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Journal articles on the topic 'Employee assistance programme (EAP)'

Author: Grafiati

Published: 4 June 2021

Last updated: 10 February 2022

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1

Baskar, Karuna, Ellen Mrinalini B. Shinde, and Deepti A. Srinivasan. "Promoting Mental Well-Being Through Employee Assistance Programmes." NHRD Network Journal 14, no. 1 (2021): 64–82. http://dx.doi.org/10.1177/2631454120979764.

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Mental health is increasingly being recognised as a critical component of employee well-being. Employee Assistance Programmes (EAPs) provide a comprehensive range of services to corporations to enhance the mental well-being of employees, leading to greater productivity. Increased uptake of EAP services across industries in India over the past two decades clearly indicates the growing recognition of the value of such services. Is there a real need in India for mental health services or are EAPs more suited to a western context and typically introduced only in response to a global mandate? How d

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2

Soeker, Shaheed, Tandokazi Matimba, Last Machingura, Henry Msimango, Bobo Moswaane, and Sinazo Tom. "The challenges that employees who abuse substances experience when returning to work after completion of employee assistance programme (EAP)." Work 53, no. 3 (2016): 569–84. http://dx.doi.org/10.3233/wor-152230.

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3

Nagami, M. "An assessment of the application of EAP in Japan : The present situation of outside company EAP." SANGYO EISEIGAKU ZASSHI 40, Special (1998): 639. http://dx.doi.org/10.1539/sangyoeisei.kj00001990460.

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4

Rhéaume, Jacques. "Santé Mentale au Travail: L'Approche Des Programmes D'Aide Aux Employés." Canadian Journal of Community Mental Health 11, no. 2 (1992): 91–107. http://dx.doi.org/10.7870/cjcmh-1992-0016.

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This paper concerns the main results of an empirical study addressing 129 practitioners involved in Employee Assistance Programs (EAP) in Quebec. The author defines this type of program on the basis of the linkage between work structure and mental health issues. The linkage between health and work can be appraised through four different traditions: the struggle against alcoholism, work counselling, health and safety at work, and the quality of working life. The present EAP orientations, their organizational setting, and their dominant type of intervention can be related to a work counselling m

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Nakao, Mutsuhiro, Mariko Nishikitani, Satoru Shima, and Eiji Yano. "A 2-year cohort study on the impact of an Employee Assistance Programme (EAP) on depression and suicidal thoughts in male Japanese workers." International Archives of Occupational and Environmental Health 81, no. 2 (2007): 151–57. http://dx.doi.org/10.1007/s00420-007-0196-x.

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6

Bakar, Abu Yazid Abu, Hazaila Hassan, and Salleh Amat. "‘SELF-IE’ MODULE: A COUNSELING PSYCHOLOGY INTERVENTION TO SUPPORT SELF-CHANGE AND WORK-PERFORMANCE ENHANCEMENT OF LOW-PERFORMING CIVIL SERVANTS." Humanities & Social Sciences Reviews 8, no. 4 (2020): 78–83. http://dx.doi.org/10.18510/hssr.2020.849.

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Purpose of the study: This study aims to examine the impact of a psychoeducational module known as the ‘SELF-IE’ module in helping low-performing civil servants. It is measured through the self-change variables of emotional stability, psycho-spirituality, and behavioral adjustment among respondents, who attended 2017 Self-Change and Well-Being Programme that used the ‘SELF-IE’ module as the intervention. Methodology: This is a quasi-experimental study, in which the impact of the ‘SELF-IE’ module was determined by measuring the mean differences of the variables for both experimental and c

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7

Desmond, Richard E. "Careers in Employee Assistance Programs." Journal of Applied Rehabilitation Counseling 16, no. 2 (1985): 26–30. http://dx.doi.org/10.1891/0047-2220.16.2.26.

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Employee Assistance Programs (EAPs) are being developed in all types of organizations. This development is seen as a valuable opportunity for employment of rehabilitation counselors. A rationale which suggests that rehabilitation counseling training is appropriate for EAP work is presented. Employee assistance programs are described as following three models: (a) the In-house model, (b) the Consortium model, and (c) the Trained agent model. The functioning of a rehabilitation counselor under each is described. Organizational demands on a counselor working in an EAP in a profitoriented organiza

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8

Masi, Dale A., and Michelle E. Goff. "The Evaluation of Employee Assistance Programs." Public Personnel Management 16, no. 4 (1987): 323–27. http://dx.doi.org/10.1177/009102608701600404.

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As employee assistance programs have gained popularity, more and more managers are asking for ways to prove that EAPs are cost-effective. Out of that need, the field of EAP evaluation was born. The author discusses the growing field of EAP evaluation—both qualitative and quantitative—and also raises some of the confidentiality issues that arise when third-party evaluations of EAP services are conducted.

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9

MacDonald, Scott, and Stephen Dooley. "Employee Assistance Programs: Emerging Trends." Canadian Journal of Community Mental Health 9, no. 1 (1990): 97–105. http://dx.doi.org/10.7870/cjcmh-1990-0007.

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Ninety-one Employee Assistance Program (EAP) policies were examined to assess factors associated with temporal changes and union endorsement. It was found that recent policies and policies with union participation were significantly more likely to: (a) emphasize mechanisms for promoting voluntary referral, (b) contain more procedures to protect confidentiality, and (c) mention the importance of informing employees about the EAP.

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10

Bickerton, Richard. "Information Management and Employee Assistance Program Imperatives." Public Personnel Management 16, no. 4 (1987): 349–58. http://dx.doi.org/10.1177/009102608701600408.

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We live in an age when information and technology are of primary importance to our lives. Those who control information, and its timely and credible dissemination, wield great power. This is also true in the EAP field. The ALMACA Clearinghouse for Employee Assistance Program Information collects and disseminates EAP-specific technical assistance data with the goal of providing Clearinghouse subscribers information that maintains their own competence and improves upon others' understanding and utilization of EAP practices and procedures.

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11

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 (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 impl

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12

Berridge, John R., and Cary L. Cooper. "The Employee Assistance Programme." Personnel Review 23, no. 7 (1994): 4–20. http://dx.doi.org/10.1108/00483489410072190.

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13

Donnelly, Elizabeth, Colby Valentine, and Karen Oehme. "Law enforcement officers and Employee Assistance Programs." Policing: An International Journal of Police Strategies & Management 38, no. 2 (2015): 206–20. http://dx.doi.org/10.1108/pijpsm-11-2014-0116.

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Purpose – The toll of the stresses of policing on officers’ physical and mental health and on their individual work and family functioning has been well documented in the literature. Given the well-established consequences of work-related stress on law enforcement, it becomes important to understand how officers are utilizing institutional support systems. Specifically, the purpose of this paper is to elucidate the relationship between officers and Employee Assistant Programs (EAPs). Design/methodology/approach – Data were collected from surveys attached to an online officer training targeting

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14

Ryan, Dorothy, and Ronna Jevne. "A Comprehensive Employee Assistance Program [EAP] for Educators." Employee Assistance Quarterly 9, no. 1 (1993): 79–90. http://dx.doi.org/10.1300/j022v09n01_04.

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15

Delaney, Thomas J. "The EAP Part of Personnel Function." Public Personnel Management 16, no. 4 (1987): 359–62. http://dx.doi.org/10.1177/009102608701600409.

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In the past two decades much has changed in the way of employee assistance programs. However, substance abuse among workers and its interference with job performance has not changed. While some have argued that greater emphasis be placed on preventative measures, the author believes that from the inception, employee assistance programs have been preventative—by educating the public, by performing screening and gatekeeping functions for referrals, and by providing feedback from providers on how employees are progressing.

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16

Denzin, Norman K. "Living and Dying in an Employee Assistance Program." Journal of Drug Issues 25, no. 2 (1995): 363–78. http://dx.doi.org/10.1177/002204269502500209.

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A contextual natural history, case study analysis of what happened to an Employee Assistance Program (EAP) at Midwestern University is offered. Personal narratives depicting the consequences of this change are presented and analyzed.

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17

French, Michael T., Gary A. Zarkin, and Jeremy W. Bray. "A Methodology for Evaluating the Costs and Benefits of Employee Assistance Programs." Journal of Drug Issues 25, no. 2 (1995): 451–70. http://dx.doi.org/10.1177/002204269502500213.

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Employee assistance programs (MPs) represent a relatively new fringe benefit for workers; the number of these programs has been steadily increasing in worksites of all sizes. Despite this surge in the growth of EAPs, few studies have estimated their costs or benefits. To guide future economic evaluation studies of EAPs, we have developed a methodology that has four components: a process description to understand the structure, operating environment, and goals of the EAP; a cost analysis to comprehensively identify and estimate the full range of EAP costs; an outcomes analysis to rigorously est

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18

Zarkin, G. A., J. W. Bray, G. T. Karuntzos, and B. Demiralp. "The effect of an enhanced employee assistance program (EAP) intervention on EAP utilization." Journal of Studies on Alcohol 62, no. 3 (2001): 351–58. http://dx.doi.org/10.15288/jsa.2001.62.351.

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19

Blum, Terry C., and Paul M. Roman. "Purveyor Organizations and the Implementation of Employee Assistance Programs." Journal of Applied Behavioral Science 24, no. 4 (1988): 397–411. http://dx.doi.org/10.1177/002188638802400407.

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Employee assistance programs (EAPs) have diffused rapidly, but few studies have examined the processes of this diffusion, and most of these have focused on the characteristics of the organizations adopting EAPs. This article addresses the “purveyor organizations ” that market EAPs to others. The authors hypothesized that the greater the purveyor organization's integration of and managerial control over its subunit for EAP service delivery, the more supportive relationships the purveyor organization has with treatment organizations within its community, and that the higher its level of sociopol

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20

Evans, Barbara L., and Harrison M. Trice. "Acceptance and Implementation of Eap Core and Noncore Tasks." Journal of Drug Issues 25, no. 2 (1995): 379–96. http://dx.doi.org/10.1177/002204269502500210.

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This study explores the attitudes of aspiring and practicing EAP workers toward twenty EAP job tasks — ten that conform to the EAP core tasks and ten that do not. Implementation of the EAP core and noncore tasks is also examined. Findings suggest that although the EAP core tasks are widely accepted, EAP workers implement, in practice, several noncore tasks as often as some of the core tasks. These data also suggest that assisting workers with substance abuse problems continues to be a central theme in employee assistance practice.

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21

French, Michael T., Laura J. Dunlap, Gary A. Zarkin, and Georgia T. Karuntzos. "The costs of an enhanced employee assistance program (EAP) intervention." Evaluation and Program Planning 21, no. 2 (1998): 227–36. http://dx.doi.org/10.1016/s0149-7189(98)00013-5.

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22

Lucas, John J., and Stephanie Clute. "Case Study: Potential Violation Of The Employee Assistance Program (EAP)." Journal of Business Case Studies (JBCS) 9, no. 4 (2013): 333. http://dx.doi.org/10.19030/jbcs.v9i4.7960.

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This Human Resource Management case focuses on a potential violation of a companys Employee Assistance Program (EAP) and the appropriate procedure to address this issue. This case is based upon an actual event that occurred at a production plant of a Fortune 500 company. The case study can be used for any undergraduate or graduate level human resource management class. It is designed to be conducted as a group assignment or general class discussion within one class hour.

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23

Megranahan, Mike. "Quality control for an employee assistance programme." Employee Counselling Today 7, no. 3 (1995): 16–22. http://dx.doi.org/10.1108/13665629510795861.

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24

Perry, Ronald W., and N. Joseph Cayer. "Evaluating Employee Assistance Programs: Concerns and Strategies for Public Employers." Public Personnel Management 21, no. 3 (1992): 323–34. http://dx.doi.org/10.1177/009102609202100304.

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The growth in numbers of Employee Assistance Programs (EAP) in the public sector in recent years raises questions about their effects for employers. However, effective evaluation appears to be elusive. The article examines the special issues surrounding EAPs with particular attention to the unique setting of public sector programs. A broad evaluation strategy is recommended and outlined, and suggestions for its use are made.

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25

SHIMA, Satoru, Katsutoshi TANAKA, and Sayo OHBA. "Employee Assistance Program." SANGYO EISEIGAKU ZASSHI 44, no. 2 (2002): 50–55. http://dx.doi.org/10.1539/sangyoeisei.kj00002552690.

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26

Karuntzos, Georgia T., Laura J. Dunlap, Gary A. Zarkin, and Michael T. French. "Designing an Employee Assistance Program (EAP) Intervention for Women and Minorities." Employee Assistance Quarterly 14, no. 1 (1998): 49–67. http://dx.doi.org/10.1300/j022v14n01_05.

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27

Nobrega, Suzanne, Nicole J. Champagne, Lenore S. Azaroff, Karishma Shetty, and Laura Punnett. "Barriers to Workplace Stress Interventions in Employee Assistance Practice: EAP Perspectives." Journal of Workplace Behavioral Health 25, no. 4 (2010): 282–95. http://dx.doi.org/10.1080/15555240.2010.518491.

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28

MUTO, Takashi, Yasuo HARUYAMA, and Toshiaki HIGASHI. "Descriptive Study of External Employee Assistance Program Providers (EAP) in Japan." Industrial Health 50, no. 4 (2012): 322–25. http://dx.doi.org/10.2486/indhealth.ms1343.

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29

Yu, Ming-Chu, Chiu-Chuan Lin, and San-Yuan Hsu. "Stressors and burnout: The role of employee assistance programs and self-efficacy." Social Behavior and Personality: an international journal 37, no. 3 (2009): 365–77. http://dx.doi.org/10.2224/sbp.2009.37.3.365.

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This study was aimed at exploring the roles of self-efficacy and an Employee Assistance Program (EAP) in employee burnout associated with stress. A total of 600 questionnaires were sent and 205 were collected from employees in high-tech industries in a Science Park in Taiwan. The valid collection rate was 34.2%. Path analysis was used to test the model. The results show that stressors can negatively and indirectly influence burnout through self-efficacy. This finding means that companies trying to reduce employee burnout should pay much more attention to enhancement of employee self-efficacy.

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30

Reichman, Walter, and Bernard E. Beidel. "Implementation of a State Police EAP." Journal of Drug Issues 19, no. 3 (1989): 369–83. http://dx.doi.org/10.1177/002204268901900305.

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The implementation of the employee assistance program in the New Jersey State Police was studied over a three-year period. Quesionnaires were sent to a stratified random sample of sworn members once each year for three years. The questionnaire contained items to measure the degree of diffusion, receptivity, and the use of the program. The initial hypothesis was that the implementation of the program would follow the three-phase process of diffusion receptivity and use. The result of the first survey indicated the program was in the diffusion stage with more than 69% of the troopers having hear

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31

Brummett, Patricia O'Donnell. "Successfully Matching Employee to Substance Abuse Treatment Through Non-Routinized Employee Assistance Program (EAP) Referral." Employee Assistance Quarterly 15, no. 1 (1999): 1–20. http://dx.doi.org/10.1300/j022v15n01_01.

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32

Patton, Gary L., and Karen Simmons. "A New Model: Locating the Employee Assistance Program (EAP) within Pastoral Care." Chaplaincy Today 20, no. 1 (2004): 3–7. http://dx.doi.org/10.1080/10999183.2004.10767245.

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33

Rankin, Pedro. "Creating legacy in EAP business: the South African approach towards Employee Assistance." Journal of Workplace Behavioral Health 34, no. 1 (2019): 74–75. http://dx.doi.org/10.1080/15555240.2018.1550651.

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34

김수현 and Cheon Choung-Soo. "The Effects of Employer Characteristics on QWL - Moderated by EAP(Employee Assistance Program) -." Productivity Review 28, no. 1 (2014): 133–86. http://dx.doi.org/10.15843/kpapr.28.1.201403.133.

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35

Pölzl, Alexandra. "Employee Assistance Programs (EAP) – Psychodrama in der externen Beratung von Mitarbeiterinnen und Mitarbeitern." Zeitschrift für Psychodrama und Soziometrie 19, no. 1 (2020): 163–69. http://dx.doi.org/10.1007/s11620-020-00536-2.

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36

Muto, T. "Characteristics of an external employee assistance programme in Japan." Occupational Medicine 54, no. 8 (2004): 570–75. http://dx.doi.org/10.1093/occmed/kqh124.

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37

Bennett, Nathan. "Stress among Employee Assistance Program Administrators: The Influence of Role and Organizational Characteristics." Journal of Drug Issues 19, no. 3 (1989): 403–18. http://dx.doi.org/10.1177/002204268901900307.

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This paper examines the relationship between the role characteristics, organizational characteristics and stress in a sample of employee assistance program (EAP) administrators. In addition, variables which the organizational literature suggests “buffer” the relationship of antecedents with stress are considered. The results indicate that the role, organizational, and intervening variables have unique effects on stress, rather than fitting a buffering model. The perceptions of status and autonomy held by the program administrator, as well as structural characteristics of the workplace, all con

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38

Harris, Michael M., and Mary L. Fennell. "Perceptions of an Employee Assistance Program and Employees' Willingness to Participate." Journal of Applied Behavioral Science 24, no. 4 (1988): 423–38. http://dx.doi.org/10.1177/002188638802400409.

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Little empirical research has examined employees' perceptions of employee assistance programs (EAPs) and their willingness to participate in them. A sample of 150 employees of a white collar firm was surveyed to determine the responden' attitudes, perceptions, and willingness to use various resources for help with alcohol abuse and dependence, their beliefs about the causes and stigma of alcoholism and reasons for drinking, and their levels of alcohol consumption. The results indicate that men and women appear equally willing to use EAPs, although they differ somewhat in their perceptions of a

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39

Gleason, Alexander M. "Remote Monitoring of a Work-From-Home Employee to Identify Stress: A Case Report." Workplace Health & Safety 69, no. 9 (2021): 419–22. http://dx.doi.org/10.1177/2165079921997322.

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How do you assess the mental wellness of your work-from-home employees? This case study reports on how an occupational health nurse used work-from-home employee’s own phone and Fitbit™ smartwatch to obtain heart rate data to screen for high periods of stress. Telemedicine and telemetry allowed the occupational health nurses to screen an employee when the nurse could not assess the employee face-to-face. When the occupational health nurses identified an at-risk employee, the occupational health nurses referred the employee to the Employee Assistance Program (EAP) for counseling. Leveraging hear

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40

Kim, Hyun－Kyoung. "An Exploration for Needs Analysis of Relations－based Employee Assistance Education Program(R－EAP)." Korea Association of Business Education 34, no. 5 (2019): 219–51. http://dx.doi.org/10.23839/kabe.2019.34.5.219.

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41

Ichikawa, Kaoru, Tomoko Matsui, Ayumi Nishikawa, et al. "Applicability of the international program evaluation tool of Employee Assistance Programs (EAP) onto Japan." International Congress Series 1294 (June 2006): 163–66. http://dx.doi.org/10.1016/j.ics.2006.01.077.

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42

MacAlister, E. "Does an employee assistance programme benefit employers and employees alike?" Occupational Medicine 49, no. 7 (1999): 465–66. http://dx.doi.org/10.1093/occmed/49.7.465.

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43

Bamberger, Peter, and William J. Sonnenstuhl. "Peer Referral Networks and Utilization of a Union-Based Eap." Journal of Drug Issues 25, no. 2 (1995): 291–312. http://dx.doi.org/10.1177/002204269502500206.

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Although peers have always played a critical role in referring co-workers to union-based alcohol and mental health programs, relatively little is known about those referral processes. This exploratory study fills that gap by reporting upon the role of peer referral networks in the Association of Flight Attendants Employee Assistance Program (AFA EAP.) Our exploratory findings suggest that the utilization rate of chemically-dependent co-workers is related to the size of the EAP's network of friends and supporters, quality of labor-management relations, and a positive belief in co-workers' recov

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44

Weiss, Richard M. "Overcoming Resistance to Surveillance: A Genealogy of the EAP Discourse." Organization Studies 26, no. 7 (2005): 973–97. http://dx.doi.org/10.1177/0170840605054600.

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Through an examination of employee assistance programs we address Foucault’s contention that the pervasive surveillance characteristic of disciplinary control is facilitated by a discourse claiming therapeutic rather than punitive aims. By characterizing poor job performance as evidence of substance abuse or other ‘behavioral-medical’ illness, the EAP discourse endeavors to overcome the reluctance of supervisors to identify poor performers, for whom job loss is the frequent consequence of failure to improve. Following Foucault’s view that power effects occur without express intention to exerci

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45

Bennett, Nathan, and Linda S. Kelley. "Assessing the Acceptance of the Disease Concept of Alcoholism among Eap Practitioners." Journal of Drug Issues 17, no. 3 (1987): 281–99. http://dx.doi.org/10.1177/002204268701700305.

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In the past 20 years special interest groups have increased efforts to de-stigmatize alcoholism through improving the image of the alcoholic and medicalizing alcoholism. Among specific initiatives is the effort to implement work-based employee assistance programs (EAPs) to identify alcoholic employees through job performance decrements and guide them to appropriate treatment resources. In this analysis, two issues are examined. First, we measure the degree to which the disease model of alcoholism is accepted among those working with alcoholics in job-based programs, those variously charged wit

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46

Hardison Walters, Jennifer L., Keshia M. Pollack, Monique Clinton-Sherrod, Christine H. Lindquist, Tasseli McKay, and Beth M. Lasater. "Approaches Used by Employee Assistance Programs to Address Perpetration of Intimate Partner Violence." Violence and Victims 27, no. 2 (2012): 135–47. http://dx.doi.org/10.1891/0886-6708.27.2.135.

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Employee Assistance Programs (EAPs) are workplace resources available to employees with problems impacting work performance. EAPs are well-positioned to address intimate partner violence (IPV), a major public health problem with workplace impacts. A purposeful sample of 28 EAPs across the United States was surveyed to identify policies and programs to address IPV, including perpetration. Most EAPs did not report having standardized approaches for addressing IPV perpetration. EAPs also described significant barriers to identifying IPV perpetrators, with the majority relying on self-disclosure o

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47

Macdonald, S., W. Albert, M. Maynard, and P. French. "Survival Analysis to Explore the Characteristics of Employee Assistance Program (EAP) Referrals That Remain Employed." International Journal of the Addictions 24, no. 2 (1989): 113–22. http://dx.doi.org/10.3109/10826088909047279.

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48

Weiss, Richard M. "Employee Assistance Program (EAP) Referral Agents' Conceptions of the Causes and Treatment of Alcohol Dependence." Journal of Workplace Behavioral Health 25, no. 3 (2010): 195–200. http://dx.doi.org/10.1080/15555240.2010.496318.

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49

Golan, Maya, and Peter Bamberger. "The Cross-Cultural Transferability of a Peer-Based Employee Assistance Program (EAP): A Case Study." Journal of Workplace Behavioral Health 24, no. 4 (2009): 399–418. http://dx.doi.org/10.1080/15555240903358637.

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50

Sonnenstuhl, William J. "Contrasting Employee Assistance, Health Promotion, and Quality of Work Life Programs and Their Effects on Alcohol Abuse and Dependence." Journal of Applied Behavioral Science 24, no. 4 (1988): 347–64. http://dx.doi.org/10.1177/002188638802400404.

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Numerous programs addressing employee alcohol abuse and dependence have appeared in organizations in the U.S. since the 1940s. Employee Assistance Programs (EAPs) have effectively used a dual strategy of constructive confrontation and counseling for dealing with problem drinkers at the work site. In many organizations, however, practitioners have begun to treat problem drinkers by altering this strategy and/or relying on health promotion programs (HPPs) and quality of work life (QWL) efforts. This article compares EAPs, HPPs, and QWL, discussing their theoretical underpinnings, methods, and de

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