」在各公部門實施之關鍵因素，先根據研究結果提出相關建議，俾做為日後各政府機關推動「員工協助方案」之參考。本研究採用質性研究，透過「文獻探討」及「深度訪談」，從歐美員工協助方案的發展歷程與實例，以呈現員工價值在人力資源實務中如何落實，並據以分析我國各公部門實施員工協助方案之現況與面對困境。研究結果發現影響各公部門實施成功與否的因素包括：規劃缺乏彈性未能因地制宜，自限於行政院所訂定計劃框架內、將EAPs定位為員工訓練、主管對政策支持程度低、資源不足的限制、無法消弭使用者疑慮以及缺少明確成效評估指標。也就是說各公部門將該方案視為上級交辦之例行性業務，未能體認該方案對於員工支持與達成組織任務具有建設性的實質意義。根據研究目的與結論，提出對於我國各公部門規劃與實施員工協助方案之反思與具體之建議。

關鍵字

公部門；員工協助方案；關鍵成功因素

並列摘要

This study is to find out the key factors of successful implementation of the Employee Assistance Programs, EAPs, in Taiwan’s public sectors; and then to propose suggestions for Taiwan government reference. In this study, the Western experience of the EAPs could be an actual example of human-resources that showing-up how to put the staff-values into practice; and it could also be the analytical base that to grasp the difficulty of EAPs’ practice in Taiwan’s public sectors. In the case of Taiwan, by the method of deep interview, we find that there are six weaknesses of exercising the EAPs: 1. Limited implementation framework for the EAPs; 2. Orientating the EAPs as a staff-training program only; 3. lack of support from chiefs; 4. lack of resources; 5. difficult to relax the users’ misgivings; 6. short of explicated achievement-index. That is to say, in the eyes of the departments’ chiefs, the EAPs is just a routine business, that’s why they have not catch the constructive meaning of the EAPs for supporting staffs of public sectors and achieving tasks of the departments.