在職場上，員工是組織最有價值的資產，當員工面對家庭、婚姻、休閒、工作等個人或環境壓力時，所產生的心理、情緒的變化會因員工個別抗壓力不同，而有不對紓解壓力的方式，但組織成員若不能有效排解工作上的壓力源，造成其身心受害，甚或產生行為不適症候，不僅對組織是損失，對社會而言，更是莫大的人力和經濟資源的耗損。 員工協助方案 (Employee Assistance Program，簡稱EAP)係指提供員工工作、生活及健康等各方面的服務，希望能協助解決、改善員工各項職場壓力的問題。 我國員工協助方案起源於1970年代，最初是以公益團體與企業主所推動的勞工生活輔導為主。行政院勞工委員會於1992年以「工業社會工作」名稱推廣勞工輔導，嗣於1994年推動「員工協助方案」，並以「員工協助」方式推展勞工服務工作。為進一步落實優質的人事服務，提供公務同仁多樣化的協助性措施，行政院人事行政局於2007年10月訂定「行政院所屬中央機關學校員工協助方案推動計畫」期能建立溫馨關懷的工作環境，提昇行政服務效能。 本研究能藉由探討現階段公部門推行員工協助方案之效益及運作之結果，有以下幾點建議，提供未來公部門推行員工協助方案之參考： ㄧ、員工協助方案是政府提供公務同仁的一項福利措施。 二、修訂「行政院所屬中央機關學校員工協助方案推動計畫」辦理方 式由公務人員住宅福利委員會統一辦理或由主管機關統一訂定 共同供應契約。 三、加強「員工協助方案」宣導，建立同仁正確使用觀念，以免 政府造福公務同仁之美意打折扣。 四、發現公務同仁真正的需求，研擬適合公部門同仁的員工協助方 案。 關鍵字：員工協助方案、心理諮商 / In the job field, employee is the most valuable asset in the organization. When employee has to face with personal or environmental stress such as family, marriage, leisure and work etc., the psychological and emotional change generated will result in different stress release method due to the difference in individual stress resistance strength. However, if the member of the organization cannot effectively eliminate the source of stress in work, this will be harmful to the body and mind or will cause unsuitable behavior symptom. To organization not only this is a loss and in fact this is actually an enormous waste of manpower and economic resource. Employee Assistance Program, abbreviated as EAP refers to provision of various services including work, livelihood and health of employee etc. hoping that this can solve and improve problems of stress in various job fields for employees. The Employee Assistance Program of our country was originated in the 1970s. In the beginning this was mainly based on guidance on labor livelihood by public welfare groups and enterprise owners. In 1992, the Council of Labor Affairs, Executive Yuan popularized labor guidance under the name of 「Industrial Society Work」. Afterwards the 「Employee Assistance Program」 was implemented in 1994 that promoted labor service work in the form of 「Employee Assistance」. In order to practice good quality personnel service, diversified assistance measures were provided to government employees. In October 2007 the Central Personnel Administration, Executive Yuan stipulated the 「Promotion Plan of the Employee Assistance Program for Employees of the Central Authority and Schools, Executive Yuan」 hoping that this could establish a warm and caring work environment and could enhance the administrative service efficiency. According to the study on the benefit and the operation result of the employee assistance program implemented by the public department at the present stage, this research presents the following suggestions so that these can be served as a reference to the public department on implementing the employee assistance program: 1. The Employee Assistance Program is a welfare measure provided to the government employees. 2. The processing method of the 「Promotion Plan of the Employee Assistance Program for the Central Authority and Schools, Executive Yuan」 shall be amended that this shall either be processed by the Government Employee Residence Welfare Committee collectively or the competent authority shall collectively stipulate the common supply contract. 3. Enhance the publicity of the 「Employee Assistance Program」 and establish the correct usage concept of colleagues in order to avoid reduction in the good intention of benefiting government employees. 4. Find out the real requirement of government employees and formulate the employee assistance program that is suitable for employees of government departments. Key word：Employee assistance program, psychological counseling

「員工協助方案」（Employee Assistance Programs，EAPs）係指在於解決、預防各種影響員工工作績效上的問題，而這些問題的來源可能產生於工作場所、家庭及個人因素。期望透過該方案的執行，能有效的解決員工的問題與困擾，使員工能以健康之身心投入工作、提昇工作績效與促進其工作發展，進而降低員工流動率，提升生產力，減少企業整體福利成本之支出，以增進勞資合諧。 「員工協助方案」源自1917年之美國「職業戒酒方案」（Occupational Alcoholism Program， OAP），因早期最主要之員工問題即「酗酒問題」，之後逐漸擴大為更廣泛之員工個人問題，除了協助員工解決酗酒之問題外，並引進全面健康的概念，教導員工健康生活型態，致力於「預防勝於治療」。台灣最早引進此為天主教會，之後陸續由私人企業、民間服務機構、政府機關及學校單位使用。 研究者刻正於全國之衛生主管機關－行政院衛生署，負責「員工協助方案」之推動，結合衛生署之資源，採用「部分內置、部份外置」之模式，推動「員工協助方案」，透過推動過程中之「參與觀察法」及「深度訪談法」，並以「文獻探討」補其不足，有以下三點研究發現： ㄧ、目前「部份內置、部份外置」之模式，普遍獲得同仁之認同。 二、同仁普遍肯定此方案，惟部份同仁仍感幫助有限。 三、同仁普遍期望在現有的運作模式下，能加強同仁對「心理諮商」之正確認知，並應強調「預防勝於治療」之觀念。 / The Employee Assistance Programs， EAPs， is aimed at solving and prevent every issue that could influence the results of employees’ work. And these issues could come from the working place， from family and could also be individual. We hope to efficiently solve employees’ problems so that they could healthily do their job， enhance their efficiency and let them develop in their work in order to reduce the employee turnover rate and increase productivity. We also hope to reduce the general expenses of enterprises’ cost so that the employers and employees could coexist in harmony. The “Employee Assistance Programs” takes the “Occupational Alcoholism Program， OAP” of the United States in 1917 as a model. The major problem for employees at that time was alcoholism. It then widely became an individual problem. Besides helping employees to solve their alcoholic addiction， they were also introduced the concept of general health， teaching them to live healthily. It strived to “prevent instead of curing”. The catholic religion was the first to ever introduce such a system. It was followed by the private sector， civilian service centers and governmental institutions. The author of this study is responsible of the Department of Health’s Employee Assistance Programs. It combines the resources of the Department of Health to promote the assistance program by adopting a “partially intern and partially extern” model. In the course of such promotion， it uses the “participation and observation model” and the “In-depth Interview Technique”. The shortcomings of the study are completed with “document analysis”. This study has concluded the following three points” 1.The “partially intern and partially extern” model is commonly accepted by employees of the Department of Health. 2.Most employees think that this program is helpful， only a few think it doesn’t. 3.Most employees wish that they could be told more about the correct meaning of “psychological counseling” and the concept of “prevent instead of curing” under this current model.