Research On The Effect Of EAP To Psychological Contract Of Knowledge Employee

EAP (Employee Assistance Programs), comes from the workplace of Europe and America in mid-19th century, which predecessor is "Occupational Alcoholic Programs (OAP)".By the 1970s, it has developed into a long-term and systematic assistant and welfare program that enterprises provide for the employers, aiming at improve the productivity and employee’s working performance. More than 90% of the enterprises in Fortune Global 500 have established the EAP. The concept of psychological contract was put forward in the 1960s, which emphasis the mutual responsibilities and obligations between employees and enterprises are both recognized while without written rules. Enterprises put the EAP into uses to influence the employee’s working attitude and behavior and at the same time to boost the relationship and create a good atmosphere for the organization. As an "invisible" contract, Psychological contract exactly reflects the bidirectional relationship between employees and enterprises. Many enterprises have found that effectiveness EAP would have some certain effects on the mental health and behavior management of employee. Then how does this effect works and how can we define effectiveness EAP? Is there any other variables play the role of mediation in this process?Firstly, this study introduces the social exchange theory, psychological contract theory and transformational leadership theory to the research of employee assistance program (EAP), and provides a new theoretical perspective for the following EAP research. In carding on the basis of the existing literature, and the social exchange theory, psychological contract theory and transformational leadership theory as the foundation, combined with the goal and content of this study,determining the research variables, putting forward the research hypotheses and constructing the research model. Taking the knowledge employee as the research subject, I used the method of interview and comparative study and literature research to do this research.In-depth study of employee assistance program (EAP) on knowledge workers’ psychological contract influence, and perceived organizational support and the transformational leadership style’s influence in the relationship.Secondly, I view the employee assistance program (EAP) as independent variables to study its influence to the dependent variable of the knowledge employee psychological contract. I put forward the dimensions and methods which measure the employee assistance program’s validity through drawing the lessons from the existing researches at home and abroad. This study draws the scale at home and abroad, according to interviews with experts, knowledge employee questionnaire and discussion, I revised the EAP scale, knowledge employee psychological contract scale, knowledge employee organizational support sense scale and transformational leadership scale at the same time. Using spss21.0 and AMOS20.0 software to analyze the data, the paper proved the employee assistance program (EAP) do have positive effects on knowledge workers’ psychological contract; organizational support in the middle of the impact process, and the transformational leadership also played a role in this relationship.Thirdly, intermediary variable perceived organizational support and moderator variable transformational leadership were introduced and the model which takes the perceived organizational support as the intervening variable and transformational leadership as the moderator variable was established for the research of EAP to explore the relationships between EAP, the knowledge employees’ psychological contract, the knowledge employees’ perceived organizational support and the transformational leadership. Through the empirical analysis, in the hypothesis, in addition to the external providers and internal partners of EAP exert no influence on the transactional psychological contract and the influence of visioning and inspiring of transformational leadership style in the influencing process of the effective EAP towards knowledge employees’ transactional psychological contract is not obvious, the five main assumptions and most of the 37 sub assumptions were verified. The relationships between the independent variables, dependent variables, intermediary variables and related variables in the model were proved. That means the EAP exert positive impacts on the knowledge employees’ psychological contract, the perceived organizational support mediation in the influence process and the transformational leadership also play a regulatory role in the influence relationships.Finally, combining the research conclusion, this thesis provides the corresponding management suggestions to the enterprises which are using or about to use the EAP and the organizations which are implementing the EAP.