職場霸凌常時有所聞，也是切身相關的勞動權益議題，若長期處於職場霸凌的環境，對其身心健康傷害不容小覷。因此，若能及早發現職場霸凌的存在，並加以預防及妥善處置，實為建構友善職場環境的重要事項。本研究係探討職場霸凌下之員工協助方案措施，透過員工協助方案提供受職場霸凌者促進職場心理健康、維護員工權益，以提升公司或組織之效能。與校園裡出現的霸凌行為不同，職場中多半是以言語暴力帶給被霸凌者莫名的心理壓力，而非直接以拳腳相向，可見員工協助方案中提供心理諮商服務對於職場受霸凌者具有相當之重要性。另外，近年興起職場霸凌與員工協助方案的實證研究，然而學術資料庫，職場霸凌下之員工協助方案之研究仍闕如，目前也較少其他研究從職場霸凌分成上行式霸凌、平行式霸凌和下行式霸凌的角度來進行討論，因此本研究以建構具體的職場霸凌下之員工協助方案措施為目標，提供企業作為協助員工政策之參考，增加職場霸凌員工協助方案措施之可行性，並對於受到職場受霸凌的對象能提供更為結構化與理論基礎的協助。
勞動部發展出的員工協助方案措施多達22項措施，因此研究首先以修正式德爾菲法，採立意抽樣方式將15位人力資源學者及實務專家的意見縮小在特定之範圍，聚焦於特定較重要之措施，可省去對問卷的臆測，也可縮短問題彙整的困難度並提高問卷回收率。再來，以立意抽樣方式蒐集總共125位受職場霸凌的工作者，藉由詮釋結構模式(Interpretive Structural Modeling, ISM)，探討職場霸凌類型間彼此是否存在某種關係，進行修正個人因認知上的矛盾點，而影響直覺與經驗之判斷，使得問題更明確且客觀。接續，透過層級分析程序法(Analytic Hierarchy Process, AHP)進行探究，其方法目的在於將複雜的問題系統層級化，並算出各措施權重並排列出其優先順序，讓決策者能夠從多種措施中選擇出最重要且適當之方案。研究結果發現，各種職場霸凌類型下具有關聯性及因果關係，因此在處理職場霸凌的情況應謹慎處理，確認是否有完善的處理，以防衍伸出更加複雜之局面。而在上行式霸凌中，言語霸凌以工作面權重值0.45最重，網路霸凌以生活面權重值0.35最重，關係霸凌以工作面權重值0.37最重；平行式霸凌中，言語霸凌以健康面權重值0.47最重，性霸凌以生活面權重值0.42最重，網路霸凌以生活面權重值0.51最重，關係霸凌以工作面權重值0.38最重；下行式霸凌中，言語霸凌以健康面權重值0.42最重，性霸凌以健康面權重值0.4最重，關係霸凌以健康面權重值0.36最重。從本研究分析資料與結論，期望可以為企業在面臨職場霸凌時給予相關參考依據，並協助受職場霸凌者了解自身所需要之協助。
依據本研究結果建議企業之員工協助方評估準則能依不同職場霸凌類型需求所提供適切的員工協助方案，並依各機關組織型態所面臨的客觀條件不同，提供合適的員工協助方案服務系統之差異下而予以調整。未來研究或許可鎖定相近產業類別之工作者為填答對象，以進行更為客觀的測量。另外，本研究收集資料方式採網路問卷，因題目繁多，建議日後可以將題數減少，以提高問卷的真實性與準確性，或者是增加質性訪談，以設置更加完整且詳細之相關措施，也可以依其不同的個案作些許調整，期待職場霸凌下之員工協助方案的建置可以為企業與員工帶來雙贏的效益。

As has happened lamentably often in workplace, bullying is a vital issue of labor rights. Workplace bullying can attribute to the physical and mental health problem. Early detection of workplace bullying that enabled it to be prevented and handled properly is an important consideration to construct a friendly workplace. This research aims to explore the implementation of employee assistance programs (EAPs) on workplace bullying, which can promote workplace mental health and protect employee rights, so as to enhance the effectiveness of the company or organization. Workplace bullying is different from bullying on campus, it uses verbal violence to bring inexplicable psychological pressure to the bullied, rather than physical violence. It can be seen that the provision of psychological counseling services in the EAPs are considerable importance. In addition, empirical research on workplace bullying and EAPs has emerged in recent years. However, scant academic research has examined EAPs on workplace bullying. There is a lack of evidence to divide workplace bullying into upward bullying, parallel bullying, and downward bullying. To address this issue, this research aims to construct detailed employee assistance programs on workplace bullying. Specifically, the companies can take it as a reference to formulate the employee assistance policies; while the bullied can receive structure and theoretical assistance through it.
The EAPs developed by the Ministry of Labor consisted 22 measures. Thus, this study used the Modified Delphi Method to narrow down the opinions of 15 human resources scholars and practical experts to a specific scope, focusing on specific measures. Total responses of 125 participants, who had been bullied in the workplace were collected, and the ISM was implemented to explore the relationship between the types of workplace bullying. Subsequently, the AHP is implemented to hierarchize the complex problem system, calculate the weight of each measure and arrange its priority, so that decision makers can choose the more important and appropriate plan. The results of the study revealed that various types of workplace bullying are related and causal. Therefore, when dealing with workplace bullying, it is necessary to deal with it carefully and confirm whether there is a complete treatment to prevent more complicated situations. In upward bullying, verbal bullying is the most important with work dimension (0.45), cyber bullying is the most important with living dimension (0.35), and relational bullying is the most important with work dimension (0.37); in parallel bullying, verbal bullying is the most important with health dimension (0.47), sexual bullying is the most important with living dimension (0.42), cyber bullying is the most important with living dimension (0.51), and relational bullying is the most important with work dimension (0.38); in downward bullying, verbal bullying is the most important with health dimension (0.42), sexual bullying is the most important with health dimension (0.4), and relational bullying is the most important with health dimension (0.36). From the analysis of the data and conclusions of this research, it is hoped that it can provide advices for companies when facing workplace bullying and help those who are bullied in the workplace.
Research results indicate that different types of bullying and objective conditions in the workplace can influence the effectiveness of EAPs, suggesting that companies should evaluate the employee’s criteria to develop an appropriate assistance measure. Future research can target workers in specific industries for more objective measurement. In addition, it is recommended to reduce the number of questions or conduct qualitative interview to improve the authenticity and accuracy of the result. In order to set up a complete and detailed related measure, future research can also deploy different scenario according to different cases. In a nutshell, the implementation of EAPs on workplace bullying can create a win-win situation for both the company and employees.

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