“员工帮助计划”在中国本土化的困境及其突破

"员工帮助计划"(EAP)在中国发展已有十余载,作为根植于西方社会的一种企业服务模式,要在中国生根发芽就必须经历"本土化"的进程。本文从中国文化、国民人格、制度差异等多个视角深入分析了"员工帮助计划"在中国"本土化"进程中遭遇的困境,提出要突破困境,必须从多个维度对EAP计划进行变革使其"本土化":采取自上而下的方式在企业中推行EAP;采取内置、外设并举的复合服务模式,依托非正式组织开展项目;强化"员工帮助计划"的预防功能,构筑企业"职业心理危机预防体系";提升EAP咨询人员的专业化水准,加强人才储备。

＂Employee Assistance Program＂ has been developed for more than 10 years in China. As a kind of service model rooted in western society, the growth and thrive of ＂Employee Assistance Program＂（EAP） must experience the ＂localization＂ process in China. The dilemmas of EAP in its localization process have been discussed from multi-dimensions of national character, national personality and policies difference, etc. To break through these dilemmas, it is necessary to transform from the following aspects： taking a top-down approach to implementation of EAP, establishing an ＂inside and outside composite seivice model＂ and relying on the informal organizations, strengthening the preventive function of EAP, constructing the ＂ occupational psychological crisis prevention system＂ in enterprises, and enhancing the professional level of EAP consulting staff and the reserve of talents.