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Journal articles on the topic 'Employee Assistant Programmes'

Author: Grafiati

Published: 4 June 2021

Last updated: 11 February 2022

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1

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

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2

Bophela, N. R., and Patsy Govender. "Employee assistance programmes (EAPS) and quality of work life in a public sector organization: Biographical influences." Corporate Ownership and Control 12, no. 3 (2015): 242–49. http://dx.doi.org/10.22495/cocv12i3c2p4.

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This study aims to determine biographical influences on facets of employee assistance programmes (EAPs) and the quality of work life of employees in a public sector organization. Employee perceptions were conducted via questionnaire distribution and the data was analyzed using descriptive and inferential statistics. A sample 85 employees was drawn using the stratified random sampling. Significant differences surfaced with the length of service and with the three components of the study, that is, the programme on stress-related problems, the programme on personal issues and, mentoring programme

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3

Felton, Jean Spencer. "Employee assistance programmes." Occupational Medicine 44, no. 1 (1994): 50–51. http://dx.doi.org/10.1093/occmed/44.1.50-c.

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4

Roberts, Murray. "Employee assistance programmes." Occupational Medicine 44, no. 2 (1994): 111. http://dx.doi.org/10.1093/occmed/44.2.111-a.

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5

Daniels, Shirley. "Employee assistance programmes." Work Study 46, no. 7 (1997): 251–53. http://dx.doi.org/10.1108/00438029710191933.

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6

Schmidenberg, Olive C., and John L. Cordery. "Managing Employee Assistance Programmes." Employee Relations 12, no. 1 (1990): 7–12. http://dx.doi.org/10.1108/eum0000000001020.

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7

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

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8

King, Stephen. "Counselling through Employee Assistance Programmes." Management Development Review 7, no. 2 (1994): 38–40. http://dx.doi.org/10.1108/eum0000000003932.

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9

Carolyn Highley, J., and Cary L. Cooper. "Evaluating Employee Assistance/Counselling Programmes." Employee Counselling Today 5, no. 5 (1993): 13–18. http://dx.doi.org/10.1108/13665629310049339.

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10

Dickson-Swift, Virginia, Christopher Fox, Karen Marshall, Nicky Welch, and Jon Willis. "What really improves employee health and wellbeing." International Journal of Workplace Health Management 7, no. 3 (2014): 138–55. http://dx.doi.org/10.1108/ijwhm-10-2012-0026.

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Purpose – Factors for successful workplace health promotion (WHP) are well described in the literature, but often sourced from evaluations of wellness programmes. Less well understood are the features of an organisation that contribute to employee health which are not part of a health promotion programme. The purpose of this paper is to inform policy on best practice principles and provide real life examples of health promotion in regional Victorian workplaces. Design/methodology/approach – Individual case studies were conducted on three organisations, each with a health and wellbeing programm

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11

Woollcott, David. "EMPLOYEE ASSISTANCE PROGRAMMES: MYTHS AND REALITIES." Employee Counselling Today 3, no. 4 (1991): 14–19. http://dx.doi.org/10.1108/eum0000000002862.

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12

Thomas, Barbara S. "Using computers in employee assistance programmes." Employee Counselling Today 8, no. 5 (1996): 17–21. http://dx.doi.org/10.1108/13665629610127753.

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13

Lloyd, G. G., Y. Doyle, and C. Grange. "Medical implications of employee assistance programmes." Occupational Medicine 49, no. 3 (1999): 193–95. http://dx.doi.org/10.1093/occmed/49.3.193.

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14

Orlans, Vanja. "EVALUATING THE BENEFITS OF EMPLOYEE ASSISTANCE PROGRAMMES." Employee Counselling Today 3, no. 4 (1991): 27–34. http://dx.doi.org/10.1108/eum0000000002864.

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15

Pejatović, Aleksandra, and Edisa Kecap. "Providing employee assistance through multifunctional learning programmes." Andragoske studije, no. 2 (2018): 45–63. http://dx.doi.org/10.5937/andstud1802045p.

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16

Megranahan, Mike. "EMPLOYEE ASSISTANCE PROGRAMMES: FRAMEWORKS AND GUIDING PRINCIPLES." Employee Counselling Today 2, no. 3 (1990): 28–33. http://dx.doi.org/10.1108/eum0000000002849.

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17

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

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

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18

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

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19

Stolz, Pierre. "EMPLOYEE ASSISTANCE PROGRAMMES IN EUROPE – BARRIERS AND OPPORTUNITIES." Employee Counselling Today 3, no. 4 (1991): 4–13. http://dx.doi.org/10.1108/eum0000000002861.

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20

Creegan, Shelagh. "Book Review: Employee Assistance Programmes and Workplace Counselling." British Journal of Occupational Therapy 60, no. 6 (1997): 272. http://dx.doi.org/10.1177/030802269706000611.

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21

Smewing, Chris, and Tom Cox. "Employee assistance programmes and their place within universities." British Journal of Guidance & Counselling 26, no. 2 (1998): 273–85. http://dx.doi.org/10.1080/03069889808259706.

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22

Joseph, Beulah, Arlene Walker, and Matthew Fuller-Tyszkiewicz. "Evaluating the effectiveness of employee assistance programmes: a systematic review." European Journal of Work and Organizational Psychology 27, no. 1 (2017): 1–15. http://dx.doi.org/10.1080/1359432x.2017.1374245.

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23

Arthur, Andrew R. "Employee assistance programmes: The emperor's new clothes of stress management?" British Journal of Guidance & Counselling 28, no. 4 (2000): 549–59. http://dx.doi.org/10.1080/03069880020004749.

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24

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

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25

Pillay, Roshini, and Lourie Terblanche. "Caring for South Africa’s Public Sector Employees in the Workplace: A Study of Employee Assistance and HIV/AIDS Workplace Programmes." Journal of Human Ecology 39, no. 3 (2012): 229–39. http://dx.doi.org/10.1080/09709274.2012.11906515.

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26

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

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27

Abe, Ethel N., Ziska Fields, and Isaac I. Abe. "The Efficacy of Wellness Programmes as Work-Life Balance Strategies in the South African Public Service." Journal of Economics and Behavioral Studies 8, no. 6(J) (2017): 52–67. http://dx.doi.org/10.22610/jebs.v8i6(j).1483.

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Abstract: This paper aimed to evaluate the wellness programs adopted by the South African Public Service to ascertain their efficacy at addressing work-family challenges and aiding employees to achieve work-life balance. Understanding the effectiveness of wellness programmes as work-life balance strategies is necessary especially when the cost of implementing such strategies is considered exorbitant. Many institutions have put in place work-life balance strategies, but discrepancies concerning definitions, formulation and implementation could make it impossible for them to fully reduce work-fa

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28

Abdoolla, Aaliya, and Patsy Govender. "Risk connected to the demographic factors in managing labour relations in the tertiary sector of the economy." Risk Governance and Control: Financial Markets and Institutions 6, no. 4 (2016): 420–27. http://dx.doi.org/10.22495/rcgv6i4c3art7.

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In today’s fast-paced, competitive and digital work environment, the challenges of work commitments and personal responsibilities confront employers and employees. Employees want flexibility and control over their work obligations and their personal lives. This is imperative as their economic needs depend on the income derived from work performance. Employers need to institute relevant programmes for economic viability and sustainability. The study aims to examine the impact of the demographic variables on work-life balance in a tertiary sector of the economy. The study utilizes a questionnair

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29

Arthur, Andrew R. "Mental health problems and British workers: a survey of mental health problems in employees who receive counselling from Employee Assistance Programmes." Stress and Health 18, no. 2 (2002): 69–74. http://dx.doi.org/10.1002/smi.930.

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30

Alker, Linda, and David McHugh. "Human resource maintenance? – Organisational rationales for the introduction of employee assistance programmes." Journal of Managerial Psychology 15, no. 4 (2000): 303–23. http://dx.doi.org/10.1108/02683940010330975.

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31

Street, Tamara D., Sarah J. Lacey, and Jade A. Grambower. "Employees prefer information more than free food." International Journal of Workplace Health Management 10, no. 4 (2017): 332–42. http://dx.doi.org/10.1108/ijwhm-02-2017-0013.

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Purpose Nutrition behaviours have been linked to an increased risk of poor health and reduced productivity at work. Therefore, the workplace is a logical setting to implement nutrition-related programmes. Many existing workplace health promotion programmes (WHPPs) employ a standardised approach that typically attracts those who are already healthy or highly motivated to change. Understanding the factors that influence an individual’s desire to improve health and participate in nutrition WHPP will facilitate the development of highly engaging programmes that appeal to the greatest number of wor

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32

Mugari, Elias Levers, Oliver Mtapuri, and Mamoloko Rangongo. "Employee Assistance Programme: The Case of a Local Municipality in South Africa." Journal of Social Sciences 39, no. 3 (2014): 257–63. http://dx.doi.org/10.1080/09718923.2014.11893288.

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33

Costello, Jacinta. "Employee assistance programme and clinical social work in America: A developmental perspective." Journal of Social Work Practice 2, no. 4 (1987): 114–27. http://dx.doi.org/10.1080/02650538708414986.

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34

Zharova, Elena, and Elizaveta Agamirova. "Monitoring the Tools of Financial Support Available to Young Researchers in Russia." Science Governance and Scientometrics 15, no. 3 (2020): 356–409. http://dx.doi.org/10.33873/2686-6706.2020.15-3.356-409.

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Introduction. Human resources potential is one of the most important tools for achieving the objectives included in the key programme documents for the development of science and technology in the Russian Federation and the main element in the research and development resources of the state. Human resources potential is fundamentally made up of researchers employed in science and technology, including young researchers. Even though in recent years the government of Russia has been paying a lot of attention to developing mechanisms to attract and support young researchers in the sciences, we ar

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35

Sithole, Nozipho, and Musawenkosi Ngibe. "Developing and improving human capital and productivity in public companies." Risk Governance and Control: Financial Markets and Institutions 6, no. 3 (2016): 28–34. http://dx.doi.org/10.22495/rcgv6i3c2art4.

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This article assesses the impact of the Assisted Education Programme (AEP) in developing, improving human capital and productivity specifically for eThekwini Municipality employee human resource. This programme offers funding to employees to further their studies in higher learning institutions, which are in partnership with and recognized by eThekwini Municipality. The core function of this programme is to improve and develop employee capabilities in order to enhance municipal productivity. However, different factors have prohibited the programme from reaching required funding polity objectiv

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36

Manzini, Hlob’sile, and Calvin Gwandure. "The Provision of Employee Assistance Programmes in South African Football Clubs: A Case Study." Journal of Social Sciences 27, no. 2 (2011): 75–83. http://dx.doi.org/10.1080/09718923.2011.11892908.

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37

Gammie, Bob. "Employee assistance programmes in the UK oil industry: an examination of current operational practice." Personnel Review 26, no. 1/2 (1997): 66–80. http://dx.doi.org/10.1108/00483489710157797.

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38

Bhagat, Rabi S., Pamela K. Steverson, and James C. Segovis. "International and Cultural Variations in Employee Assistance Programmes: Implications for Managerial Health and Effectiveness." Journal of Management Studies 44, no. 2 (2007): 222–42. http://dx.doi.org/10.1111/j.1467-6486.2007.00686.x.

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39

Berridge, John, and Cary L. Cooper. "Stress and coping in US organizations: The role of the Employee Assistance Programme." Work & Stress 7, no. 1 (1993): 89–102. http://dx.doi.org/10.1080/02678379308257052.

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40

Smith, K. G., and A. D. McKee. "THE BRITISH AIRWAYS EMPLOYEE ASSISTANCE PROGRAMME: A COMMUNITY RESPONSE TO A COMPANY’S PROBLEMS." Employee Counselling Today 5, no. 3 (1993): 4–8. http://dx.doi.org/10.1108/13665629310041580.

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41

Smith, K. G., and A. D. McKee. "The British Airways Employee Assistance Programme: a community response to a company's problems." Occupational Medicine 42, no. 1 (1992): 43–46. http://dx.doi.org/10.1093/occmed/42.1.43.

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42

Olexová, Cecília. "Establishing the financial returns arising from an evaluation of a retail training programme." Industrial and Commercial Training 50, no. 1 (2018): 20–31. http://dx.doi.org/10.1108/ict-02-2017-0016.

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Purpose The purpose of this paper is to propose an evaluation of training for shop assistants, specifically in retail chains. Design/methodology/approach The proposed evaluation is based on Kirkpatrick’s model and Phillips’ modification. The representative case study includes the application of the training evaluation at the fourth and fifth levels of evaluation in a particular chain of retail stores. The data were collected from the retail chain’s financial reports, internal documents related to training of employees and interviews with managers in the retail chain. Findings The results contr

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43

Waraich, Sushmita Biswal, and Gopa Bhardwaj. "Workforce Reduction and the Need for Outplacement Services." Management and Labour Studies 28, no. 2 (2003): 141–52. http://dx.doi.org/10.1177/0258042x0302800203.

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Employee reduction due to reasons such as merger & acquisitions, restructuring etc. has become a reality now. So it is important to ensure that the victims are treated in a just way. This reduces the chances of the survivors, the remaining employees, to perceive the management as insensitive. Providing outplacement assistance for existing employees is a critical part of managing the transition process. Outplacement is a process through which the counsellor helps the concerned employee in engaging oneself with new opportunities and giving directions for the same. In other words, it is a car

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44

Munchus, George. "An Analysis of Needs and a System of Development for an Employee Assistance Programme." Journal of Managerial Psychology 2, no. 3 (1987): 3–5. http://dx.doi.org/10.1108/eb004417.

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45

DOBASH, RUSSELL P., R. EMERSON DOBASH, KATE CAVANAGH, and RUTH LEWIS. "A Research Evaluation of British Programmes for Violent Men." Journal of Social Policy 28, no. 2 (1999): 205–33. http://dx.doi.org/10.1017/s0047279499005589.

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In the last two decades there have been a number of social, medical and legal initiatives in the UK and elsewhere to provide assistance to women who suffer violence from their partner. The most recent innovations focus on responding to the men who perpetrate this violence. In this article we present the initial results of the first British study of programmes for violent men. The three-year study used a longitudinal method to compare the effects of two court mandated programmes with other, more orthodox, forms of criminal justice intervention (fines, admonishment, traditional probation, prison

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46

Abdul Wahab, Muhammad Nubli, Suriyakumar Sinnadurai, and Mohd Azam Mohd. "The development of personality profiling systems on the assessment of individual performance for the betterment of training programme." Journal of Quality in Education 2, no. 2 (2011): 17. http://dx.doi.org/10.37870/joqie.v2i2.111.

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Training performance can be measured by a number of outputs resulting from completing individual activities in a training programme. A good training programme enhances knowledge, skills, and attitudes which enable individuals to improve their performance. This paper has come up with a computerized heuristics system to assess individual's personality. It utilizes an expert system mode to assess individual's performance rather than utilizing manual assessments as currently being employed. The system is able to identify individual's personality strength and weaknesses and offer a detail evaluatio

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47

Pozhydaieva, Oksana. "Preparation of PhD in Social Work for teaching (the case of the Academy of Labour, Social Relations and Tourism)." Scientific bulletin of South Ukrainian National Pedagogical University named after K. D. Ushynsky 2020, no. 3 (132) (2020): 116–23. http://dx.doi.org/10.24195/2617-6688-2020-3-13.

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The modernization of legal regulations, adoption of standards for professional training of social workers, professional autonomy in the implementation of academic research actualize the necessity for seeking solutions to the problems of staffing the higher education institutions with scientific and pedagogical workers in the field of social work. This, in turn, requires analysis of experience in developing and implementing PhD programmes in social work that are intended to prepare doctoral students for teaching. The aim of the study was to analyze the experience of arranging the process of the

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48

Marttinen, Risto, Ray N. Fredrick, Kelly Johnston, Sharon Phillips, and Debra Patterson. "Implementing the REACH after-school programme for youth in urban communities: Challenges and lessons learned." European Physical Education Review 26, no. 2 (2019): 410–28. http://dx.doi.org/10.1177/1356336x19865566.

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This research sought to uncover challenges that arose in the implementation of the Reflective Educational Approach to Character and Health (REACH) after-school programme in a low-income public school in New York City. Additionally, we wanted to find and share some of the lessons learned, to help others avoid our pitfalls when implementing quality after-school programming. At the conclusion of the year-long REACH programme that was preceded by a year-long pilot, the lead researcher interviewed six key stakeholders: (a) the coach; (b) an academic tutor; (c) the director of REACH; (d) two after-s

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49

Nyaboke, Osoro Gladys, Dr Callen Nyamwange, and Dr Enock Obuba. "Variability of Academic Adjustment of First Years among Public Kenyan Universities." Volume 5 - 2020, Issue 8 - August 5, no. 8 (2020): 1456–67. http://dx.doi.org/10.38124/ijisrt20aug707.

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Adjustment to University was defined in terms of academic; the study endeavoured to determine the influence of orientation programme on first-year students' academic adjustment in public universities in Kenya; Mixed methods research approach was used. The study utilized a descriptive survey design. Twostage cluster sampling, simple random sampling, and purposeful sampling techniques were employed to obtain 479 respondents from the target population of 71,285. The study was conducted in nine public universities in Kenya between January and April 2019. Data was collected using three research ins

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50

Mellor-Clark, John, Elspeth Twigg, Eugene Farrell, and Andrew Kinder. "Benchmarking key service quality indicators in UK Employee Assistance Programme Counselling: A CORE System data profile." Counselling and Psychotherapy Research 13, no. 1 (2013): 14–23. http://dx.doi.org/10.1080/14733145.2012.728235.

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