在一個企業中，員工就是企業的重要資產，也是企業的根本，因此國外首先發展出員工協助方案，幫助員工增進心理適應，台灣自2013年起由法規開始推動，希望可以藉由員工協助方案的推動，改善國人的工作品質。而企業諮商即為員工協助方案的資源之一，希望藉由諮商的方式，減輕或預防員工的個人議題，以維持其工作品質與績效。關於在台灣的企業諮商服務系統之現象也顯少著墨，僅能從文獻中看到針對新竹科學園區對員工壓力有較多的討論。故研究者決定從科技業出發，探討員工對使用企業諮商的經驗與感受，探索職場員工對於企業諮商的想法，並了解影響職場員工申請企業諮商服務系統的因素，做為未來企業諮商推動的與設置之參考依據。

本研究以質性研究的現象學進行，透過與六位任職於科技業員工的訪談，了解其使用企業諮商時的經驗與想法，以及使用後的建議與回饋。研究結果發現，科技業員工將企業諮商視為一專業資源，生活事件會促發員工前去使用，且諮商的標籤化會影響員工使用企業諮商的意願。此外，從親友及媒體所傳遞的訊息、諮商時間的彈性、組織企業適時提供相關服務資訊、企業諮商便利的申請管道、每年提供免付費的諮商額度以及諮商空間的隱密性皆可能提升科技業員工使用企業諮商的意願；反之，公司組織對企業諮商缺乏足夠宣傳、企業端對企業諮商推動的態度、社會文化對諮商的不友善、諮商師不甚了解諮商文化、外部諮商空間缺乏考量及諮商師缺乏適配性則會降低科技業員工申請企業諮商的意願。研究者認為在企業諮商的推動上應著重於有效的宣傳，讓員工知道此資源並能放心使用。

Employees are the important assets for every company and is the root of enterprise. Therefore, foreign countries took the lead to develop employee assistance programs to help employees improve their psychological adaptation. Taiwan began at 2013, started from the law promoted; help to improve people working quality by promoting the employee assistance programs. Working counseling is one of the resources under employee assistance programs, it’s aim to reduce or prevent personal issues and maintain working quality and performance by counseling. It has seldom to discuss the phenomenon of the working counseling service system in Taiwan. It can only be seen discussion about employees’ pressure focus on high-tech industries in Hsinchu Science Park. Therefore, the researchers decided to start from the high-tech industries, explore the employees 'experience and feelings about using working counseling service system. Moreover, figure out what was the factors that affecting employees using working counseling. In order to set as a reference for the promotion of working counseling in future.

The research was based on phenomenology of qualitative research by interviewing six employees working in high-tech industries. Understanding about what they had experienced when using workplace counseling and what they thought after using it.The results turned out that employees in the high-tech industries considering workplace counseling as a professional resource, life events would motivate employees to use them, and the labeling of counseling would decrease employees' willingness to use workplace counseling. futhermore, the information from relatives, friends and the media, the flexibility of workplace counseling arrangement, the information of workplace provided, convenient application for employees, free workplace counseling quotas for each years and the confidentiality of workplace counseling may enhance the willingness of employee in high-tech industries to use workplace counseling. On the other side, the lack of the sufficient publicity, the company's attitude towards the promotion of workplace counseling, the stigima of using counseling, counselors’ lacking of understanding about the culture of company, the lack of consideration of external counseling space and the lack of adaptability of counselor would reduce the willingness of high-tech industries employees to apply for workplace counseling. Researchers suggest that it needs some efficient ways to promote workplace counseling and make sure that employees are willing to use..

第一章 緒論…………………………………….………………………………..….1
第一節 研究背景與動機………………………………………………………1
第二節 研究目的與問題………………………………………………………4
第三節 名詞定義………………………………………………………………5
第二章 文獻探討………………………………..………………………………..…7
第一節 員工協助方案內涵與服務模式………………………………………7
第二節 企業諮商的內涵與相關研究………………………………………..10
第三節 企業諮商與職場員工相關研究……………………………………..14
第三章 研究方法……..……………………………………………………..…..…19
第一節 研究方法的選擇………………………….………………………….19
第二節 研究相關參與者……………………………………………………..22
第三節 研究工具……………………………………………………………..24
第四節 研究實施程序………………………………………………………..28
第五節 資料處理與資料分析………………………………………………..32
第六節 研究品質……………………………………………………………..39
第七節 研究倫理相關議題…………………………………………………..40
第四章 研究結果……………………………………………………………..……41
第一節 科技業員工對於企業諮商服務系統的經驗………………………..41
第二節 員工對於企業諮商服務系統的想法與態度………………………..49
第三節 影響員工使用企業諮商服務系統的因素…………………………..59
第五章 結論與建議…………………………………………………………..……77
第一節 研究結論……………………………………………………………..77
第二節 研究建議……………………………………………………………..85
第三節 研究限制……………………………………………………………..88
第四節 研究者省思…………………………………………………………..88
參考文獻………………………………………………………………………..91
中文文獻………………………………………………………………………..91
英文文獻………………………………………………………………………..95

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