This research explores the ethical judgment process encountered regarding the conflict of interests between companies and employees in workplace counseling services. We interviewed with an in-depth method and established qualitative data analysis by utilizing the purpose sampling method. The qualification of participants all have counseling psychologist licenses and more than two years of workplace counseling experience. They also had experiences of encountering ethical judgments issues due to conflicts of interest between the company and employees. In this study, we selected five counseling psychologists for personal in-depth interviews. Template analysis was used for data analysis. We found that different types of conflict of interests between companies and employees could involve workplace counseling, and would experience conflict judgment and influenced various stages: Initially at the first stage which is identified as the conflict stage. These psychologists would encounter: (1) The conflict between the company’s productivity and the needs of employees’ mental health; (2) The conflict between the company’s management and the rights of employees; (3) The conflict between the company’s labor needs and the needs of employees’ career development; (4) Company performance regarding the conflict between management and employees’ job security; (5) The conflict between the protection of corporate interests and the protection of employees’ rights. The subsequent stage, which is identified as the judgment stage, will consider three aspects. First of all, judging whether the rights and interests of employees have been jeopardized; second of all, judging whether the interests of the enterprise have been compromised. Finally, it is about the judgment regarding relevant labor laws and regulations. At this stage, there are three ways of managing different matters. First, enterprises consider labor costs and refer to external resources, then make good use of informed consent; and finally, is to seek expert consultation and refer to industry practices. At the last stage, which refers to the impact phase, these psychologists would assist and find adaptation methods through the support system via four steps: (1) to establish a relationship and obtain approval from the organization or supervisor; (2) to adjust role functions regarding multi-role burden; (3) to take into accounts the voices or needs of dual customers; and the last, to expand the organization view or system view.
Managing the ethical judgment process of the conflict of interest between the enterprise and its employees, making decisions based on the dual-axis concept of enterprise system and employee welfare is necessary. Psychologists must understand the system perspective and change their perspectives from a single situation to dual situations. In summary, the ethical judgment process that encounters the conflict of interest between the company and its employees in corporate consulting indeed may experience a process of conflict, consideration, action, result, influence, and adjustment. This study at the end proposed recommendation as followed: (1) Suggestions to workplace counselors: Facing the context of the dual clients of organization and employees, workplace counselors need more knowledge in addition to the professional education of ""counselors"" or theoretical knowledge of psychology, as well as business management human resources, labor laws, and EAPs. And other related professional knowledge. (2) Suggestions for training institutions for counselors: The training institution for counselors should offer courses on workplace counseling and EAPs to enhance learners’ understanding of the workplace environment. In the curriculum planning, adding the theme of workplace organizational culture, value system, management system, and workplace counseling ethics can enhance the ability to respond to and judge the conflicts of workplace counseling ethics. A more comprehensive review of the ethical conflicts in workplace counseling presented by different industries and members of different organizations. (3) Suggestions for future research: Future research may consider including male counselors and different industry categories. In addition to counselors, research objects may include workplace employees and their organization’s supervisors.
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