Dissertations / Theses: 'Employee assistance programmes (EAP)'

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Pillay, Roshini. "A comparison of Employee Assistance Programme (EAP) and HIV and AIDS workplace programmes in the Gauteng Provincial Government." Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-09292008-083448.

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Naidoo, Nevania. "Monitoring and Evaluation Practices of Corporate Clients of an External Employee Assistance (EAP) Service Provider." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/58522.

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This study explores monitoring and evaluation as a critical element in the success of any EAP. This forms part of Standard 27 in the EAPA-SA standards document. The monitoring and evaluation of the EAP in an organisation refers not only to the individual employee but also to the work organisation and the impact, success, and value of the programme within these two spheres. In recent years, EAPs have been recognised for returning employees to higher levels of efficiency and productivity as a result of the brief therapy offered. In order to maintain this recognition, it is critical for EAPs to demonstrate their cost-effectiveness in terms of both employees and the organisation. This study is based on General Systems Theory and is of a qualitative nature. As is consistent with qualitative research, the aim was to gain an in-depth understanding of the meaning that participants attach to the evaluation of EAPs. This was done by interviewing identified role players, often being those dealing with the EAPs in their organisations. The sample was taken from the client base of a leading EAP service provider and each client was approached to participate voluntarily in the research. The sample size was a total of twelve participants, however the researcher took saturation levels into consideration and therefore a total of ten participants were interviewed. The results of the research highlighted that, in the represented population, there is wide use of monitoring and evaluation processes. The results of these processes are used for various reasons, at different levels of the organisation and are often associated with the success and continuation of the programme. The researcher found that, whilst monitoring and evaluation takes place, standardisation is lacking and a number of clients have mentioned the need for standardised definitions and processes as well as an automated system. It is, therefore, recommended that iv further studies take place with clients of other service providers and that a process of standardisation be considered by EAPA.
Mini Dissertation (MSocSci)--University of Pretoria, 2017.
Social Work and Criminology
MSocSci
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Baloyi, Vincent. "Marketing strategies during the developmental and implementation phases of an employee assistance programme in the public service (Gauteng)." Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/41586.

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EAP, as part of the organizational Human Resource Management services, assists employees in dealing with challenges that affect their productivity at work. It is offered according to different approaches, depending on the size, availability of resources and nature of the organization. Employee Assistance Programmes (EAPs) provide services designed to help employees, managers and organizations meet life challenges and remain healthy, engaged, and productive. However, the services that an EAP offers in an organization need to be marketed to its users. This allows the users, who are the employees of that particular organization, to understand and familiarize themselves with those services. Various strategies are used to market EAP. However its influence differs from one organization to another. The study was conducted in the public service to determine the effect of marketing strategies by EAPs during the developmental and implementation phases. More importantly, this study seeks to examine the most effective strategies for EAP marketing in the public service by means of the following objectives:- • A description of marketing strategies for EAPs from a theoretical point of view; • An exploration of marketing strategies which have been applied in the public service by means of an empirical study. • Formation of guidelines on marketing strategies that may ensure effective marketing during the developmental and implementation phases of EAP. The literature study outlines the processes and guidelines for implementation of the EAP during the developmental phases. This includes needs assessment, management consultation, EAP mainstreaming and EAP launch and management training. There is a direct link between the implementation plan for EAP and the marketing strategies to be employed. The main reason for conducting this study is vi therefore to try to align the implementation plan for the EAP with the relevant strategies to be employed, for the benefit of the public service. The empirical findings obtained from a sample of EAP practitioners and EAP heads in the public service have established the main purpose of the study, which will be conducted by following the mixed method research approach. The researcher applied the mixed method approach to find the general understanding by EAP practitioners of the subject being investigated and to verify such information with EAP heads in the public service. Data were presented by means of exact figures gained from precise measurement and the themes in chapter 3. This methodology was aimed at exploring the effective marketing strategies for EAP during the developmental and implementation phases in the public service (Gauteng). The findings of the study and the analysis revealed the effective strategies that should be employed by practitioners when EAP is introduced into a specific public service department to ensure effective and efficient use of its services. The study also formulated guidelines on the effective use of the EAP in the public service. The research conclusions and recommendations served as a basis for the development of a guideline to effectively market the EAP services in the public service during the developmental and implementation phases.
Dissertation (MSW)--University of Pretoria, 2014.
lmchunu2014
Social Work and Criminology
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Nxumalo, Lindelwa. "An investigation into the trends and patterns of requests for proposals for Employee Assistance Programmes (EAPs) from ICAS Southern Africa." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/61096.

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The study aimed to investigate the trends and patterns in Requests for Proposals (RFPs) for Employee Assistance Programme (EAP) services from ICAS Southern Africa. The sample was forty RFPs from the public and private sectors. The sample of forty was drawn from the ICAS Southern Africa archives of RFPs for 2012 to 2016, using probability sampling. The quantitative research approach was followed, using document analysis design. The researcher utilised the content analysis technique to extract the information from the RFPs and quantify it into a coding sheet. The findings reflect changes in requests for EAP services by corporate clients in South Africa over the past five years. There was a trend towards the integration of services from the EAP, Health and Wellness, Work-life and other related fields. The service delivery models requested also showed changes with electronic services emerging strongly, which presents an opportunity for the three fields to further integrate and provide holistic services.
Mini Dissertation (MSocSci)--University of Pretoria, 2017.
Social Work and Criminology
MSocSci
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Manganyi, Patty Siphiwe. "Utilisation of the Employee Assistance Programme (EAP) services by employees at Polokwane Tertiary Hospital." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/53434.

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The research was conducted to assess the utilisation of the Employee Assistance Programme (EAP) by employees at Polokwane Tertiary Hospital (PTH). PTH implemented the in-house EAP model with a professional employed by the organisation in 2007. After seven years of operation, the utilisation of EAP services at PTH has not been assessed. Currently there is no information with regard to referral and current usage of the services. The problem was formulated as: lack of available evaluative data on the employees knowledge and utilisation of the EAP. The research statements of the study were as follows: ? Poorly visibility, lack of knowledge and understanding of what EAP is, and concerns about confidentiality negatively affects utilisation of the services. ? When management is not involved and fully committed to the EAP in an organisation, the programme will not serve the purpose it was designed for and the situation leads to an infrequent or underutilisation of the services. As the researcher intended to assess utilisation of EAP in PTH, it was appropriate to follow a quantitative approach in this applied research to establish a knowledge base. The researcher utilised a cross-sectional survey design. The researcher explored the goal of the study by means of a questionnaire that was developed after the in-depth literature review on EAP, to collect information from the employees, supervisors and managers. The researcher selected a sample of 100 respondents using stratified random sampling which is representative of all business units in the organisation. The data collected from all respondents indicates that the utilisation rate of EAP services was very low (8%) and that sixty five percent (63%) of the employees are not aware of the services within their own department, while seventy seven percent (78%) indicated that the services are not accessible. The data also show that the EAP is appropriate and a beneficial option for assisting the employees with addressing their problems which impact on their job performance negatively. The model adopted by the department is rated poor by employees in terms of confidentiality and accessibility. Therefore the researcher deduces that employees are not informed about the programme, while managers and supervisors are also not informed about EAP procedures. Finally, it is concluded that the results of the study supported the research statements since seventy three (73%) of the respondents mentioned that they were uncertain whether the existing EAP was responding to their personal needs and that only twenty five (75%) of the managers or supervisors were also not involved in the programme. It is, therefore, recommended that the EAP unit should develop continuous and innovative marketing strategies to enhance employees? awareness of the EAP in order to ensure that all employees within PTH are aware of the programme. A dedicated initiative directed towards the provision of supervisory training is essential. Based on the findings of the study, conclusions and recommendations were made regarding the improvement of the EAP in PTH.
Mini Dissertation (MSW)--University of Pretoria, 2015.
Social Work and Criminology
MSW
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Mbana, Phiwe Thando Vuyo. "A social work study on the impact of legislation on the practice of Employee Assistance Programmes in the South African mining industry." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-05062009-153805.

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Govender, Thiloshni. "A critical analysis of the prevalence and nature of employee assistance programmes in the Eastern Cape Buffalo City municipal area." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27795.

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The researcher has since 1996 been involved professionally in the field of Employee Assistance and has been witness to its evolution, growing complexity and potential to make a positive impact on the development of individuals and organizations through employer-employee relationship and workplace dynamics. The motivation for this study came from an interest to gain deeper understanding of the concept and implementation of EAPs by organizations in the researcher’s immediate environment and circle of potential influence. The development of EAPs in South Africa, influenced by various professions, has evolved as a result of different organizational needs which occur in varying forms and levels of sophistication depending on staffing, availability of resources and capacity within organizations. There is limited information available to EAP as a developing profession in terms of how programmes occur in South Africa. This study sought to analyze the prevalence and nature of EAPs in work organizations within the Buffalo City Municipal Area (BCMA) in the Eastern Cape Province, mainly to obtain reliable information on these programmes so that implementation of employee assistance can be evaluated and improved. This investigation provides a critical description of the implementation of EAPs in the BCMA with a view to establish prevalence, critically analyze the nature of EAPs, and to benchmark against existing Employee Assistance Professional Standards. The literature review includes a detailed examination of the history of EAPs in South Africa, contributions of the different professional disciplines, definitions of EAP, models currently in practice with the advantages, disadvantages and factors that influence the organizations choice of model and core technology of EAPs, as well as a critical examination of the 27 EAPA-SA Standards of 2005. The study is quantitative, exploratory and descriptive in nature as it sought to measure prevalence and provide descriptions of implementation methodologies in terms of form, shape, scope, staffing and services offered. These descriptive elements are benchmarked against the Standards for EAPs in South Africa, developed by the EAPA-SA, the official voice of the EAP profession. Questionnaires were administered to respondents that attended the local EAPA Branch and Occupational Health Nurses Association as well as Provincial Forum for Public Sector EAPs meetings. The respondents that were not reached this way were administered questionnaires personally. The population included organizations from both the private and public sector that employed a minimum staff compliment of two hundred. Since there are only 47 such organizations in the BCMA (both public and private sector), the entire population consisted of respondents and no sample was selected. Univariate analysis was used to assess data collected. The findings of the study indicate that EAPs are prevalent in BCMA organizations but they vary considerably in the way they have been developed and implemented. Benchmarked against the EAPA-SA Standards it is evident that while employee assistance programmes have certain basic elements in common, the overall design and implementation is fortuitous at best. Since the EAPA-SA standards have been developed concurrently with EAPs it is hoped that newly established EAPs will be a product of careful design rather than an inadvertent incident. EAPA-SA, educational institutions and business development forums need to collaborate and partner to provide comprehensive support to organizations and EAP practitioners to strengthen their EAPs. Correctly implemented, capacitated and resourced, EAPs can assist organizations to effectively manage their human resource behavior and health risks, maximize productivity as well as support individual employees to optimally manage personal and work challenges and function at their best. Copyright
Dissertation (MSW)--University of Pretoria, 2010.
Social Work and Criminology
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Cummings, Nicki. "Employee Assistance Program (EAP) as a context for social work practice placement." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15314.

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The Bachelor of Social Work degree is a four year course consisting of classroom and field practicum training. In 2013, the Automotive Information and Development Centre (AIDC) and Nelson Mandela Metropolitan University agreed upon placing fourth year social work students within the Employee Assistance Programs affiliated with the AIDC. The research goal of this study is to enhance an understanding of Employee Assistance Programs (EAP) as a context for practicum training for (4th) fourth year social work students by exploring and describing the perceptions and experiences of students, campus supervisors and EAP company representatives. In this respect, the study seeks to determine whether EAP provides the opportunity to meet the Exit Level Outcomes for the Bachelor of Social Work degree. This study is focussed on the practical application of social work knowledge and skills; it is framed within the principles of the Outcomes Based Educational Approach to Education. It was thus considered relevant to introduce a literature review on this particular approach with the focus on the achievement of outcomes. In order to understand whether EAP is an effective learning context the researcher needed to understand how students apply the experience and bridge the gap between theory and practice to gain meaning and understanding and, essentially, learn from the practicum training experience thus further enhancing the framework. The experiential learning cycle presented by Kolb (1984) extended the framework to provide an appropriate model for facilitating learning by linking practice to theory and knowledge. Kolb’s experiential learning cycle was thus explored. The study utilised an exploratory, descriptive, qualitative approach, which is contextual in nature. Non-probability, purposive sampling was utilised to select fourth year social work students, supervisors and company representatives who were involved with EAPs and fourth year social work students at their company. Data collection incorporated semi-structured interviews. Data analysis resulted in themes, sub-themes, categories and sub-categories emerging. Upon analysis of these themes, it was clear that with the appropriate support and creativity, students were able to meet the required Exit Level Outcomes of the Bachelor of Social Work degree. The study concludes that the overall the experience of fourth year social work students placed at EAP companies has been a positive one, with students meeting the Exit Level Outcomes for the Bachelor of Social Work degree. Although this was a positive experience, greater preparation is required and communication between the relevant parties needs to be improved.

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Johnson, Yolande. "A pet-friendly workplace policy to enhance the outcomes of an Employee Assistance Programme (EAP)." Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-10172005-154203.

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Mthimunye, Mokgadi Rosinah. "The perceptions of supervisors about employee assistance programme referrals within the Department of Foreign Affairs." Diss., Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-07292008-161238.

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Dartey, Anita Fafa. "Development of an Employee Assistance Programme (EAP) for midwives dealing with maternal death cases in the Ashanti Region, Ghana." University of the Western Cape, 2016. http://hdl.handle.net/11394/5496.

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Philosophiae Doctor - PhD
Globally, Employee Assistance Programme (EAP) has become the most effective workplace programme used to assist employees in the identification and resolution of performance and behavioural related problems. Employees, irrespective of the sector of employment are seen as the most valuable assets of any organization and therefore their wellness is as important as the organization itself. Employees' personal or work related problems may adversely affect their health as well as their productivity, thereby impeding the growth of an organization. It is for this reason that the EAP has increasingly become an important tool in addressing employees’ personal and work related challenges. Midwives as employees are prone to challenges such as maternal deaths at the workplace. They are more likely to undergo stressful situations for failing to meet the general goal of their profession, which, among others, include provision of adequate care for pregnant women until they safely deliver. These stressful conditions have negative effects on midwives' health, behaviour and productivity. However, there is no literature that has looked at how midwives in the Ashanti Region of Ghana are affected by maternal deaths and their coping mechanisms employed to address the effects of maternal deaths. Literature revealed that there is hardly any known work-related assistance programme designed to support Ghanaian midwives when faced with work-related challenges likely to affect their work-output. Hence, this study developed an appropriate EAP for midwives dealing with maternal deaths in Ghana based on the exploration and description of the effects of maternal death, coping mechanisms used and their experiences with the facility-based maternal death review (MDR). In order to meet the general aim of the study, a qualitative research approach, with a combination of exploratory, descriptive and contextual designs was used. Purposive sampling was employed to select participants; ward and unit managers (supervisors) (18) and midwives who met the inclusion criteria (39). A total of 57 participants were used in the study. Data were collected through semi-structured individual interviews and focus group discussions, as well as field notes. Thematic Content Analysis was used to manage data through transcribing, organizing, development of category and coding of data. Final data management was done with qualitative computer data analysis package (Atlas ti version 7.1.7). The full understanding of the effects of maternal deaths on midwives and the mechanisms of coping employed to address effects afforded the development of an EAP to support midwives dealing with maternal deaths. Five main themes emerged from the analysis of collected data, namely effect of death as a unique experience, multi-dimensional effects of MD on Midwives' personal life, effects of MD on the midwives’ associated environment, mechanisms of coping employed by Midwives and Perceived MDR process (Phase 1). Phase 2 considered the development of Employee Assistance Programme (EAP) for midwives dealing with maternal deaths in Ashanti Region of Ghana. The steps of developing occupational health service at the workplace by Acutt Hattingh and Bergh (2011) were applied to develop the EAP. Ethical practices pertaining to the study of human subjects as specified by the Research Ethics Committee of the University of the Western Cape and research guidelines of Ministry of Health- Ghana Health Service were observed. It is recommended that, all hospitals in Ashanti Region institute the EAP programme to assist midwives cope with challenges associated with maternal death.

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Borien, Jason Dean. "Evaluation of the differences in perception toward stress and trauma intervention strategies in the South African Police Service." University of the Western Cape, 2020. http://hdl.handle.net/11394/8052.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
The current crime rate in the Western Cape plays a crucial role in the exposure of police officers to stressful and traumatic events. The intensity and frequency of this exposure, if not treated, could lead to police officers experiencing comorbid disorders such as post-traumatic stress disorder (PTSD). This leads to an increased need for trauma intervention strategies to be offered, to assist police officers who are exposed to trauma in the South African Police Service (SAPS). Although trauma intervention programmes are established within SAPS, a difference in perception about their effectiveness and service offering are presented. The purpose of this study was to investigate the differences in perception toward stress and trauma intervention strategies within the SAPS in the Western Cape. In order to achieve the purpose of the study, the researcher, tapped into the lived experiences of current police officers and Employee Health and Wellness (EHW) staff, employed by SAPS through semi-structured interviews. Through a comparative design, the study will add value to the current body of knowledge, as differences and similarities between two of the primary role players in the trauma debriefing process within the SAPS are explored. The research sample, recruited by means of convenience sampling, consisted of seven EHW staff members who had experience with dealing with stress and trauma-related programmes, and eight visible policing police officers who had experienced some form of trauma-related incident. The researcher made use of an in-depth interview guide as the research instrument for this study, which consisted of audio-recorded semi-structured interviews with the participants. The audio recordings were transcribed, and then analysed by means of thematic analysis. The findings showed that a difference in perception exists between police officers and EHW staff members toward the effectiveness of trauma intervention strategies offered in the SAPS. The findings also suggest that the majority of police officers do not make use of the trauma intervention programmes in the SAPS, in comparison to EHW staff reporting on good attendance by police officers at the service offerings. Similarities in perception between the two groups presented itself in the form of how trauma is defined, the different responses to trauma and coping mechanisms employed by police officers. The implications of this study include a contribution toward policy and structural amendments of the Employee Assistance Programme (EAP) framework within the SAPS, as well as a motivation for implementing a compulsory trauma counselling programme for police officers.

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Schmidt, Gayle Anne. "The factors impacting on the well-being of Intensive Care (ICU) employees at the Chris Hani Baragwanath Hospital." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/31182.

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The goal of this study was to explore the factors impacting on the well-being of ICU employees. The objectives of the study were:

To theoretically conceptualise the factors impacting on employees in a hospital ICU.
To explore the role of personal factors such as personality, behaviour risks and resilience that impact on the well-being of ICU employees.
To explore the organisational and work related factors that impinge on ICU employees and the impact these factors have on their well-being.
To make recommendations regarding the implementation of proactive strategies.

The research question of the qualitative study is: What are the factors impacting on the well-being of intensive care employees at the Chris Hani Baragwanath Hospital? This is an applied, qualitative research study. The research design used was a collective case study using focus group interviewing. The research study was conducted at Chris Hani Baragwanath Hospital Intensive Care Unit. The sample was selected using non-probability, purposive sampling. The sample consisted of ten doctors, thirteen nursing personnel and seven allied professionals (four physiotherapists and three dieticians). A pilot study was conducted with two doctors, two nurses and a social worker to test the interview schedule. This group did not form part of the sample. The researcher did her best to adhere to ethical considerations. Participants were informed of the nature of the research and completed informed consent forms. Anonymity was ensured through presenting responses collectively. No individual names or responses will be identified. A semi-structured interview schedule was used to collect data during focus group interviewing. The four focus group sessions were tape recorded. After completion of the focus group interviewing, the data was transcribed verbatim and then the data was organised into themes and sub-themes. The findings were released in a mini-dissertation. The report is accurate and reflects the true facts. All sources, references and assistance are acknowledged. The themes and sub-themes identified were:

Theme one: Job Satisfaction and sub-themes-Fulfilment, Meaning to Work, Emotions experienced, Changes healthcare workers would like implemented.
Theme two: Stressors and sub-themes- What the stressors are, Control over the Stressors, Self-care techniques utilised, Personal Resources and Ways of de-stressing.
Theme three: Trauma
Theme four: Interpersonal Relationships and sub-themes- Connectivity amongst team, Impact connectivity has on functioning and Teamwork.
Theme five: Role Demands and sub-themes- Job Description, Role Conflict and Balance between work and personal life.
Theme six: Job Resources and sub-themes- Adequacy of resources, Resources Lacking and Impact job resources have on functioning.
Theme seven: Job Conditions and sub-themes- Work Overload, Job Security and Working Conditions.

The findings of the study were as follows:

CHBH employees experience high job satisfaction as they are doing what they want to do. They feel that they make a difference and enjoy trauma work. They are where things happen and where they want to be.
The stressors faced by ICU employees can be divided into emotional and physical/resource stressors. The physical stressors were found to be: long working hours, lack of resources, untrained staff, budget, procuring equipment and resources, lack of human resources, equipment and linen shortages. The emotional stressors were related to having to deal with trauma and the impact thereof, dealing with death and dying, decisions regarding the switching off of life support machines, not always knowing if you did the right thing and wondering if you did everything you could for the patient to save their life.
Daily, employees are faced with dealing with trauma and the impact thereof. This has an impact on well-being and can lead to compassion fatigue or soul weariness.
It is important to examine the interplay of job resources and job demands. If job demands are high and job resources lacking, well-being is impacted. Job resources may buffer the impact of job demands and thus reduce burnout, exhaustion and increase motivation.
If job demands are high and job resources low, job demands will exceed the individuals’ capacity to cope and overtax or stretch ability to cope. ICU employees experience being overstretched and overtaxed due to high job demands and being under-resourced. Work overload results in exhaustion.
Relationships are an important aspect of organisational support. Employees value their relationships with colleagues and this provides opportunities for discussing patients, sharing knowledge and obtaining assistance with patient care. By pooling resources the team has additional resources to resolve complex situations.
The working conditions of ICU employees are impacted by shortages in human and equipment resources.

Recommendations arising from the study are:

A lifestyle and health management program dealing with issues of nutrition, exercise, relaxation, self awareness and disease management.
An educative stress management program which is presented at induction and orientation.
Preventative programs that enhance knowledge and skills on coping and self-care.
Self awareness programs designed to assist employees in understanding their own stressors and reactions, enhance their self-esteem by developing strengths, resilience and coping.
Human capital management- developing strategies to attract retain and reduce staff shortages.
Facilities for exercise and relaxation- the provision of a gym facility.
Program to reduce fatigue and recovery time.
Group sessions focussing on catharsis and ventilation of feelings.
A comprehensive Employee Wellness Program.

Dissertation (MSW)--University of Pretoria, 2010.
Social Work and Criminology
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Meyer, Annemarie. "Employee assistance programmes : a needs assessment and cost-benefit analysis." Master's thesis, University of Cape Town, 1994. http://hdl.handle.net/11427/13489.

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Bibliography.
The aim of the research was firstly-to conduct a needs assessment for an employee assistance programme (EAP) at a financial company, in other words, to determine whether the employees of the financial company actually needed an EAP, and if so, what would be the most suitable form the EAP should take on. Several categories of information were collected, including the nature and frequency of personal problems experienced by employees of the company, current ways in which personal problems were handled, the form of assistance employees would prefer, and the attitude of employees towards a possible EAP at the company. This information was collected by means of a questionnaire developed for this research, and answered by a representative group of employees, as well as interviews conducted with the welfare officer and personnel practitioners at the company. The data were analysed by means of frequency tables, whereafter the results of the needs assessment indicated that there appeared to be a need for an EAP at the company. Recommendations concerning the most suitable EAP were then ~ made. The second aim of the research was to conduct an economic evaluation by means of a cost-benefit analysis of an EAP at a utility company, and comprised a monetary comparison of the estimated costs and benefits (savings) of the EAP. Thereafter the economic efficiency of the EAP was expressed in terms of savings per rand invested. The benefits of the EAP were represented by estimated savings due to reduction in absenteeism and increase in job performance due to EAP intervention. The costs attributable to the EAP include personnel salaries and benefits, training, administration costs, cost of materials and equipment, and travelling costs. The cost and benefit data were extracted from company records. The results indicated that the costs of operating the programme exceeded the benefits, that the EAP was possibly not run cost-effectively, and therefore that further evaluation of the procedures concerning the EAP was needed. In addition, the cost- benefit analysis indicated relatively high absenteeism and low levels of job performance among EAP clients, and on average this did not change after EAP intervention, in fact it became worse. This indicated the need for further research to determine whether there were other factors except personal problems that influenced absenteeism and job performance of EAP clients. If this was indeed the case then the fact that the costs of the EAP exceeded the benefits, could possibly not be blamed on the EAP.

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Smith, Davina. "Geographically Distributed Employees' Perceptions of Employee Assistance Program Access." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6675.

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Many investigators have documented high levels of stress in the U.S. workplace and the underutilization of employee assistance programs (EAP). Researchers in other studies have concluded that an employee's perception of a service influences participation and service use. However, the perceptions of geographically distributed employees, who represent a growing population, have not been sufficiently examined. The purpose of this study was to investigate geographically distributed employees' perceptions regarding access to EAP stress management services to address the problem of EAP underutilization. Organizational justice theory served as the theoretical framework. The study design was generic qualitative. A purposeful sample of 15 geographically distributed employees provided rich data through semi structured interviews and online questionnaires. The use of generic inductive coding yielded emergent themes regarding geographically distributed employees. Results indicated that geographically distributed employee's perceived access to EAP stress management services as unclear, time-consuming, and inconvenient due to physical separation. This research is significant for human service, employee assistance, and human resource professionals who want to improve geographically distributed employees' perceptions of access to EAP stress management programs. More effective marketing may increase employee use of EAP services and alleviate workplace stress, thus positively impacting social change by helping to cultivate a healthy workforce.

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Monama, Ephenia Naswanyane. "Management and administration practice standards in South African Employee Assistance Programmes." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/53442.

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An Employee Assistance Programme (EAP) is a work-based programme designed to assist employees to identify and resolve both personal and work-related problems that might have a negative impact on performance. In order for the EAP to function effectively there is an identified need for a team of qualified, experiencedand dedicated professionals who are registered with the relevant statutory bodies, who abide by the codes of conduct as well as take cognisance of any issues of confidentiality and proper record maintenance for the success of the programme. Thestudy was conducted amongst EAPA-SA members to benchmark and explore the practice of the management and administration standard as prescribed by EAPA-SA Standards, as well as to identify any operational challenges in adhering to the above standards. A literature review outlines the history of EAPs in South Africa, the definition of concepts, discussions on the seven categories of management and administration standard as well as the theoretical framework upon which the study was grounded namely, General Systems Theory (GST). A quantitative, exploratory research approach was applied to identify and benchmark challenges in the field of practice, in implementing the management and administration standard of the EAPA-SA.The population included EAPA-SA members from both the public and private sectors. A structured questionnaire was administered electronically, using Qualtrics software. The research findings indicated that EAPA-SA members are aware of the standards document of EAPA-SA and make reference to the document on a regular basis during their practice. Positive highlights include the professional development activities that were considered, proper management of confidentiality and recordkeeping as well as knowledge of and compliance with the ethical requirements as outlined by Standards Committee of the EAPA-SA.However, challenges were experienced in terms of staffing the EAP units, which were reported to be understaffed; there was insufficient consultation and supervision for support and professional growth and it transpired that members do not have indemnity insurance for protection during litigation. EAPA-SA should considertheinitiative to introduce an undergraduate EAP degree to promote the establishment of a pool of qualified professionals at entry level, monitoring and evaluating compliance with the standards document by both the public and private sectors as well as marketing of the EAPA chapter branches to increase membership in order to create a platform for networking, learningas well as providing professional support.
Mini Dissertation (MSW)--University of Pretoria, 2015.
Social Work and Criminology
MSW
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Cekiso, N. A. (Neliswa Albertina). "Pricing models of employee assistance programmes : experiences of corporate clients serviced by a leading employee assistance program service provider in South Africa." Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/41569.

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Pricing models of Employee Assistance Programmes: experiences of corporate clients serviced by a leading Employee Assistance Programme service provider in South Africa. Pricing models is one of the sub-standards in programme design amongst the standards outlined in the Employee Assistance Programme Association of South Africa (EAPA-SA). According to EAPA-SA (2010:5), costing an EAP should be based on sound financial principles. Such costing will ensure the best possible application of financial resources with the objective of justifying the balance between expenditure and benefits. However, pricing is identified as a challenging area in the EAP field. Corporate clients are faced with a situation where EAP service providers bid for one contract, selling EAP services which are of a similar nature using varying pricing models with different prices. Such price competitiveness leaves the corporate client with no reason not to overlook the financial consequences of choosing one service provider over the other, since price becomes the critical deciding factor in purchasing decisions. The pricing issue in the EAP field and the impact on pricing models used prompted the researcher to pursue the study to understand the processes and complexities involved in the pricing models in the EAP field. The study focused on two samples which comprised of participants from corporate client who had terminated contracts with a leading EAP service provider, as well as participants from this leading EAP service provider. The research findings indicate that contracting in the EAP field is a complex process owing to a number of factors that have to be considered before contracting. The complexity impacts strongly on the choice of the pricing model eventually chosen for contracting purposes. The views shared by both groups of participants indicate that there are internal and external factors that influence the choice of a pricing model. These are the factors that must be considered when making decisions as to what should be made available to employees and to the company for the effective implementation of Employee Assistance Programmes. Informed by these factors, the researcher developed a guideline that could be applied in practice as a standard EAP pricing model.
Dissertation (MSW)--University of Pretoria, 2014.
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Gie, Liiza. "Theoretical and practical perspectives of employee wellness programmes at a selected South African university." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2600.

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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.
In attempting to contribute to social transformation, South African Higher Education has undergone considerable changes, taking on greater student enrollment, increasing curriculum responsiveness, and prioritising pass- and graduation rates, all of which have put universities’ resources, specifically their human resources, under considerable pressure and stress (Rensburg, 2013: 5). Paradoxically, there has been no meaningful attempt to address the negative effects of these pressures and stress on the wellness of those who are expected to cope with the enormous changes. In addition, Higher Education Institutions’ (HEIs’) mergers, although honourable in intention, have resulted in negative, unintended consequences for staff. Previous research studies have highlighted the growing occupational stressors experienced by HEIs’ staff; however, limited sustainable solutions have been forthcoming. It is on this premise that this research study aimed to develop a holistic employee wellness programme model that would provide a support system for university staff. This model would alleviate the impact of challenges experienced in staff daily work and on their personal lives, and ultimately aid in promoting quality of work life and balance within the institution. The intention was to prevent university staff from experiencing job burnout and health-related problems, thereby promoting their optimal wellness and performance at work. A mixed methods research design was adopted involving a case study and a quasi-experimental research design. Purposive sampling was applied within the case study unit which included both academic and non-academic staff, as they shared similar attributes and wellness experiences within a university. Triangulation mixed methods that was applied combined, with equal importance, both quantitative and qualitative data which were brought together for comparison. This research study identified thirteen employee wellness factors that formed the foundation of a holistic employee wellness programme. Each employee wellness factor was allocated according to three types of interventions, namely primary – prevention, secondary – reduction, and tertiary – treatment, in order to promote employee-organisational health and wellness. The prevention intervention firstly promotes quality of work life and balance through a number of wellness factors, namely, Wellness working environment, Organisational intervention expectations, Organisational wellness support, Organisational culture, Human relations, and Social support; and, secondly, workplace health is promoted through the wellness factors, Physical health and wellness, and Lifestyle. The reduction intervention builds psychological capital through Psychological health and wellness, Resourcefulness, Resilience, and Basic work life skills.

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Mosia, Stilalla Paulus. "Employee assistance programmes as mechanism for enhancing performance at Emfuleni Local Municipality / Stilalla Paulus Mosia." Thesis, North-West University, 2007. http://hdl.handle.net/10394/2545.

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Mahlatjie, Tebogo Madiane Anna. "Evaluation of employee assistance programme in the National Prosecuting Authority with special reference to Capricorn District in Limpopo Province." Thesis, University of Limpopo, 2016. http://hdl.handle.net/10386/1750.

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Thesis (M. A. (Social Work)) -- University of Limpopo, 2016
This dissertation on the Evaluation of an Employee Assistance Programme determines the worth or value of the programme by assessing its effectiveness or ineffectiveness. It also seeks to determine if the target population was reached. This study evaluates the level of EAP awareness and utilization by prosecutors. It also focuses on the effectiveness of the programme in addressing their work and personal challenges. It further seeks to understand the level of referring prosecutors to the EAP by their supervisors. The study is evaluative in design and is based on evaluation theory. The population of the study comprises 31 prosecutors from all three Magistrate complexes within Capricorn District (Limpopo Province), namely, Mankweng, Polokwane and Seshego. The total number of prosecutors reached is 31. Data were collected through questionnaires from all the respondents. The study collected information on absenteeism, sick leave and disciplinary matters in order to measure EAP utilisation before and after the programme was introduced to employees. The wish was not successful because the Human Resources system utilised within the NPA did not capture such information as anticipated. The main findings of the study are that prosecutors are aware of the Employee Assistance Programme and most respondents who used the EAP referred themselves. It is clear that prosecutors are aware of the benefits obtained from the programme. Even though a large number of prosecutors were aware of the existence as well as the services offered by the EAP within the NPA, the utilisation rate of the programme was low. The other major finding is that the EAP within the NPA is underutilised. Lastly, the EAP within the NPA in Capricorn District, Limpopo Province is not effective in addressing prosecutors’ work and personal problems.

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Van, Wyk Sonja. "The development of a conceptual framework for spirituality in the South African employee assistance programme context." Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/60439.

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To answer the research question of "What would a conceptual framework for spirituality in an employee assistance (EAP) context entail?" an exploratory-descriptive approach was followed. A literature study was conducted to understand the construct of spirituality and the importance thereof in human functioning. Further, spirituality in practical contexts was explored, both in the workplace and in the EAP contexts. The researcher concluded that spirituality is better situated in the EAP that in the workplace setting in general. To further explore spirituality in the EAP context, a quantitative approach was followed and a survey in the form of web-based questionnaire was distributed to a list of EAP practitioners and professionals, which was obtained form EAPA-SA. Survey links were distributed to 232 (valid) email addresses of the members on the EAPA-SA list, and an additional 25 survey links were distributed to other respondents using snowball sampling. Out of the total of 257 valid survey links distributed, a total of 57 completed responses were received, a response rate of 22%. The survey aimed to explore the knowledge, attitudes and practices in respect of spirituality in their respective employee assistance practices. The respondents rated spirituality quite highly in both their own and in their clients' lives, indicating strong positive attitudes towards spirituality and that they frequently deal with spiritual matters in practice. However, respondents indicated uncertainty regarding their own knowledge levels and the training they received to enable them to deal with these matters in practice. Incorporating the results of the literature and empirical studies, a conceptual framework and recommendations for spiritual interventions in EAP practice are proposed.
Mini Dissertation (MSocSci)--University of Pretoria, 2016.
Social Work and Criminology
MSocSci
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22

Alker, Linda Patricia. "An evaluation of the benefits of Employee Assistance Programmes as a mechanism for supporting the organisation's workforce." Thesis, University of Manchester, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488637.

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This study explored whether Employee Assistance Programmes (EAPs) could act as a mechanism for providing both counselling and support to employees and managers within the workplace. The aims of the study were to establish what motivated employers to purchase an EAP, as opposed to some other form of stress management intervention. Further, the study examined what individual and organisational benefits could be gained from the introduction ofan EAP. The setting for this study was two case studies; Organisation A and Organisation B where an employee assistance programme was introduced following a period of internal and external organisational change. A case study approach was adopted combining both quantitative and qualitative methods. It employed the use of interviews and focus groups with management and employees to investigate the management rationale for introducing the EAP. This was followed up with an employee survey using the Pressure Management Indicator (PMI) and the General Health Questionnaire (GHQ) that targeted the clients who had used the programme, to establish the individual benefits ofthe programme. In order to make comparisons with this client group a random selection ofemployees (who had not used the EAP) was targeted using the same measures. Both case studies demonstrated that the motivation to purchase an EAP was driven by the need to provide a humanistic approach to employee problems following a period oforganisational change. Senior Managers viewed the EAP as a means of resolving potential problems with changes in work roles leading to absenteeism and increased stress levels. The EAP was identified as one of many strategies that could help to alleviate these problems. The findings demonstrated that the clients who had used the EAP demonstrated significant improvements in mental well-being and physical well being from pre to post counselling. The unmatched control group presented with higher levels ofmental and physical distress than either the clients from Organisation A or B, which demonstrated that the EAP was not necessarily targeting people that were most in need ofthe service. The study revealed that organisational benefits can be gained by introducing an EAP in terms ofreduced absenteeism as in the case of employees from Organisation A and reductions in stress levels as in the case of employees from Organisation B. This is contrary to previous research, which has found that employees' perceptions oftheir source of stress within the organisation did not change. The feedback from the interviews and focus groups revealed that managers need to be proactive as opposed to reactive before introducing an EAP. It also indicated that there is a need to identify the environmental causes and consequences of stress, and give serious consideration to the need for other preventative measures in addition to the EAP. Future research may seek to examine the changing nature of EAPs and workplace counselling including an examination of the use ofthe Internet as a medium for providing employee support.

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Mazantsana, Nomzamo. "An evaluation of employee assistance programmes and the impact of workplace wellness on employee productivity: a case study of the Eastern Cape Provincial (2007-2012)." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007041.

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An employee wellness programme is a programme that promotes and supports the well-being of its employees and is aimed at increasing productivity. Employee Assistance Programmes (EAPs) are used as a means of ensuring employee wellness. Employee Assistance Programme can be defined as a programme aimed at improving the quality of life of employees and their families by providing support and helping to alleviate the impact of everyday work and personal problems. EAPs are intended to help employees deal with their personal problems that might adversely impact their work performance, health and well-being. The main goal of the EAP is to enhance productivity as well as social functioning of individuals.The main objective of the study as to evaluate the Employee Assistance Programmes and the impact of Workplace Wellness on employee performance in the Eastern Cape Provincial Legislature. This was triggered by the fact that Wellness and EAPs are not visible in the ECPL and the Legislature continues to lose employees due to ill-health and resignations. The institution is characterised by a culture of “us” and “them”, us, referring to Labour and them to Management, and therefore resulting in low staff morale. This raised some concern from the researcher as there is an EAP paid for by the Legislature, but awareness, utilisation and effectiveness of the programme remain a challenge. Due to the nature of the institution’s core business, it is perhaps even more vital for the Legislature to create an organisational culture of caring and employees to be nurtured. It is believed that it is more cost effective and beneficial to both the employer and the employee to retain trained employees, than it is to lose troubled employees and hire new ones, in particular because there is no guarantee that the new ones will not, in time also show signs of problems. The researcher used applied research in this study to explore the need for the EAP as well as how best the programme can be implemented. A combination of an explanatory-descriptive design was used for this study because little is known about the phenomenon or programme. For this research, the researcher used a combination of interval/systematic and random sampling to complement each other in reducing any bias that has the potential of occurring when applying interval/systematic sampling. To get representation and precision, the researcher divided 285 employees according to their ranks. The results from this attempt were: Secretariat=25, Management=42, Administrative staff=196, General Workers=33 NEHAWU Shopstewards=10. The researcher then divided employees in each respective category by one tenth or 10% of each category to get the number of respondents from each category to be included in the sample and added up all categories to get the sample size. The sample of this study was thus, Secretariat=1, Management=4, Administrative staff=20, General workers=3 and NEHAWU Shopstewards=1 and made up a sample size of 29. Only one questionnaire was compiled for all the respondents because EAP recognise that employees start from the CEO of a company to the lowest paid employee in that company and, as such considers all employees to be equal. Research results indicated that there are some limitations in the utilisation of EAP and that employees are faced with both personal and work-related problems. Thus it became clear that the whole concept of Employee Wellness and Employee Assistance Programmes needed to be overhauled and restructured to ensure maximum benefit.

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Kinross, Kelly Marie. "Impact of Dominant Academic Culture on Employee Assistance and Organizational Development Programs in Institutions of Higher Education in the United States." Xavier University Leadership Studies & Human Resource Development / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1575472597318772.

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25

Verhoef, H. P. (Hendrika Petronella). "The effect of dissolved workplace romances on the psychosocial functioning and productivity of involved employees." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/41502.

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Workplace romances (WRs) have become a common occurrence and growing trend in today’s work-oriented culture. People are spending more time at work and in close proximity to their work colleagues which provides the ideal stage for romantic relationships to develop. Whilst on the one hand, WRs could have beneficial consequences for the individuals or organisations involved, they could also on the other hand be a problematic occurrence for some employers. The reason is that WRs have the risk of ending badly and that could open a field of possible complicated legal, emotional, ethical or productivity consequences. In the light of this problem, the general objective of this study is to explore the effects of dissolved romances on the psychosocial functioning and productivity of involved employees at an industrial clothing factory in Cape Town in 2012/13 and also to explore the consequent need for appropriate intervention through the existing employee assistance programmes (EAP). The study followed a qualitative research approach in that it covered detailed descriptions of involved employees’ experiences of their psychosocial functioning and productivity in the workplace amidst a relationship breakdown. A collective case study design was utilised because of its aims to understand a social issue, namely the breakdown of romantic relationships in the workplace, and studied the experiences and perceptions of a group of individuals affected by this phenomenon. The researcher conducted a word and concept analysis and an extensive literature study. This enabled the researcher to draw up a framework for the semi-structured interview schedule which was used to collect data.
Dissertation (MSW)--University of Pretoria, 2013.
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Social Work and Criminology
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Baloyi, V. (Vincent). "Marketing strategies during the developmental and implementation phases of an employee assistance programme in the public service (Gauteng)." Diss., 2004. http://hdl.handle.net/2263/41586.

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EAP, as part of the organizational Human Resource Management services, assists employees in dealing with challenges that affect their productivity at work. It is offered according to different approaches, depending on the size, availability of resources and nature of the organization. Employee Assistance Programmes (EAPs) provide services designed to help employees, managers and organizations meet life challenges and remain healthy, engaged, and productive. However, the services that an EAP offers in an organization need to be marketed to its users. This allows the users, who are the employees of that particular organization, to understand and familiarize themselves with those services. Various strategies are used to market EAP. However its influence differs from one organization to another. The study was conducted in the public service to determine the effect of marketing strategies by EAPs during the developmental and implementation phases. More importantly, this study seeks to examine the most effective strategies for EAP marketing in the public service by means of the following objectives:- • A description of marketing strategies for EAPs from a theoretical point of view; • An exploration of marketing strategies which have been applied in the public service by means of an empirical study. • Formation of guidelines on marketing strategies that may ensure effective marketing during the developmental and implementation phases of EAP. The literature study outlines the processes and guidelines for implementation of the EAP during the developmental phases. This includes needs assessment, management consultation, EAP mainstreaming and EAP launch and management training. There is a direct link between the implementation plan for EAP and the marketing strategies to be employed. The main reason for conducting this study is vi therefore to try to align the implementation plan for the EAP with the relevant strategies to be employed, for the benefit of the public service. The empirical findings obtained from a sample of EAP practitioners and EAP heads in the public service have established the main purpose of the study, which will be conducted by following the mixed method research approach. The researcher applied the mixed method approach to find the general understanding by EAP practitioners of the subject being investigated and to verify such information with EAP heads in the public service. Data were presented by means of exact figures gained from precise measurement and the themes in chapter 3. This methodology was aimed at exploring the effective marketing strategies for EAP during the developmental and implementation phases in the public service (Gauteng). The findings of the study and the analysis revealed the effective strategies that should be employed by practitioners when EAP is introduced into a specific public service department to ensure effective and efficient use of its services. The study also formulated guidelines on the effective use of the EAP in the public service. The research conclusions and recommendations served as a basis for the development of a guideline to effectively market the EAP services in the public service during the developmental and implementation phases.
Dissertation (MSW)--University of Pretoria, 2014.
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Social Work and Criminology
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Pillay, Roshini. "A comparison of Employee Assistance Programme (EAP) and HIV and AIDS workplace programmes in the Gauteng Provincial Government." Diss., 2008. http://hdl.handle.net/2263/28281.

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The main impetus for conducting research of this type was for the researcher to better understand the nature and types of EAP and HIV and Aids programmes that exist in the selected Gauteng Public Service departments. The researcher was motivated to choose this subject as she was employed by the Gauteng Department of Education and is currently employed by the Gauteng Department of Health of which these departments are the largest departments in the province and was able see both the similarities and differences between how the EAP and HIV and Aids Workplace programmes were being conducted. One similarity between the programmes is that both EAP and HIV and Aids Workplace Programmes are concerned with employee well-being with the aim of enhancement of the quality of work life and productivity. Employee assistance programmes commenced in Gauteng as a directive from the office of the Premier in 1999 (Gauteng Department of Education [GDE] Draft EAP Policy, 2003).This directive was the seed that led the development of both EAP and HIV and Aids Workplace Programmes in the Gauteng Province. This was a smart decision of investing its employee’s wellness and was strategically originating from the top structure within the province. In this research an exploratory study was undertaken in order to identify the relationship between EAP and HIV and Aids Workplace Programmes in nine Gauteng government departments. The survey design was used within the quantitative approach and use was made of a structured questionnaire. The study was made up of the responses elicited from 14 employees representing 9 state departments within the Gauteng Provincial Government. These respondents were directly responsible for both or either EAP and HIV and Aids Workplace Programmes. Applied research, considers a situation in practice to answer practical question about the EAP and HIV and Aids Workplace Programmes within GPG, was used. The researcher sent out sixteen questionnaires using a purposive sampling method to select respondents for this study. A discussion of the theoretical overview covered EAP and HIV and Aids Workplace Programmes in South Africa. This was further delineated to EAP and HIV and Aids Workplace programmes in the public sector and to the Gauteng Province. The research findings indicated that that the departments surveyed varied drastically in terms of employee size from 60000 to 292. The majority of the respondents were female and were EAP coordinators and the most frequent undertaken daily task was counselling, although many of the government departments had been making use of an external service provider to render an EAP service. Counselling was a service offered by the external service provider. Other findings were that the majority of the respondent’s had a university degree and many even had post-graduate qualifications. Almost all departments surveyed had policies that were relevant to EAP and HIV and Aids Workplace Programmes in place. The recommended requirements needed to sustain the EAP and HIV and Aids Workplace programmes include the following: • Locating the EAP and HIV and Aids Workplace programmes at top management level within the respective departments. • Combining the HIV and Aids Workplace Programmes and EAP under the banner of Employee Wellness. • Ensuring that these programmes are adequately resourced both in terms of budget and staff. • On-going marketing of the programmes to increase utilization. This research has highlighted the need for an integrated programme under the banner of wellness that can holistically serve the needs of employees. EAP and HIV and Aids Workplace Programmes practised in isolation are not as effective as a integrated customised programme designed to suit the individual requirements of an organization and its employees.
Dissertation (MSD (Employee Assistance Programme))--University of Pretoria, 2008.
Social Work and Criminology
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Basson, Tamsyn. "Guidelines for a sport specific Employee Assistance Programme." Diss., 2005. http://hdl.handle.net/2263/28809.

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The need for an EAP in a sport environment is considered on the basis of a questionnaire completed by a group of Netball players and an overview of the high performance environment of elite athletes. The questionnaire covered the personal, work(career), home and sporting environments of the respondents with a view to identify those stressors that could possibly impact on performance on the playing field. The particular profile of the responding group of Netball players is taken into consideration. Responses received from the group of Netball players together with the characteristics of the high pressure world of high performance or “elite” athletes provides insight into the nature of the related factors at work in this environment. General principles involved in EAP, as applicable in normal workplace situations, are reviewed and the support services provided compared with the support services generally available to athletes. Support services provided by sports organisations are essentially focused on the physical well-being of the athlete and very little is available to attend to the emotional needs of athletes. The stressful environment within which elite athletes function impact the mental well-being of athletes dramatically and interventions are required to ensure that performance quality is not affected. It is concluded that existing support services for athletes are deficient with respect to their emotional needs. By extending traditional athlete support systems to include the basic principles of EAP it is possible to support both the physical and emotional needs of elite athletes. Guidelines for such a sport specific EAP is provided. Copyright 2004, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Basson, T 2004, Guidelines for a sport specific Employee Assistance Programme, MSD dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-10182005-105208 / >
Dissertation (MSD (Employee Assistance Programme))--University of Pretoria, 2006.
Social Work
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Hlengani, Lloyd David. "The relationship between work environment, sense of coherence and compassion fatigue amongst employee assistance programme (EAP) practitioners." Thesis, 2008. http://hdl.handle.net/10539/4835.

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ABSTRACT The negative impacts of trauma on clients are well known. However, the negative impact of working with traumatized clients on the counselor or helper has received less attention in the literature. Similarly, the contributions of certain work environments to experiences of compassion fatigue and the role of personality characteristics have gone unnoticed, especially in the South African context. The aim of this research is to examine the relationships between compassion fatigue, sense of coherence and work environment variables (job control, workload and collegial support), and to determine whether sense of coherence moderates the relationship between work environment and compassion fatigue on a sample of Employee Assistance Programme (EAP) practitioners in the South African organisational context (both public and private sectors). The current study adopted a non-experimental research design, categorised as cross-sectional and correlational. A non-probability sampling procedure was utilised. A sample of ninety-nine (99) EAP practitioners was obtained. A 10-items Job Control Scale (Wall, Jackson and Mullarkey, 1995), Workload and Collegial Support Scale by Dewe (1987) 11-items each, a 30- items Compassion Fatigue Self-Test Scale (Figley, 1995), and 13-items Orientation to Life Questionnaire (QLQ-13/SOC-13) by Antonovsky (1987; 1993) were administered. Results indicate that the sample in the current study were at higher risk of experiencing compassion fatigue. There was a positive significant relationship between workload, collegial support and compassion fatigue, a negative insignificant correlation between job control and compassion fatigue, and positive insignificant relationship between sense of coherence and compassion fatigue. The results between sense of coherence and the work environment variables were insignificant. Finally, sense of coherence was only found to moderate the relationship between workload and compassion fatigue and the relationship between collegial support and compassion fatigue.

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Nsibande-Mbokazi, Thokozile Daphney Nonhlanhla. "Factors impacting on the utilization of the employee assistance programme in Transnet National Ports Authority." Diss., 2010. http://hdl.handle.net/2263/27960.

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31

Letsoalo, Rebecca Mokokobale. "The effectiveness of the Employee Assistance Programme (EAP) on substance abuse in the Limpopo Department of Public Works in the Sekhukhune District." Thesis, 2016. http://hdl.handle.net/10386/1557.

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Thesis (MPA.) -- University of Limpopo, 2016
This study was undertaken in order to evaluate the effectiveness of the Employee Assistance Programme on substance abuse in the Department of Public Works. Qualitative and quantitative research approaches were applied in the study. Purposive sampling was used to select clients who were on the EAP data base due to substance abuse as well as supervisors as they have first-hand experience with employees utilising the Employee Assistance service and shop-stewards because they play significant role in the workplace in all matters affecting their members including substance abuse. Ten (10) EAP clients were interviewed using the structured interview schedule. A questionnaire was distributed amongst twenty (20) supervisors and six (6) shop-stewards. All EAP clients were males as they are mostly exposed to alcohol and drugs due to a cultural acceptance that men are allowed to drink alcohol and smoke in contrast to women. The majority of the respondents were Sepedi speaking as the study was conducted in Sekhukhune District which is dominated by the Sepedi speaking people. Some of the major findings of the study are: Most of the EAP clients with substance abuse problems had low education level which ranges between standard 3 to 9 and were mostly doing technical work which includes bricklaying, carpentry, welding, electrician work etc. Therefore this suggests that illiteracy contributes towards alcohol and drug abuse due to lack of information of the dangers of the substances. Supervisors and shop-stewards believe that the EAP plays a pivotal role in the workplace to address employees‟ problems such as substance abuse that negatively affects employees‟ performance and productivity. They are also aware of their role of identifying, supporting and referring employees who need help. However, more supervisory training should be conducted to capacitate and strengthen their skills and knowledge on EAP. vi The study revealed that the Department does not have an effective preventative method as well as aftercare programme to assist employees with substance abuse problem which was identified to be the most common in the workplace. It was also highlighted that EAP focus in the Department was more on HIV/AIDS related issues and counselling than other issues. Preventative programmes, such as awareness campaigns on substance abuse, alcohol educational programmes, and peer-intervention as well as aftercare programmes are not implemented. Known cases of substance abuse intervention were identified with no aftercare programme which leads to clients relapsing. It was also found out that there are challenges experienced by EAP clients, supervisors and shop-stewards while utilising the service. Some of the challenges identified were lack of resources such as shortage of staff and budget. The largest group of EAP clients prefer an off-site model as well as ninety-five (95%) of supervisors, who agree that an off-site model is the best for the Department as an in house model promotes conflict of interest and poses confidentiality risks. Nevertheless, all EAP clients maintained that the principle of confidentiality was adhered to. It was also emphasised by the respondents that an off-site model exposes clients to a pool of different professionals such as social workers, psychologists, psychiatrists, nurses etc. as compared to an in-house model where only one professional is rendering all services. From the findings it was concluded that EAP in the Limpopo Department of Public Works (LDPW) is not effective in addressing substance abuse since there are no preventative programmes as well as after-care services in place; hence the high rate of EAP clientele with substance abuse problem. However, the respondents are satisfied with the other services rendered through the EAP. For the programme to effectively address substance abuse problem it needs to be fully resourced with skilled staff and have enough budget.

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Simelane, Smangele Nomkhosi. "Perceptions of supervisors regarding their referral role within the Employee Assistance Programme." Diss., 2008. http://hdl.handle.net/2263/29429.

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The purpose of the research has been to explore perceptions of supervisors regarding their referral role within the Employee Assistance Programme (EAP). Traditionally supervisors are expected to identify troubled employees and refer them to the EAP. Therefore, the study will help in identifying perceptions on the part of the supervisors and improve knowledge as to how they perceive their referral role within the EAP. The researcher did an exploratory study in this qualitative applied research, since her intention was to gain understanding of the perceptions of supervisors regarding their referral role within the EAP. It is the aim of the qualitative approach to understand the meaning that individuals attach to their everyday lives. The population consisted of 30 EAP client companies of The Careways Group in Gauteng. The researcher interviewed 12 respondents from three client companies, who had 20% or fewer supervisory referrals. The 12 respondents were selected as the sample through non-probability sampling, utilizing a purposive sampling method. Five of the respondents were working for Nashua Mobile, four were working for Computer Share and three were working for New Vaal. The empirical data was gathered by means of a semi-structured interview schedule. A tape recorder was used to record the interviews and put data into transcripts. All respondents signed an informed consent form (Appendix D). An in-depth literature review was conducted about the benefits of an EAP, types of referrals, responsibilities of a supervisor, resistance to utilise the EAP and addressing supervisors’ referral problems. Findings indicate that supervisors need comprehensive training regarding the EAP, which should also be linked with other management trainings. Supervisors believe that they are the key figures in implementing the programme because they work closely with employees, but they are not confident enough to implement the programme due to lack of knowledge. Supervisors indicated that the EAP plays a minimal role as a management tool and there is a need to re-position the programme based on the needs of the organisation. There is a general view that as the needs of the organisations is changing, so should the focus of the EAP.
Dissertation (MSW)--University of Pretoria, 2008.
Social Work and Criminology
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33

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
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Johnson, Yolandé. "A pet-friendly workplace policy to enhance the outcomes of an Employee Assistance Programme (EAP)." Diss., 2004. http://hdl.handle.net/2263/28754.

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Employees and organisations of the modern workplace exist in an extremely stressful, demanding, and competitive environment, which adversely affects the health and well-being of the individual employee and the organisation. Employees are recognised as the most important asset of any organisation, and their health and well-being play a critical role in the productivity, profitability and competitiveness of the organisation. Employers can improve employee performance and consequently organisational productivity by promoting both healthier individuals and healthier work environments. The extent to which employers are able to maintain optimal performance, together with commitment, high morale, and well-being of their employees, will ultimately determine their level of success. Employers are, therefore, constantly searching for means that would promote employee health and well-being, and as a result also enhance organisational issues, such as productivity, efficiency, and competitiveness. The implementation of an Employee Assistance Programme (EAP) is a conventional and trusted programme that produces such outcomes. The presence of pets in the workplace could possibly contribute to the field of employee assistance. According to research, the human-animal bond, and the positive interaction between humans and animals have a beneficial impact on the well-being, and quality of life of people from all age, and target groups. If these general health-enhancing benefits of pets on their human companions are experienced in the workplace, it may benefit the economically active adult population, as well as the organisation. Consequently, the implementation of a pet-friendly workplace policy may be an innovative means to enhance the outcomes of an EAP. The goal of this study is to explore the potential for implementing a pet-friendly workplace policy in a South African work environment as a means to enhance the outcomes of an EAP. The study was conducted in conjunction with employees from Lowe Bull Calvert Pace (LBCP), a leading advertising company in South Africa. Twenty-eight employees participated in the study. The study complies with a quantitative approach, as an electronic semi-structured self-completion questionnaire was developed and utilised to explore perceptions and opinions about the presence of pets in the workplace. Several interesting findings were made about the perceived functions, benefits, and drawbacks of pets in the workplace, as well as the overall opinion to the idea of pets in the workplace. The study also identified issues that need to be considered during the actual formulation of a pet-friendly workplace policy. Generally, research describes the benefits of pets for the more vulnerable people in society - those who are often not part of the economically active adult population. However, a pet-friendly workplace policy could benefit the economically active adult population and the organisation. This exploratory study reveals that a great deal still needs to be done before pets can be introduced into the South African work environment. It may however, in the near future, be possible to integrate a pet-friendly workplace policy as a logical, but limited, component of a comprehensive EAP as a means to enhance the outcomes of the programme.
Dissertation (MSoc.Sc (Employee Assistance Programme))--University of Pretoria, 2006.
Social Work
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Komane, Lebogang Lorraine. "Guidelines for the improvement of EAP services at SAPS Eastern Free State." Thesis, 2011. http://hdl.handle.net/10210/4173.

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M.A.
This study is based on developing guidelines that will enhance Employee Assistance Programmes (EAP) services within the South African Police Services (SAPS). The implementation of EAP services within the SAPS has left the members confused as to whether these services are meant to assist management (i.e. their employer- to get rid of them), or are the services really meant for their benefit and well being. The qualitative research methodology was applied with the researcher selecting participatory action research to engage members and the management in the study. The type of action research was focus group. 6 focus group sessions were conducted in the SAPS-Eastern Free State, with a sample of 72 members and management out of the population of 4000. The findings of the study confirm that EAP services within the SAPS in the Eastern Free State are not effective. Most of the members are not familiar with the EAP services within the SAPS. Those who are aware are afraid to utilize them as they are under the impression that they will be stigmatized or will jeopardise their chances of promotion. It is thus important for the EAP practitioners to adapt to the monitory marketing strategies that will be applicable to the SAPS. The practitioners should strive to market their services to such an extent that members understand the impact of EAP services in their lives. The guidelines have been formulated to enhance the services of EAP practitioners within the SAPS.

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Bhoodram, Pravesh Amichund. "An evaluation of the employee assistance programme in the department of correctional services benchmarked against the standards of the employee assistance professionals association of South Africa." Thesis, 2010. http://hdl.handle.net/2263/28567.

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In the Department of Correctional Services (DCS), as the role of workers in the workplace changed after demilitarisation in 1996, the needs of the employees also changed. The changing work environment placed different demands on them, unlike those that they had been used to in the past. Because of the growth of personal problems at the workplace, the EAP was introduced in the DCS in the late 1990’s. The EAP in the DCS has been formally in existence since 2000 and has not been formally evaluated according to the EAPA SA standards. The EAPA SA standards are the benchmark against which all EAPs in South Africa could be measured. This research attempts to ascertain whether the EAP in the DCS has been implemented according the prescripts of the EAPA SA standards. The research approach involved both the qualitative as well as the quantitative approaches. The qualitative approach was used in documenting the processes followed in the conceptualisation, introduction and creation of the EAP in DCS. The quantitative approach was used to evaluate the EAP in DCS using the EAPA SA standards as a benchmark. In the first chapter a general orientation to the study as well as the researcher’s rationale and structure for the research is provided. The literature review in chapter two took a retrospective look at the developments in the EAP industry by focussing on the most modern interventions in the EAP field initially and moving to the origins of the EAP later. Chapter three focussed on the evaluation of the EAP in the DCS which included a systematic collection of information about that programme. In chapter four each standard as it appears in the standards document and brief comment on each standard was presented. The standards were also reviewed in relation to recent literature on the subject. The empirical analysis in the following chapter included a quantitative analysis followed by a qualitative analysis of the responses. The first phase included the development of a questionnaire based on the standards. The distribution and completion of the questionnaire were part of phase two. In the final phase the questionnaire was analysed by the Department of Statistics at the University of Pretoria, under the leadership of Professor Smith and Dr. Mike van der Linde. In the final chapter a consolidation of all the chapters as well as recommendations for further research is presented. The formulated problem was addressed through the choice of different approaches, strategy and design during the research process. The researcher was able to combine the research approaches to compare and subsequently verify the findings. Based on the findings the following conclusions can be made: firstly that the DCS does not comply fully with many of the standards as set out by EAPA SA, secondly that the DCS is understaffed when attempting to deliver EAP services and finally that there is a resounding plea for EAP services in the DCS. In addition to the proposals a revised standards document has also been integrated into the findings.
Thesis (PhD)--University of Pretoria, 2010.
Social Work and Criminology
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Bila, Nontembeko Joyce. "The perceptions of teachers regarding the establishment of an EAP in the Department of Education, Malamulele, Limpopo." Thesis, 2012. http://hdl.handle.net/10210/4295.

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M.A.
The Employee Assistance Program (EAP) is a worksite-based program designed to assist in the identification and resolution of productivity problems associated with employees impaired by personal and work-related concerns. Although EAPs have been established in government departments in South Africa in recent years, this model has not yet been tried in the Department of Education, Malamulele district. The Department of Education can be described as a work environment that has many characteristics common to most other work environments, but it appears that there are characteristics that are unique to the particular context that have to be considered before establishing an EAP in such context. This study will attempt to provide fresh perspectives to the Department of Education; it may happen that this model can be introduced subsequent to the submission of the recommendations. EAP is regarded as a component for workforce development and quality of work-life in contemporary organizations; therefore it is vital that this program should be established in the Department of Education. The primary aim of this study is to explore the perceptions and needs of teaching personnel regarding the feasibility and the implementation of EAP in the work environment. The objectives are as follows: to peruse the available literature relevant to the research topic, to collect qualitative data from teachers by means of focus groups, to compile a profile of perceptions and needs for the formulation of proposal regarding the feasibility of implementing an EAP in the educational setting, to transcribe, analyze and present the data that was collected in a way that it can generate knowledge about the feasibility of EAP in the rural area of Malamulele, to submit recommendations to the Department of Education and to identify and recommend areas for future research. The study was conducted with 12 teachers and 7 managers (principals) in the Department of Education, Malamulele district, Limpopo. The research findings postulate that teachers perceive EAP as vital and also feasible for their work environment. They articulate that it should have been established long time ago.

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Jantjie, Keitumetse Gladys. "Challenges of HIV and AIDS experienced by working women : the role and response of employee assistance programme." Thesis, 2009. http://hdl.handle.net/2263/28791.

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Within the socio-economic sphere, the development of women in the workplace is hindered by the dynamics of health and wellness issues such as HIV and AIDS, their gender dispositions and their social struggles around balancing work and family life. Furthermore, the impact of HIV and AIDS on business has become a priority agenda to address skills attrition and absenteeism. The UN declaration of Commitment (UNAIDS, June: 2001) which prioritizes the needs of women and children, is one of the interventions as a global effort to address the millennium development goals. Through this study, the researcher had investigated, in particular, whether there are difficulties experienced by working women infected or affected by HIV and AIDS. Furthermore, the study investigated the role of EAP in respect of these difficulties. The study is divided into two parts: one that is exploratory in nature in which a qualitative research approach was applied through semi-structured interviews whilst the other was quantitative research in which the survey research design used a questionnaire as the data collection instrument. The following conclusions were made from both the qualitative and quantitative data collected: • Working women infected and affected by HIV and AIDS have difficulties in the work place due to HIV and AIDS. • EAP is supporting working women infected and affected by HIV and AIDS. • There is a need for more resources to support EAP to be involved in strategic decision and business risk management. • The business has put in place measures to manage HIV and AIDS in the workplace through HIV policy formulation and establishment of HIV and AIDS programmes. It made sense for this research to present a picture regarding the extent of women participation in the world of work at a global level and efforts that the workplace have put in place to integrate women. Firstly the investigation defined HIV and AIDS and the intrinsic dynamics of HIV and gender. It then probed the prevalence of HIV and AIDS in the workplace in terms of the impact on the business with focus on women and the difficulties they experience as HIV infected and affected women. This was the focus of this part of the study. Secondly, the role of EAP in general was investigated, with the focus on the impact of EAP with regards to HIV and AIDS and working women. The goal of the research study was defined as: To explore and describe the role of EAP in addressing the difficulties experienced by working women, resulting from the impact of HIV and AIDS. The research question and sub-questions were formulated to give the study focus. The questions included: • What role, if any, does EAP play in supporting HIV infected and affected women in the workplace? • What is the perceived role of EAP in supporting HIV infected and affected women? • What is the perceived role of HIV infected women with regard to the effectiveness of EAP related to HIV and AIDS in the workplace? • What are the difficulties of running a functional EAP service in the context of HIV and AIDS? • What are the feelings of HIV and AIDS infected and affected women in their workplace? The study identified the type of research as applied research. Two phases of the study were carried to understand the challenges of working women with HIV and AIDS faced and the response of EAP. The first was a qualitative study, exploratory in nature, which focused on a sample of women who were either infected or affected by HIV and AIDS. This part of the study aimed to understand their perceptions and experiences of the challenges they faced at work. Furthermore it aimed to understand how they experience and interface with EAP. In the qualitative study, the aim was to understand the role and response EAP has made in South Africa particularly in relation to HIV and AIDS but with specific focus on working women. A case study research design was followed to gather data regarding attitudes, perception and experiences directly from respondents in their natural environment. The aim was to understand and interpret the meaning they give in relation to EAP in their workplace. A non-probability sampling method was used for the qualitative study. In this part of the study, a purposive sampling strategy was used and data was collected through semi-structured interviews of a sample of 24 working women (12 HIV infected and 12 affected by HIV and AIDS). The exploratory research findings confirmed that women infected and affected by HIV and AIDS do have difficulties in the workplace due to HIV and AIDS. The difficulties included psychological, financial and time lost due to HIV and AIDS. It further confirmed that the extent of the difficulties leave women with mental health issues and hopeless feelings, in some cases suicidal. The difficulties were further intensified by the perception that stigma is the key barrier to disclosure and business intervention strategies. All women had used EAP and found it useful during their difficulties. However, they found the role of EAP as positively evident at an individual level to address women’s needs in counselling, however at a company level women did not think EAP was addressing their needs to impact business changes. In the quantitative part of the study, a non-probability sampling method was used based on convenient sampling. There was however a replacement sample used based on a target sampling method for spoilt questionnaires. The quantitative part of the study confirmed the perceptions of the women that were affected and infected by HIV and AIDS. The quantitative study indicated that women were using EAP for HIV and AIDS counselling. The services of EAP that the women used assisted them with issues related to mental health difficulties, especially for depression and bereavement. In addition EAP practitioners were offering practical help such as home visits and referral to other services. The results further indicated a need for more resources to make strategic input and leadership involvement at a business level. The goal of the study and study objectives were achieved and are presented together with detailed recommendations in the research report.
Thesis (DPhil)--University of Pretoria, 2009.
Social Work and Criminology
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Bokaba, Makhine Moshibudi Brigid. "Work experience of Metrorail train drivers : an Employee Assistance Programme study." Diss., 2004. http://hdl.handle.net/2263/28806.

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The research study investigates the trauma experienced by Metrorail train drivers. An Employee Assistance Programme (EAP) is a worksite-based programme that assists in dealing with employee’s problems that impact on their job performance and overall production. Trauma awareness and management through therapy are necessary components and contribute to the effective operation of EAP. The study was conducted within the framework of a survey. Face-to-face scheduled interviews were designed and conducted on employees, i.e. Metrorail train drivers, after their respective supervisors had given permission. From the feedback on these interviews, it was apparent that train drivers need the help of EAP services, maybe through psychological counselling and motivation. Witnessing suicides by people on rail tracks apparently is a common occurrence to Metrorail train drivers. These accidents leave them emotionally scarred and haunted for almost their entire lives. EAP services will embrace other elements influencing the performance and occupational well-being of these train drivers. These elements include performance incentives, fringe benefits, security, and conducive train settings.
Dissertation (MSD (Employee Assistance Programme))--University of Pretoria, 2006.
Social Work
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Bell, Nadene Joy. "A needs assessment for an employee assistance programme (EAP) for the Department of Water Affairs and Forestry in the Northern Province." Diss., 2003. http://hdl.handle.net/10500/946.

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The aim of the study is to design a needs assessment data collection instrument; administer it to a representative sample of employees in the department; and to analyze the findings in order to make recommendations regarding the design of an Employee Assistance Programme (EAP) for the Department of Water Affairs and Forestry (DWAF) in the Northern Province. The literature review concentrates on the design and application of needs assessments for EAPs. A data collection instrument, the SAGENA was designed, piloted and then trans,ated into the major languages spoken by DWAF employees in the region, and content is given. Out of the total population of 7,381 employees, a stratified, random sample of DWAF employees was selected for the study. A total of 550 employees completed the questionnaire, which represented a 7,45% sample with a 93% response rate. The findings showed that 97% of employees felt that an EAP would have a positive impact on their well-being and work performance. The majority said they would use counselling for themselves (71%) as well as for referring colleagues and subordinates (67%). The most prevalent problems (financial problems, retrenchment, retiring and HIV fears etc.) and least prevalent problems of employees are reported in the study as well as employees' preferences for various forms of EAP services. Finally recommendations are made regarding the design of an EAP for DWAF: Northern Province.
Social Work
M.A.(Socal Science)

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"The feasibility of an EAP in the school environment." Thesis, 2008. http://hdl.handle.net/10210/1277.

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M.A.
Employee assistance program (EAP) is one service model that are designed to assist troubled employees in the workplace. Its feasibility has been experienced in many different contexts. However, the school is somewhat neglected in this respect, and few EAP’s are known to exist in the school system. This study will contribute to the introduction of EAP’s within the school environment because EAP is perceived as only applicable on the companies and organisations. The goal of the study is to conduct a need assessment of teachers regarding the feasibility of an EAP in the school environment. The objectives of the study is to conduct literature study of EAP models, to develop a questionnaire for data collection, conduct survey on the teachers of the target schools, analyse data and test hypothesis and make recommendations regarding the feasibility of an EAP. The study was conducted with teachers from the low veld region in northern province. 50 teachers have completed a questionnaire. In the results the researcher found that the teacher like any other employee has problems, which can affect their well-being and the school productivity. Most of the secondary teachers have a need for employee assistance programs.
Dr. W. Roestenburg

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Nagesar, Narendranath. "The development of an employee assistance programme (EAP) model for secondary school educators in KwaZulu-Natal : an exploratory study." Thesis, 2014. http://hdl.handle.net/10321/948.

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Submitted in fulfillment requirement for Doctor of Technology Degree: Human Resource Management, Durban University of Technology, 2013.
The intended contribution of this empirical study was the development of an exploratory employee assistance programme (EAP) model for secondary school educators in KwaZulu-Natal. The academic EAP model formulated was hybrid as it relied on the synthesis of traditional and contemporary paradigms that encapsulated System, Gestalt and Leadership theories. The main problem revolved around the lack of an effective on-site EAP model for secondary school educators in KwaZulu-Natal. Hence the need for this study. The objective of this study was to conduct an audit of EAP policy and action plans at secondary school level in KwaZulu-Natal and develop an exploratory EAP model. The research design adopted a quantitative methodological approach using a self-administered questionnaire that was mailed to a representative sample of 512 secondary schools in KwaZulu-Natal. A significant response rate of 59.7% was obtained as 311 respondents returned the questionnaires. The data was analyzed using the computerized Statistical Program for Social Sciences (SPSS version 17.0 for Windows). Some significant findings emerged from this study. The respondents reported that 69.2% of schools did not have an EAP policy, while 66.9% of schools did not have action plans to implement EAP. A further 71.8% of respondents required training on EAP frameworks. The respondents also indicated that 79.1% of educators would use an EAP due to work-related stress and only 9% of schools had a budget to pay external EAP service providers. The Pearson Chi-Square test showed a significant correlation for 25 out of the 27 hypotheses that tested the variables of the exploratory EAP model. One of the recommendations suggest that, for fair and consistent treatment of the troubled and underperforming educator, on- site EAP policy and action plans be developed and implemented. Another recommendation highlighted that, in the absence of specialized EAP professionals, school management teams use the exploratory EAP model as a strategic intervention to assist troubled and underperforming secondary school educators in KwaZulu-Natal. The study concluded with suggestions for future research in this field.

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Ndhlovu, Mojalefa James. "Exploring positive psychological strengths in employees attending EAP in the public service: a qualitative study." Thesis, 2010. http://hdl.handle.net/10500/4950.

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The purpose of this study was to explore and highlight positive psychological strengths that are required and, to a lesser extent, negative psychological factors that are to be eliminated in employees attending EAP in the public service in order to make the EAP beneficial and successful. EAPs in the public service have not been as successful as expected because employees drop-out prematurely and/or benefit minimally from attending their sessions. Through the use of a qualitative research approach, this study explored positive psychological strengths that played a significant role in assisting employees attending EAP to achieve their health goals. Research data was collected through the narratives and in-depth interviews from eight participants, who shared their EAP experiences with the researcher. The collected data was analysed through the use of content analysis and positive psychological strengths in the form of themes emerged. The themes were compared with the framework of positive psychology, which is known as the VIA classification system of strengths and virtues framework, in order to determine alignment or compatibility with it. In addition, a few negative emotions were also reported as having been experienced by the participants while attending EAP. The results of this study indicate that certain positive psychological strengths possessed by employees while attending EAP contributed significantly in making them benefit from their EAP consultations. Although a few negative emotions were also reported as having being present during the EAP consultation, they did not affect the progression and success of the EAP. An EAP intervention model is recommended herein for future use, in order to facilitate the success of EAP sessions.
Psychology
D. Litt. et Phil. (Psychology)

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Mphothi, Lebogang Jocobeth. "Rendering services within the employee assistance programme (EAP) in the Gauteng Department of Health : views and experiences of social workers." Diss., 2020. http://hdl.handle.net/10500/27083.

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The Employee Assistance Programme is regarded as a tool that could assist employees in organisations with both their personal and work-related problems. This has become evident as more employers are offering these services to their employees. The goal of this study was to gain an in-depth understanding of social workers’ views and experiences in rendering EAP services in the Gauteng Department of Health (GDoH). The study used a qualitative research approach by focusing on the explorative, descriptive, and contextual designs. Constructivist theory and the person-environmentfit model formed the framework of this study. Purposeful sampling (a criterion-based sample) was used to select social workers rendering EAP services in the GDOH. Eleven social workers who met the criteria participated in the study and their ages ranged between 33 and 50 years. Data was collected by means of semi-structured interviews. The Tesch’s eight steps of data analysis was used, and data verification was conducted based on the Guba model. The findings in this study indicate that EAP is an important programme. However, it is not prioritised by the GDoH. Consequently, EAP practitioners experience challenges that negatively affect the provision of quality EAP services. Despite the challenges, most of the EAP practitioners nonetheless continue to render these services albeit under difficult circumstances since they love and have a passion for the work they do.
Social Work
M.A. (Social Work)

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45

De, Winnaar Edith. "’n Ondersoek na die rol, kennis en houding van bevelvoerders in die Suid-Afrikaanse Polisiediens (SAPD) ten opsigte van die werknemerhulpprogram (WHP) in area Wes-metropool (Afrikaans)." Diss., 2005. http://hdl.handle.net/2263/25079.

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SAPS is currently implementing an EAP. Supervisors are an important link in the EAP process because they are the first persons to identify a troubled employee and to refer the employee to the EAP. Owing to her knowledge of an EAP and her interest in supervisory training, the researcher was asked to assist with the development of a supervisory training programme. The researcher has been employed as a social worker in the SAPS for ten years. In practice it happens that commanders refer troubled employees to the EAP when the commanders do not know what else to do with the troubled employees. At that stage the problems that the employees experience are of such a nature that long-term therapy is needed to attend to them. At times the commanders will act as social workers instead of referring the employee to the EAP. The researcher wanted to establish empirically what the role, knowledge and the attitude of commanders within the SAPS are regarding the EAP. The researcher decided to explore the topic by means of a literature study regarding the EAP in the SAPS and supervisory training and to interview several experts in the EAP in the SAPS and two experts in private organisations. An interview schedule was compiled and tested on one respondent. The information gained from the interview was sufficient and the researcher could go ahead with the data collection. Semi-structured interviews were conducted with two percent (2%) of the commanders in area West-Metropole. The researcher interviewed one (1) Senior superintendent, two (2) Superintendents, four (4) Captains and three (3) Inspectors. None of the respondents had previous training in the EAP. A stratified random sample was used to select the respondents. From the information gathered from the respondents, the researcher achieved the objectives of the study and provide answers to the three (3) research questions, namely: • What is the knowledge of SAPS commanders regarding the EAP? • What is the knowledge of SAPS commanders regarding their role within the EAP? • What is the attitude of SAPS commanders towards the EAP? The researcher determined that the respondents had limited knowledge regarding the EAP and the services rendered by the EAP professionals in the SAPS. The respondents all knew that they had to refer the troubled employee to the EAP but some of them first tried to be the social worker before they referred to the EAP. Therefore it is important that the distinctive roles of the commander/supervisor and the EAP are identified. All the respondents felt positive towards the EAP in the SAPS and said that they self would make use of the services of the EAP. Although the researcher could not generalise the findings, sufficient information was provided to make the following valuable recommendations: recommendations regarding the content of a supervisory training programme, the marketing of the services rendered by the EAP in the SAPS and the steps that could be taken to ensure confidence in the EAP.
Dissertation (MSD (Employee Assistance Programme))--University of Pretoria, 2008.
Social Work and Criminology
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46

Botes, Jacolise. "The social needs of farm workers in the Koup : suggesttions for employee assitance programmes (EAPS) from a social work perspective." Diss., 2011. http://hdl.handle.net/10500/5738.

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Farm workers are viewed as a neglected segment in the South African society. This qualitative research study focused on exploring and describing the social needs of farm workers in the Central Koup from the perspectives of samples comprising of farm workers and farm owners and/or managers. The aim was to contribute in finding solutions to address the identified needs through employee assistance programmes (EAPs) as one of the areas that an occupational social worker focuses on. The qualitative data was collected through focus group discussions and semi-structured interviews, and the findings were verified with literature. Tesch’s framework for data analysis (in Creswell, 2003) was employed, and data verification was conducted through Guba’s model (in Krefting, 1991:214-222). The findings indicated that the social needs of farm workers could be addressed through typical EAP-related focus areas such as working- and interpersonal relationships, substance abuse, spiritual well-being, recreation, financial management, conflict management, child care and parenting skills, trauma counselling, and practical assistance regarding transport, housing and accessibility of resources. This research endeavour resulted in recommendations regarding the use of EAPs to address the social needs of farm workers.
M. Soc. Sc.

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Chetty, Mahendhree. "Cause of relapse post treatment for substance dependency within the South African Police Services." Diss., 2012. http://hdl.handle.net/2263/29121.

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The aim of this research was to explore the causes of relapse post treatment for substance dependency within the South African Police Services (SAPS). “Alcoholism is a chronic relapsing brain disease, so individuals with substance abuse disorders face the possibility of relapse once they stop using alcohol even if they have had a successful treatment” (Perkinson, 2004:180). According to Connors, Maisto and Donovan (1996:5) research revealed that relapse rates among persons treated for alcoholism were approximately 35% and 58% at two weeks and three months after treatment, respectively. A relapse or uncontrolled return to alcohol or other drug use following competent treatment, is one of the greatest problems substance abusers and their counselors face (Lewis, Dana&Blevins, 2002:105; Johnson, 2003:271). The objective of the study was to explore the challenges that members in the South African Police Services (SAPS) experience or are exposed to causing them to relapse post treatment for substance dependency. The findings are intended to provide recommendations to the management of SAPS to develop a relapse prevention programme in the workplace to prevent relapse post treatment. The researcher utilized a quantitative research approach to identify the causes of relapse among SAPS members post rehabilitation for substance dependency. The type of research is applied research as the focus of the study is on identifying the causes for members within the SAPS to relapse post treatment for substance dependency and to address a specific practical issue in the workplace. The literature review focused on understanding the relapse process. The cognitive-behavioural Model of relapse was discussed at length including the prevalence of substance abuse among police members and concluded with information on the relapse prevention programme. A self-administered questionnaire was used as a research tool to collect data from the respondents (See annexure C). The population of this study was the members of the SAPS who had undergone treatment for substance dependency from January 2008 to April 2009. The researcher concentrated on those members in the KZN Province. Consultation with the social workers revealed a population size of 50 members. Due to the small size of the population, no sampling procedure was necessary as the whole population was selected as the sample. The findings of the study were based on 44 questionnaires that were returned by the respondents. The findings were analyzed and presented using tables and graphs which were then interpreted in words. The study revealed that the majority of the respondents attributed their main cause for relapse due to Intrapersonal determinants - they experienced a negative emotional state (for example, feelings of anger, frustration and anxiety) that initially triggered their need to taking that first drink. Secondly respondents identified exposure to peer pressure and boredom as also being a cause for their relapse. They disclosed that at times their peers would pressurize them to consume alcohol. The temptation, urges and cravings and being in the presence of other people consuming alcohol proved too difficult to resist. Alcohol being the recreational drug of choice proved to be tempting to members especially when socialising with colleagues. Based on the findings of the study conclusions and recommendations were made to the development of the relapse prevention programme to assist members post treatment to maintain their sobriety. Copyright
Dissertation (MA)--University of Pretoria, 2012.
Social Work and Criminology
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48

Van, Wyk A. A. (Albert Andre). "An impact assessment of a critical incident on the psychosocial functioning and work performance of an employee." Thesis, 2011. http://hdl.handle.net/2263/29042.

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My purpose with the envisaged study was to determine the effect a critical incident have on employees and how their functioning, psychosocially and at work is affected. Furthermore the goal was to determine if the employees who was affected by a critical incident was exposed to Critical Incident Stress Management (CISM) intervention, and if so did it have an impact on their functioning ( Psychosocial and work performance). An extended literature study was conducted to comprehend the meaning of trauma, the different facets of trauma, how it can impact on an emotional, physical, cognitive and behavioural level. The literature study further focused on the impact of a critical incident on the work performance and family life of the employee. Attention was given to the models in CISM intervention, the role of Employee assistance programs as well as the perceived outcomes of interventions the respondents were exposed to. In the study, data was collected in a qualitative as well as a quantitative manner. In the quantitative study two questionnaires were used as tool to collect information. In the qualitative study the researcher used clinical case notes as part of the document analysis as well as a semi structured interview with both the employee as well as the manager as data sources. Respondents (therapists) were selected according to the probability sampling procedure for the quantitative study and respondents volunteered to participate in the qualitative study after participating in the quantitative study. Participation in the study was voluntary and the participation rate in the quantitative study was 67.5% and in the qualitative study 22.22% It was evident from the study that employees were affected by a variety of critical incidents divergent in severity, circumstances and duration. The impact on each individual was unique and responses ranged in terms of severity. It was evident from the study that employees were affected by the critical incident and subsequently their work performance and psychosocial functioning was affected. The study managed to provide sufficient evidence on the impact of the critical incident on the psychosocial functioning and work performance of the employee. The research proved that individual counselling is effective in working through the incident and improving the psychosocial functioning and work performance significantly. The study also proved that intervention in the form of defusing, debriefing, individual counselling and aftercare is effective in addressing employees' reactions, supporting them to recover emotionally from the critical incident and improving their psychosocial functioning and subsequently their work performance. Conclusions and recommendations were made in terms of the empirical findings. The researcher hope that these conclusions and recommendations will be of value and contribute to the study field of CISM and EAP and have a positive impact on employees exposed to critical incidents and their recovery process.
Thesis (DPhil)--University of Pretoria, 2011.
Social Work and Criminology
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Buys, Rina. "'N Bedryfsmaatskaplikewerk-ondersoek na die aard en benutting van ondersteuningsdienste soos gelewer deur Personeelondersteuning- en Loopbaansentrum aan Akademiese Inligtingsdiens van die Universiteit van Pretoria." Diss., 2002. http://upetd.up.ac.za/thesis/available/etd-07102003-160952.

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Rodriguez, Javier. "Needs assessment : a survey of Western Canada’s program administrators’ perspectives of the role of EAPs in the workplace." Thesis, 1997. http://hdl.handle.net/2429/5846.

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The purpose of this study was to assess the needs of employees in regard to their Employee Assistance Programs (EAPs) according to the program administrators' perspective. Information was collected from 62 program administrators within 54 organizations across Western Canada using a self-administered questionnaire. The 132-item questionnaire included demographic information and ten sections devoted to elicit administrators' perspectives on employees' needs (prevalence of problems, severity of problems, barriers to EAP utilization, program awareness, prevention programs, training and information for supervisors and union representatives, personal problems and the workplace, the role of the EAP in the workplace, the role of the EAP provider in the workplace, and a general overview). Results show that administrators perceive a greater prevalence and severity of problems than EAP utilization. There is also a perceived large EAP support among its participants (i.e., senior management, supervisors, union representatives, employees) as a relevant means to address employees' and their family members' problems. The outcome of the study indicates as well that personal and family members' problems affect employees and the workplace in a very significant way. Administrators believe that the EAP is a very important resource to deal with such problems. Additionally, results point out the important need for providing employees with information and prevention programs that may equip them with particular resources to address their problems before they affect them at work.

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Dissertations / Theses on the topic 'Employee assistance programmes (EAP)'

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