The Mediating Effects Of Employee Assistance Program (EAP), Employee Well-being And Turnover Tendency

With the rapid development of economy,most industries in China have entered the period of dividend saturation,and the demands for organizational members are getting higher and higher.Employees’ pressure increases,which leads to the decrease of job satisfaction and happiness.This will not only easily lead to the damage of employee’s physical and mental health,but also to the decrease of employee’s enthusiasm and loyalty,which will lead to the decline of team culture quality and organizational effectiveness.Adverse effects of declining benefits.Therefore,more and more enterprises begin to pay attention to this problem and require human resources departments to introduce imported employee assistance plan(EAP)to solve the loss rate caused by the decline in employee happiness.At this stage,more than 95% of foreign enterprises have set up the Employee Assistance Program(EAP)project within the organization,as a member of the implicit welfare care for the physical and mental health of employees.However,domestic research on Employee Assistance Program(EAP)is still in its preliminary stage.In view of the well-being of organizational members and turnover rate,how to improve the well-being of organizational members,how to build a loyal organization,and then enhance the competitiveness of the organization,better and faster development is an important issue of concern to enterprises.In this paper,28 institutes in Nanjing were selected as the research focus,and the correlation among EAP,employee well-being and turnover intention was studied.Comprehensive collation and analysis of relevant literature results and lack of direction,establish theoretical models,prepare relevant questionnaires,put forward reasonable assumptions.Finally,through 450 valid questionnaires,the conclusions are as follows:(1)There are some significant differences in the influence of personal and organizational characteristics on turnover intention.(2)Satisfaction with employee help plan was positively correlated with organizational wellbeing and organizational-life balance well-being.(3)There is a significant negative correlation between employee happiness and turnover intention.(4)The three-dimension of employee happiness partially mediates the relationship between employee satisfaction with help plan and turnover intention.