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The linkage between EAP, benefit satisfaction, perceived organizational support, and organizational commitment: Is EAP a good benefit?

Employee assistance program (EAP) is a counseling benefit that claims to address any personal concerns and improve workplace productivity. Starting with alcoholism and substance abuse issues, past studies always put their emphasis on the effectiveness of healing or the financial returns, not considering the impact on employee behavior. We tried to take a different point of view on EAP, examined the linkage between EAP and organizational commitment, using benefit satisfaction and perceived organizational support as intermediate variables, to see if EAP has more effects than curing.
Using survey data from 103 employees, a series of path analyses supported a mediated model in which EAP usage and EAP knowledge both exert indirect effects on affective, continuance and normative commitment, while all of these effects are totally mediated by perceived organizational support and some are partially mediated by benefit system satisfaction. Our findings suggest that EAP is a good benefit that not only deals with personal problems but also helps remaining talented employee. The differences between EAP usage and EAP knowledge benefit shows that maybe what employees really care is the feeling that their company cares about them, not financial gains from benefits.

Identiferoai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0621108-151618
Date21 June 2008
CreatorsHwang, Ting-yen
ContributorsBih-shiaw Jaw, Min-chu Yu, Yu-ping Wang
PublisherNSYSU
Source SetsNSYSU Electronic Thesis and Dissertation Archive
LanguageCholon
Detected LanguageEnglish
Typetext
Formatapplication/pdf
Sourcehttp://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621108-151618
Rightsunrestricted, Copyright information available at source archive

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