Relevant bibliographies by topics / Employee assistance professional employee assistan

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters

Academic literature on the topic 'Employee assistance professional employee assistan'

Author: Grafiati
Published: 4 June 2021
Last updated: 10 February 2022

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Journal articles on the topic "Employee assistance professional employee assistan"

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O'Hara, Kirk B., and Thomas E. Backer. "Professional Associations in Employee Assistance:." Employee Assistance Quarterly 5, no. 3 (May 29, 1990): 67–69. http://dx.doi.org/10.1300/j022v05n03_06.

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Quick, R. C., W. J. Sonnenstuhl, and H. M. Trice. "Educating the Employee Assistance Professional: Cornell University's Employee Assistance Education and Research Program." Public Personnel Management 16, no. 4 (December 1987): 333–43. http://dx.doi.org/10.1177/009102608701600406.

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This article outlines in considerable detail Cornell University's Employee Assistance Education and Research Program which is funded by the New York State Department of Alcoholism and Alcohol Abuse, in cooperation with the Christopher D. Smithers Foundation of Mill Neck, NY. It utilizes an academic curriculum in combination with field experience to further develop the EAP profession. It has been on-going since the Fall of 1985 in various New York State cities (Syracuse, New York, Rochester, and Albany) and will soon expand to include Buffalo and Long Island. The authors were assisted with implementation of the program by Bernard Flaherty, who acts as its co-director, and who is Director of the Central District of Cornell's Extension Division of the School of Industrial and Labor Relations. In addition, the article addresses a dilemma faced by personnel executives as they try to reach decisions about how to assure quality in the EAP programs, and in the personnel who staff them. On the one hand, they seek practical, applied programs that can be readily implemented and attractive to employees. On the other, there is a need to feel confident that the EAP personnel they employ are thoroughly acquainted with the workplace, and with the treatment place, and have a sound understanding of the emotional disturbances that cause troubled employees to be poor performers.
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Walsh, Stephen M. "Employee Assistance and the Helping Professional." Employee Assistance Quarterly 7, no. 2 (March 24, 1992): 113–18. http://dx.doi.org/10.1300/j022v07n02_08.

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Triner, Jean, and Sandra Turner. "Professional Coaches and Employee Assistance Practitioners." Journal of Workplace Behavioral Health 21, no. 2 (July 25, 2006): 1–14. http://dx.doi.org/10.1300/j490v21n02_01.

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Mistretta, Elizabeth F., and Linda B. Inlow. "Confidentiality and the Employee Assistance Program Professional." AAOHN Journal 39, no. 2 (February 1991): 84–86. http://dx.doi.org/10.1177/216507999103900207.

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Warley, Raquel, and Daniel Hughes. "Core Technology, Professional Engagement, and Employee Assistance Practice." Journal of Workplace Behavioral Health 25, no. 3 (August 4, 2010): 201–17. http://dx.doi.org/10.1080/15555240.2010.496328.

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Harper, Tracy. "Employee Assistance Programming and Professional Developments in South Africa." Employee Assistance Quarterly 14, no. 3 (March 1999): 1–18. http://dx.doi.org/10.1300/j022v14n03_01.

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Abidah, Abidah, Al Misry, Luqmanulhaqim Luqmanulhaqim, Susidamaiyanti Susidamaiyanti, and Isnawati Isnawati. "Empowerment and Enrichment Principles in the Philosophy of Pucuk Rebung Motives of Karawang Gayo." Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences 3, no. 4 (December 4, 2020): 3912–22. http://dx.doi.org/10.33258/birci.v3i4.1457.

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The aim of this paper is to discover the principles or patterns of empowerment and enrichment in the philosophy of Pucuk Rebung (bamboo shoots) in the motives of Kerawang Gayo. The method of this research is ethnographic method with interview data collection techniques, and study of the kerawang gayo text. Respondents of the research were the chairman of the Gayo customary assembly, traditional leaders, and community leaders. The method used is an ethnographic domain analysis. The research results shows that there are 7 principles of empowerment and enrichment based on local wisdom of openwork gayo motives, namely enlargment and betterment, sustainable leading, professional assistance, competency rechargement, professional employee strategic placement, consistency strengthening and improvement maintenance. The research results shows that there are 7 principles of empowerment and enrichment based on local wisdom of openwork gayo motives, namely enlargment and betterment, sustainable leading, professional assistance, competency rechargement, professional employee strategic placement, consistency strengthening and improvement maintenance. The method used is an ethnographic domain analysis. The research results shows that there are 7 principles of empowerment and enrichment based on local wisdom of openwork gayo motives, namely enlargment and betterment, sustainable leading, professional assistance, competency rechargement, professional employee strategic placement, consistency strengthening and improvement maintenance. The method used is an ethnographic domain analysis. The research results shows that there are 7 principles of empowerment and enrichment based on local wisdom of openwork gayo motives, namely enlargment and betterment, sustainable leading, professional assistance, competency rechargement, professional employee strategic placement, consistency strengthening and improvement maintenance.
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Neff, Frederick. "Delivering Sport Psychology Services to a Professional Sport Organization." Sport Psychologist 4, no. 4 (December 1990): 378–85. http://dx.doi.org/10.1123/tsp.4.4.378.

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This paper discusses a model of providing a specialized employee assistance program, with psychological services that are far-reaching and beyond what traditional employee assistance programs offer. Three main areas in which services are deemed especially critical include working with the athletes to improve their sports performance using various mental skills techniques, providing personal counseling, and impacting the organization at an organizational level. Also discussed is the author’s current role with the team and management, both during the preseason and the official season. Further, the author evaluates his effectiveness as a sport psychology consultant and the problems encountered as well as the importance of developing and maintaining proper boundaries within the organization. In conclusion, issues related to the goodness of fit between the professional sport organization and the sport psychology consultant are addressed.
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Ross, Susan M., and Leonard E. Ross. "Professional Pilots' Views of Alcohol Use in Aviation and the Effectiveness of Employee-Assistance Programs." International Journal of Aviation Psychology 5, no. 2 (April 1995): 199–214. http://dx.doi.org/10.1207/s15327108ijap0502_5.

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Dissertations / Theses on the topic "Employee assistance professional employee assistan"

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Wright, Kevin. "The effectiveness of brief therapy provided through an Employee Assistance Programme for a U.K. local authority : gender, age and professional status differences in outcome." Thesis, Abertay University, 2010. https://rke.abertay.ac.uk/en/studentTheses/94ea4988-afe4-4785-9f21-86aa0bbc806a.

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The provision o f Employee Assistance Programmes (EAPs) in this country has seen a rapid growth in recent years. However, there has been relatively little research into the effectiveness of such programmes in reducing costs of sickness/stress, absenteeism or in improving work place performance, particularly with respect to gender, age and professional status differences in responses to counselling. This research sought to evaluate the clinical change produced by a very specific mode o f counselling which was 'brief (up to a maximum of 8 sessions). The research also aimed to estimate the costs of stress to the organisation more accurately, by way of costing absenteeism and 'presenteeism' (the level of efficiency at which the employee estimates s/he is working). The first stage of this research was to find the baseline scores for the measures going to be used for the counselling sample. 'Well-being' questionnaires were randomly distributed to the 17,500 workforce (i.e. 5295 questionnaires were sent out). Over 2,300 responses were received. The results from this stage allowed for baseline mean scores to be obtained for all measures used. The responses focussed on the interaction between gender and other demographic variables such as age and professional status, and the effects of those interactions on the various means for stress factor and coping strategy responses. The second stage of the study examined the change process for clients coming for brief therapy as provided to them under an external EAP (241 subjects). The mean scores on a variety of scales at the pre-treatment stage were matched against responses at the post-treatment stage and again at a six month follow-up stage, and these scores were compared with the baseline means obtained for each factor from the earlier 'Well-being' study of the whole organisation. The process of matching looked at whether there were significant changes between the stages of the study and whether the changes produced clinically significant and reliable change. The effect size of that change was also examined. It was found that the counselling process was effective in reducing the costs of the work stress, sickness and 'presenteeism' in the counselling sample. However, the male and female clients responded differently. It was also seen that the counselling process was effective in producing change in work stress, particularly with respect to 'home/work interface', mental health, work and personal functioning, and in most of the coping strategies examined. The relevance of these findings is discussed in relation to implications for policy, research and practice.
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Sweeney, Anthony P. "Job Satisfaction of Employee Assistance Professionals in the United States." Diss., Virginia Tech, 2000. http://hdl.handle.net/10919/26671.

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This study was designed to examine and describe the levels of job satisfaction, the sources of job satisfaction and the relationship between the variables in a national sample of employee assistance program (EAP) professionals. The sample for this study consisted of EAP professionals who worked full-time, and who were members of the Employee Assistance Professionals Association.Data were collected through mailed surveys consisting of and an Individual Information Form and the Minnesota Satisfaction Questionnaire (MSQ). A total of 354 EAP professionals were mailed survey materials. This mailing resulted in 211 completed returns.Overall, EAP professionals indicated that they were moderately satisfied with their jobs. MSQ questionnaire results show that 9% of respondents scored in the very satisfied category, and 71% scored in the satisfied category. The average MSQ total score was within the satisfied range.Demographic variables had mixed results on job satisfaction. EAP external organization respondents were, as a group, more satisfied with their jobs than those respondents who worked in an internal EAP. Age, gender, race of respondent, rural versus non-rural work setting and national certification/recognition had no statistically significant impact on job satisfaction. Several recommendations and implications were drawn from the study. These included the need for open lines of communication with regard to career advancement and company policies; gender inequity issues are seen as barriers to job satisfaction and the masters degree is seen as the logical choice for the entry level EAP professional.
Ph. D.
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Biehl, James. "The activation of the helping professions of the South African Police Service (SAPS) with respect to an internal Employee Assistance Programme in the West Metropole." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-02072005-153014.

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Jamriska, James T. "Recreation professionals' preferences for resume content for prospective graduate assistants." Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1294247.

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The purpose of this study was to provide prospective recreation graduate assistants recommendations how to write clear and concise resumes that would help them earn a graduate assistantship. After reviewing the literature, three categories of resume development were identified as important in evaluating what graduate assistants will need to include in a resume that would attract recreation professionals' attention during the selection process. The categories included demographic information, resume content components, and general information. No prior research existed for recreation graduate assistant resume content.The researcher created a survey based on three categories. The survey was a descriptive study using data derived from the participants' completed survey. Participants for this study (N=3 72) were recreation professionals who worked at National Intramural Recreational Sports Association (NIRSA) affiliated schools and were directly responsible for the selecting and evaluating of graduate assistants. Research findings revealed that 70% of the participants viewed the resume as the most essential piece of written application materials. Participants consistently viewed practical experiences including professional publications written, professional conferences attended and internships as important aspects to include in a resume. This research also concluded that, due to graduate school requirements, current academic information such as major field of study, internship experience, and type of degree earned were highly rated as essential or very important pieces to include on a resume. Personal information such as a candidate's characteristics were consistently viewed as somewhat important or of no value to recreation professionals.
School of Physical Education
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Arrowsmith, Victoria Anne. "From support worker to professional qualification : the work role transition to Registered Nurse of student nurses who were formerly employed as Health Care Assistants." Thesis, King's College London (University of London), 2016. https://kclpure.kcl.ac.uk/portal/en/theses/from-support-worker-to-professional-qualification(ac5e682e-6d96-415e-8c4f-c2a3e9fdaea1).html.

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In spite of national and international policy encouraging assistant nurses to become Registered Nurses (RNs), the work role transition they experience has attracted little attention from researchers. The present study addressed this gap, adopting a mixed methods, cross-sectional, sequential approach. Qualitative approaches were needed to develop core understandings of work role transitions and quantitative approaches for statistical measures to outline changes over time and influences on transitions. The dominant approach was qualitative, sequencing the qualitative to follow the quantitative data collection. The components were analysed separately up to the point of interface and the core qualitative component provided the mechanism for reporting the results. Three cohorts of student nurses at two universities, from academic years 1, 2 and 3, and with prior Health Care Assistant (HCA) experience, were surveyed then interviewed at the beginning and end of their academic years. It was found that students, clinicians and policy makers assume and expect that prior HCA experience facilitates students’ pathway to RN. Findings indicate that the former role and workplace experience do not automatically facilitate change and transition. A model of transition is presented from assistant worker to professional qualification. Students disconnected from their former work role, re-visioning old values and perceptions and finding that the student/RN role required different ways of thinking and working. They moved from a skills task focus to a whole-task approach. Students experienced role change shock as they found that prior experience did not automatically equip them for their placements and could constrain as much as facilitate their transitions. They entered a betwixt and between stage of uncertainty and discomfort while learning to act out the student role to the satisfaction of audiences of practitioners, educationalists and patients. Students changed and developed, clinically, professionally, academically and personally, becoming a “reconstituted” person before inclusion in the profession. The combination of transitions and dramaturgical, theoretical and analytical approaches explains the pattern and experiences of transition. The journey of transition cannot be reversed because, once educated to be a nurse, the traits deemed desirable by the profession are made to “stick” and exert their influence long after initial education. The support worker becomes professionally qualified – the transition from HCA to student and neophyte RN is completed.
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Feyfant, Véronique. "Ce que la dépendance fait au métier d'infirmière libérale : ethnographie d'une épreuve de professionnalité." Thesis, Toulouse 2, 2016. http://www.theses.fr/2016TOU20121/document.

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Depuis le début des années 2000, la législation française autorise les infirmières libérales à décider quels professionnels prodigueront les soins de continuité de la vie à des personnes dépendantes vivant à domicile. Elles doivent juger si la situation d’une personne relève d’un soin infirmier ou d’une intervention sociale. À partir d’une enquête ethnographique mobilisant des entretiens semi-directifs, des observations de professionnelles en situation de travail, et des écrits professionnels, la thèse analyse en quoi le fait de travailler auprès des personnes dépendantes recompose le métier d’infirmière libérale.Nous contribuons à une sociologie des groupes professionnels à double titre. D’une part, l’étude d’un métier modeste exercé avec un statut libéral nous apprend que le statut apparaît comme un élément essentiel de la professionnalité de ce métier en autorisant (partiellement) les infirmières à autodéterminer le contenu, la finalité et les moyens de leur activité professionnelle. D’autre part, nous montrons que le contexte d’exercice auprès des personnes dépendantes (travailler avec des professionnels du social, dans des domiciles, auprès de personnes avec qui la relation s’envisage sur le long terme) constitue une épreuve de professionnalité pour les infirmières libérales. L’autodétermination du travail infirmier libéral est éprouvée par le jeu interactionnel qui se déroule entre les travailleurs du sanitaire et ceux du social. Entre eux se crée un nouvel espace dans lequel nous observons, entre autres, des échanges de sale boulot, un abandon de modèles de pensée infirmiers au profit de lignes de conduite observées dans le travail social, ou encore une façon toute infirmière de considérer la dépendance, et donc de la définir. Cette thèse montre une dynamique de profession « en situation » qui conduit à une ouverture du métier d’infirmière libérale vers les métiers du social
Since the early 2000s, French law has allowed self-employed nurses to decide which professionals will dispense continuity of care to dependent persons living at home. They have to decide whether an individual's situation requires nursing care or social intervention. The purpose of this thesis is to analyse how self-employed nurses working with dependent individuals have reconstructed the profession, based on an ethnographic survey involving semi-structured interviews, observations of professionals in the workplace, and professional writings.We have contributed to a sociology of professional groups on two counts. First, studying a modest profession exercised on a self-employed basis tells us that this is an essential element in terms of the professionalism of this profession by (partially) allowing nurses to determine the content, purpose and means of their own professional activity. Second, we will show that the context in which this profession is exercised with dependant individuals (whose working relationship, alongside social professionals, with individuals in the home is deemed "long-term") constitutes a challenge of professionalism for self-employed nurses. Self-employed nurses' self-determination is proven by the interactional relationship between both health care and social workers. A new space is therefore created between them, in which we observe, among other things, discussions on the dirty work, the abandon of nurses' models of thought in favour of the guidelines observed in social work, or even the way nurses consider dependence, and thus define it. This thesis demonstrates the dynamic of a real-life profession which opens up self-employed nurses to social professions
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Lind, Matilda, and Lina Larsson. "Personalomsättning som affärsmodell : En kvalitativ studie med fokus på före detta revisorsassistenter." Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177178.

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Titel Personalomsättning som affärsmodell - En kvalitativ studie med fokus på före detta revisorsassistenter  Författare Lina Larsson och Matilda Lind   Handledare Pernilla Broberg  Bakgrund Många nyexaminerade ekonomer lockas av revisorsprofessionen men cirka 50% väljer att sluta sin anställning inom tre år. Forskare menar att en anledning till den höga personalomsättningen inom revisionsbranschen kan vara att revisorsassistenter väljer att lämna yrket. Även faktorer som hög arbetsbelastning, missvisande förväntningar och uppfattningen av revisorsprofessionen används för att förklara personalomsättningen. Däremot finns det få studier som fokuserar på revisorsassistenten samt skillnader mellan små och stora revisionsbyråer.  Syfte Det huvudsakliga syftet med denna studie är att förstå före detta revisorsassistenters förväntningar och uppfattningar av revisorsprofessionen samt deras motiv till att lämna yrket som revisorsassistent. Studien syftar även till att förstå vilka eventuella skillnader som finns i uppfattningarna hos före detta revisorsassistenter från små respektive stora revisionsbyråer.  Metod Denna studie tillämpar en kvalitativ forskningsstrategi med huvudsaklig deduktiv process och induktiva inslag. För datainsamling har totalt 15 semistrukturerade intervjuer genomförts med före detta revisorsassistenter på små respektive stora revisionsbyråer.  Slutsats Denna studie indikerar att revisorsassistenter förväntar sig hög arbetsbelastning, omfattande lärdomar och goda karriärmöjligheter när de tar anställning inom revisorsprofessionen. Uppfattningar som hög arbetsbelastning och låg lön visar sig inverka på revisorsassistentens arbetstillfredsställelse samt utgör motiv att lämna yrket. Studien indikerar även att det råder skillnader mellan små och stora revisionsbyråer, bland annat sett till arbetsuppgifter.  Kunskapsbidrag Denna studie bidrar bland annat till att skapa förståelse för fenomenet personalomsättning ur revisorsassistentens perspektiv samt utökar kunskapen om faktisk personalomsättning inom revisorsprofessionen.
Title Employee turnover as a business model - A qualitative study focusing on former auditing assistants  Authors Lina Larsson and Matilda Lind  Supervisor Pernilla Broberg  Introduction Many newly graduated economists are attracted by the audit profession, but about 50% choose to terminate their employment within three years. Researchers believe that one reason for the high employee turnover in the auditing industry may be that audit associates choose to leave the profession. Factors such as high workload, misleading expectations and the perception of the audit profession are also used to explain employee turnover. However, few studies focus on the audit associate as well as differences between small and large audit firms.  Purpose The main purpose of this study is to understand former audit associates’ expectations and perceptions of the audit profession as well as their motives for leaving the occupation as an audit associate. The study also aims to understand the possible differences in the perceptions of former audit associates from small and large audit firms.  Method This study applies a qualitative research strategy with a primarily deductive process with inductive elements. For data collection, a total of 15 semi-structured interviews were conducted with former audit associates at small and large audit firms.  Conclusion This study indicates that audit associates expect a high workload, extensive learning experiences and useful career opportunities when they enter the audit profession. Perceptions such as high workload and low salary prove to affect the audit associates' job satisfaction and constitute motives for leaving the profession. In addition, this study indicates differences between small and large audit firms, for instance in terms of work assignments.  Contribution This study contributes to create an understanding of the phenomenon of employee turnover from the perspective of the audit associate and to expand the knowledge of actual employee turnover within the audit profession.
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Kilbride, Erin C. "A qualitative study of student attitudes and perceptions of the role of residence life professionals in attending to the spiritual needs of undergraduate college students at Ball State University." Virtual Press, 1998. http://liblink.bsu.edu/uhtbin/catkey/1135004.

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This qualitative study investigated the attitudes and perceptions of the role of Residence Life Professionals in attending to the spiritual needs of undergraduate college students at Ball State University. This study examined how undergraduate college students view the role of Residence Life Professionals in attending to spiritual needs. The results of this study have particular significance for those who are responsible for the well being of college students on a daily basis and benefit the Residence Life system by allowing a better understanding of where Professionals and students stand on this issue. This in turn will help Residence Life Professionals and students establish realistic expectations of each other in the spiritual arena. The researcher conducted 12 interviews with undergraduate student at Ball State University and analyzed the data by coding themes.
Department of Secondary, Higher, and Foundations of Education
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Chabeli, Teboho Nicolaas. "Perceptions of employees regarding the utilization of the in-house employee assistance programme model in the North West department of education." Diss., 2007. http://hdl.handle.net/2263/28738.

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This research is aimed at investigating the perceptions of employees regarding the utilization of the in-house Employee Assistance Programme mode in the North West Department of Education. The objectives of the study were: 1. To define EAP and describe its different models through literature review; 2. To determine the extent to which employees are aware of the in-house EAP service; 3. To determine the perceptions of the employees regarding the in-house EAP model; 4. To formulate the functioning of the in-house model; and 5. To provide conclusions and recommendations. RESULTS/FINDINGS From the information gathered, the employees’ perceptions regarding the use of in-house EAP model is negative. RECOMMENDATIONS The researcher proposes the following recommendations: Management support Senior managers must support the programme and take it as one of those programmes that, when properly utilized, will assist the employer to attain its strategic goal. Marketing the programme An extensive marketing strategy has to be put in place and implemented. This must, among other things, outline the rationale, advantages, and disadvantages of the programme in general as well as an in-house EAP model in particular. This could as well motivate the reason why an in-house EAP model is a viable option for the Department.
Dissertation (M.Soc.Sci (Employee Assistance Programme))--University of Pretoria, 2007.
Social Work and Criminology
MSocSci
unrestricted
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Caldeira, Livia L. "Employee assistance programs identification of professional practitioner competencies /." 1991. http://catalog.hathitrust.org/api/volumes/oclc/25303015.html.

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Thesis (Ph. D.)--University of Wisconsin--Madison, 1991.
Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 155-164).
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Books on the topic "Employee assistance professional employee assistan"

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Anton, William D. EAPI, Employee Assistance Program Inventory: Professional manual. Odessa, Fla: Psychological Assessment Resources, 1994.

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Resources, United States Congress Senate Committee on Labor and Human. The Workers Technology Skills Development Act: Report together with additional views (to accompany S. 1020). [Washington, D.C.?: U.S. G.P.O., 1994.

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Codependency in the workplace: A guide for employee assistance and human resource professionals. New York: Quorum Books, 1992.

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Staff support in health care. Abingdon, Oxon, OX: Blackwell Science, 1997.

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Les Haïtiens au Congo. Paris: L'Harmattan, 2006.

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Mwissa, Camille Kuyu. Les Haïtiens au Congo. Paris, France: L'Harmattan, 2006.

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Ltd, Khalipha Investments (Pty). Impact assessment of the USAID Swaziland Participant Training Program (1971-1989). [Swaziland?]: The Division, 1989.

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Investigation of misconduct and mismanagement at ICITAP, OPDAT, and Criminal Division's Office of Administration: Hearing before the Committee on the Judiciary, House of Representatives, One Hundred Sixth Congress, second session, September 21, 2000. Washington: U.S. G.P.O., 2000.

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Committee, New Jersey Legislature General Assembly Regulatory Oversight. Committee meeting of Assembly Regulatory Oversight Committee: Discussion of nursing home operations, quality of care, facility conditions, the role of state government in ensuring the well-being of the elderly in nursing homes, and the shortage of health-care professionals. Trenton, N.J: Office of Legislative Services, Public Information Office, Hearing Unit, 2002.

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Employee Assistance Professionals Association Inc., ed. UK standards of practice and professional guidelines for employee assistance programmes. London: EAP Association, 1995.

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Book chapters on the topic "Employee assistance professional employee assistan"

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Strban, Grega, and Luka Mišič. "Migrants’ Access to Social Protection in Slovenia." In IMISCOE Research Series, 391–403. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-51241-5_26.

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Abstract The Slovenian welfare system in its main part consists of a contribution-funded, professional social insurance scheme, composed of compulsory insurance branches, which mirror traditional social risks (contingencies) such as unemployment, old-age, sickness, etc., and a subsidiary tax-funded, residence-based social assistance scheme, which is aimed at preventing poverty and social exclusion. In general, all gainfully employed persons in Slovenia (e.g. workers, self-employed persons) enjoy coverage within the social insurance scheme, irrespective of their nationality or residence status. Citizenship and/or (long-term) residence is however required when accessing means-tested social assistance benefits. Migrants’ access to social rights – with the majority of foreign residents originating from ex-Yugoslav countries – is thereby fore and foremost dependent upon the nature of the benefit (means-tested or not) and their economic (in)activity or (long-term) residence.
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Cofer, Rebecca. "Learning Assistance Support in a Global Pandemic." In Strategies for Student Support During a Global Crisis, 71–88. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7000-5.ch005.

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The spring of 2020 brought with it an entirely new experience for learning assistance professionals, who now had revise services for the online college experience and prepare their student staff for implementation immediately. This chapter provides a “how to” guide for these professionals in considering their services with the COVID-19 pandemic in mind and preparing for future crises. The author provides tools, platforms, and techniques that their center utilized in successfully transitioning to an online environment. While it is important to reflect on and consider the technology and facility needs for one's center, this chapter also argues for the need to support the student staff in the learning assistance center, who are navigating the experience as an employee and a student. The author not only gives tips, but also reflects on their own experience during a global pandemic. The chapter concludes with a look at learning assistance work after COVID-19.
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"Compassion Fatigue, Compassion Satisfaction, and Burnout: Reactions Among Employee Assistance Professionals Providing Workplace Crisis Intervention and Disaster Management Services." In Workplace Disaster Preparedness, Response, and Management, 159–78. Routledge, 2013. http://dx.doi.org/10.4324/9780203051870-17.

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Bova, Viktoriia Viktorovna, Sergei Ivanovich Rodzin, Oksana Nikolaevna Istratova, Iurii Alekseevich Kravchenko, Viktor Mikhailovich Kureichik, and Natalia Aleksandrovna Lyz. "Smart education: kontekstno zavisimaia sistema-assistent." In Education and science: current trends, 6–20. Publishing house Sreda, 2019. http://dx.doi.org/10.31483/r-33109.

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Developments in the field of smart education – trend in the world educational space. Smart education is the result of the evolution of the application of information and communication technologies (the first personal computers), e-learning (personal computers for working in the Internet), m-learning (laptops) and u-learning (smartphones) in education. Key elements to support smart education: mobile computing, smart electronic textbooks, and cloud computing. The model, architecture and scenario of context-dependent system-assistant for smart education, able to analyze the individual characteristics of the student, the environment, adapt their work when conditions change are presented in the article. The novelty of the approach lies in the formalization of the context model so that the context-dependent system-assistant «computes on the fly» a specific scenario taking into account the individual characteristics of users and the current educational situation. When building a content management system, it is proposed to use a model based on biologically plausible machines. Context-dependent smart system should be able to personalize the best learning style, help to choose the optimal educational trajectory. For this purpose the device of Bayesian networks and biologically plausible methods are used. Prospective developments aimed at expanding the research base of smart education are the creation of adaptive systems that support an individual approach to learning, content management systems that provide for the possibility of contextual use of educational resources repositories and provide mobility and deep personalization of educational services. In Russia, nowadays there are the necessary prerequisites for the successful implementation of the smart education system: the focus in training are educational, social, civil, professional competencies, forms and methods for the individualization of the educational trajectory change, focus on open world intellectual resources, the emphasis is shifted to self-control and self-assessment of students, to assessment the education quality by employers, professional communities.
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Seidel, Ingo, Markus Gärtner, Michael Pöttler, Helmut Berger, and Michael Dittenbach. "Itchy Feet." In Tourism Informatics, 209–42. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-60566-818-5.ch013.

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In this chapter the authors describe an e-tourism environment that places emphasis on a community driven approach to foster a lively society of travelers. It enables them to exchange travel experiences, recommend tourism destinations or just catch some interesting gossip. Moreover, business transactions such as booking a trip or getting assistance from professional travel agents are a constituent part of this environment. All these interactions happen in an integrated, game-like, 3D virtual world where each tourist is impersonated as an avatar. The authors draw a retrospective on the specification, design and implementation of this e-tourism environment and present the status quo. The authors describe how they applied electronic institutions, a framework developed and employed in the area of multi-agent systems, to the tourism domain. Furthermore, they present their approach to connect a 3D virtual world with electronic institutions. Our goal is to provide a test bed for assessing the acceptance of virtual environments, as a medium to overcome the non-tangible nature of tourism products.
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Błaszczuk, Katarzyna. "Zapobieganie wykluczeniu społecznemu : przykład Stowarzyszenia na rzecz Kobiet "Victoria"." In Eliminacja wykluczenia społecznego, 37–53. Uniwersytet Papieski Jana Pawła II w Krakowie. Wydawnictwo Naukowe, 2016. http://dx.doi.org/10.15633/9788374385824.04.

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“Victoria” Association for Women was established in 2002. Its operations focus on problems faced by women from various backgrounds, and with varied professional, legal and social status. Assistance for women struggling with difficulties involves: support in efforts to become independent, improvement of self-esteem, and finding way in the job market. The Association organizes courses, trainings as well as conferences and promotes new forms of employ-ment. The organization is an advocate for individuals (groups) marginalized in the community; its services include legal, psychological, family and career counselling. It cooperates and initiates partnerships with institutions administered by local governments, with trade unions, nongovernmental organizations and economic entities. The areas of activity include: aid and support for families facing difficulties, health care, protection of rights, counteracting unemployment, promotion of education, culture and ecology, operations fostering integra-tion and cooperation at the local and in-ternational level, promotion of tourism and recreation, public order and safety. Yet, due to its location in an old building with no elevator, the organization’s office is inaccessible for people with motor disabilities. The paper will discuss selected areas of the organization’s operation tak-ing into account findings acquired from official documents and freeform interviews with representatives of the board.
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Kapustina, Nadezhda Valerevna, Irada Taliatovna Rustamova, and Dmitrii Leonidovich Savenkov. "Riski delovoi reputatsii promyshlennogo predpriiatiia v usloviiakh tsifrovizatsii ekonomiki." In Развитие науки и образования, 48–58. Publishing house Sreda, 2018. http://dx.doi.org/10.31483/r-21605.

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The article presents a comparative analysis of the nature and content of the concepts of risk and business reputation of the organization. The factors that may affect the process of digitalization of the economy in Russia are identified. The relationship between digitalization of the economy and the business reputation of industrial companies is defined. The refined definition of risk suggests considering risk as an economic phenomenon, which is an integral element of all socio-economic processes that occur in the organization, and is able to lead the system out of balance and, consequently, either improve its performance, or lead to undesirable losses, or destroy. The complete concept of business reputation is that it defines it as a stable representation in the minds of contractors of the organization (consumers, government agencies, suppliers, commercial banks) about the good faith of the fulfillment of its obligations, a high level of quality of the products of the efficiency of the implementation of business contracts. The interrelation between increase in business reputation and growth of competitiveness of the industrial organizations is shown. The quantitative index for assessing the level of goodwill by the dynamics of the revealed violations of the organizations in the industry is proposed. The dynamics of this indicator of industrial organizations of the Russian Federation in 2011–2017 is investigated. Such directions of reducing the risk of business reputation of the industrial organization of the Russian Federation as the development of tools for motivating personnel, the intensification of the use of professional psychological assistance for employees and management of industrial companies, the movement of their business reputation in social networks, the improvement of PR-companies of industrial enterprises, the development of self-regulatory organizations of the industry and the intensification of their activities in the management of the process of ensuring business reputation are revealed. The necessity of formation of independent qualified ratings of business reputation of domestic industrial companies formed in the context of sub-sectors of a particular sector of the economy and regions of the Russian Federation is shown.
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