員工尋求諮商意圖之初探：以計劃行為理論為架構

A Preliminary Study of the Employees' Intention of Seeking Employment Counseling：Based on the Theory of Planned Behavior

本研究以計劃行為理論為研究架構，控制「知覺壓力」的影響後，探討「行為態度」、「主觀規範」及「知覺行為控制」與求助意圖之關係。採用立意取樣之方式，以一般企業中具備員工諮商服務與未具備員工諮商服務之公司員工為研究對象，以結構式問卷進行調查，共獲得314 份有效問卷。以描述統計、Pearson 積差相關、階層迴歸分析、單因子變異變分析、t 檢定以及Scheff’e 法等統計方法處理所得之資料。研究結果發現在控制員工的知覺壓力後，除了壓力仍可以顯著預測尋求個別員工諮商的意圖外，三個因素中僅有「行為態度」顯著影響尋求助員工諮商的意圖。人口學變項中，過去曾有諮商經驗的員工較未曾有過諮商經驗者願意尋求「個別員工諮商」、「團體員工諮商」、「心理健康講座」以及「心理測驗與解釋」的協助，專科學歷的員工亦較大學學歷之員工願意尋求「團體員工諮商」。此外，員工對員工諮商的接受程度依序為「心理測驗與結果解釋」、「心理健康講座」、「個別員工諮商」及「團體員工諮商」。

The purpose of this study was to explore the correlation among three factors, “Attitude toward Behavior”, “Subjective Norm”, and “Perceived Behavior Control” to help seek intention under the control of “Perceived Stress” effect based on the Theory of Planned Behavior. With purposive sampling, employees of both companies, with or without employment counseling service, were selected to fill in a structured questionnaire. Three hundred fourteen validated copies were returned. Statistical description, Pearson correlation, hierarchical regression analysis, one-way ANOVA , t-test and Scheff’e method were used to analyze the data. After the employees’ “Perceived Stress” is controlled, of the three factors, only “Attitude toward Behavior” significantly predicts the employees’ intention to seek individual employment counseling. The employees with counseling experience are more likely to seek “individual employment counseling”, “group employment counseling”, “mental health lectures”, and “psychological tests and interpretation”, than those without counseling experience. Furthermore, the employees of junior college background are more likely to seek “group employment counseling” than college graduate employees. As to the acceptance aspect of the employment counseling, “psychological tests and interpretation”, “mental health lectures”, “individual employment counseling”, and “group employment counseling” are accepted by the employees in rank order.