員工為企業重要的資產，企業應塑造良好的工作環境，維持員工身、心、靈的健康，使員工樂在組織工作以創造經營績效。行政院勞委會於1994年積極推動員工協助方案；新制醫院評鑑亦將此議題列為評鑑項目，顯示對企業界及醫療界的重要性。本研究針對台灣醫院協會人資委員會成員醫院之人事部門同仁為研究對象，發放問卷220份，有效回收數176份(80%)，期能了解醫院工作者對員工協助方案的認知程度，並探討是否存有缺口情形，以提供醫院推動員工協助方案之參考。研究結果發現：人口統計變項之職稱、教育程度、醫院成立年數、醫院員工人數對於員工協助方案的期望有顯著差異；性別、職稱、醫院成立年數、醫院員工人數、服務年資對於員工協助方案的實際感受有顯著差異；職稱、醫院成立年數、醫院員工人數、服務年資、推動EA Ps的來源對於員工協助方案缺口有顯著差異。顯見醫院人資人員對員工協助方案的期待甚高，但所屬醫院無法提供相對符合其期待的內容，以致呈現負缺口(實際-期望)。為期能藉由員工協助方案以提升員工對工作投入、滿意度及績效，此議題值得醫院經營者重視。為有效推動員工協助方案，醫院應利用現有的書刊或舉辦活動進行宣導，以增加員工對員工協助方案之了解與運用，同時針對承辦人員進行教育訓練與溝通，並改變推廣方式，以發揮員工協助方案之效益。進而使同仁的工作績效提升，也促進醫院提升整體績效，讓醫院與員工達到雙贏的結果。

Employees are the most important asset in enterprises. In order to create high operationalperformance, enterprises should build a good working environment to maintain employees’physical and psychological health so that they can enjoy working.The Council on Labor Affairs began to promote EAPs actively in 1994. “Establishing apsychological and psychiatric support mechanism for staff” is also one of the evaluation itemsfor hospital accreditation, so we can understand how important EAPs are for both enterprisesand hospitals. This study contacted all the members of the Taiwan Hospital Association'sHuman Resource Committee as potential subjects. A total of 220 questionnaires weredistributed, and 176 valid responses were returned. The effective retrieval rate was 80%. Theaims of this study were to determine the degree of human resource executives’ understandingabout EAPs, and to explore the gap between expectation and perception.The results showed that "job title" , "educational background" , "length of time sinceestablishment" , and "number of employees" showed significant differences in expectationsabout training and welfare services；\"gender" , "job title" , "length of time since establishment", "number of employees" , and "seniority" showed significant differences in actual experiencewith consulting services；\"job title" , "length of time since establishment" , "number ofemployees" , and "seniority" showed significant differences in perception about the consultingservice gap.Hospital administrators should make use of available journals and provide activities thateffectively promote EAPs and enhance employees’understanding about EAPs. Meanwhile,they should educate trainers and change the way EAPs are promoted. As a result, the workperformance of employees can be improved, the entire organizational performance can beenhanced, and a win-win situation for both hospitals and employees can eventually be achieved.