Employee Attitudes Toward an Internal Employee Assistance Program

To assess attitudes toward the effectiveness of an employee assistance program (EAP), a survey was sent to a random sample of 16,603 employees and adult dependents of a large, multinational company. Four groups were surveyed: employees who had used the EAP, adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. The findings indicated that both employee and adult dependent EAP users viewed the EAP more positively than did employee and adult dependent nonusers. Regression analyses indicated that factors including perception of EAP confidentiality, perceived support by other employees, and belief that the EAP would not negatively affect the career were related to positive views of the EAP among both EAP users and nonusers.     

In the Field: The Evaluation of an Employee Assistance Program

This article presents the results of an evaluative study of an employee assistance program sponsored by the Russell Corporation, an apparel manufacturing firm. Its results suggest that the program is beneficial in terms of both productivity enhancement and humanitarianism.     

The Continuing Education and Renewal of Employee Assistance Program Counselors

The past decade has brought the emergence of thousands of employee assistance programs, but little, if anything, has been reported concerning the professional updating needs of program counselors. This article presents the results of an extensive assessment of the continuing education preferences of such counselors in one state.     

The Effect of Employee Assistance Services on Reductions in Employee Absenteeism

Personal and work-related stressors experienced by employees can result in substantial costs to employers in the form of employee absenteeism. Employee Assistance Programs (EAPs) provide an important vehicle to assist employees with behavioral health issues, personal concerns, and work-related problems that impact employee absenteeism. This study tested the impact of EAPs on reducing employee absenteeism utilizing a well-matched control group and human resource timecard data. The study recruited employees from 20 areas of state government and used a prospective, quasi-experimental design with propensity score matching. EAP (n = 145) users were matched to non-EAP (n = 145) users on baseline demographic, psychosocial, and work-related characteristics that differentiate the groups. Hours of sick time recorded were provided by human resource offices. Differences in sick leave usage were tested using mixed model repeated measures. A steeper decline in sick leave usage for EAP than non-EAP employees was found, with estimates of 4.8 to 6.5% fewer hours lost per month to illness. Further analysis found that EAP services were most effective in helping clients move from moderate to low levels of sick leave rather than in reducing sick leave for those experiencing chronic absenteeism. Research on the effectiveness of EAPs rarely utilizes well-matched control groups and frequently relies on self-reported outcomes. Using an objective measure of work time lost, this study provides empirical evidence that users of EAP services tend to reduce their absenteeism at a faster pace than non-EAP users experiencing similar challenges to maintaining productivity.     

Organizational Hierarchy,Employee Status,and Use of Employee Assistance Programs

This study examined the role of organizational hierarchy and staff status in the number of suggested Employee Assistance Program (EAP) referrals made by potential helpers and the relationship of these variables to personal EAP use. Results and implications are discussed.     

国外员工援助计划相关研究述评

员工援助计划（employee assistance programs, EAPs）是组织提供的,旨在帮助员工解决可能影响其工作表现和健康问题的多种策略的整合。在文献研究的基础上,该文系统介绍了员工援助计划的概念,并从起源、发展、内容、测量、执行模式及其与相关因素的关系等方面归纳了当前研究的进展,指出了研究存在的问题与研究的方向     

Employment and Roles of Counselors in Employee Assistance Programs

The authors studied employment and roles of master's-level counselors in employee assistance programs (EAPs) and the services offered by different types of EAP organizations. The study focused on programs, workshops and seminars: assessment; counseling; consultation; and evaluation and marketing services offered by EAPs. Master's-level counselors were found to be similar to those with Master's of Social Work (MSW) degrees in employment rate and percentage of EAP staff. Both groups were the most frequently employed and constitute the greatest percentage of the professional mental health staff in EAPs. Also, counselors were found to be involved in all of the service areas studied within each type of EAP. Differences in counselors' roles among EAP types are discussed.     

The Working for Wellness Program: RCT of an Employee Well-Being Intervention

This paper details the design and evaluation of a positive psychology-based employee well-being program. The effect of the program on well-being was evaluated using a mixed method design comprising of an RCT to assess outcome effectiveness, and participant feedback and facilitator field notes to assess process and impact effectiveness. Fifty government employees were randomly allocated to either an intervention or a control group (reduced to n = 23 for complete case analysis). The intervention group participated in the 6-week Working for Wellness Program and completed measures of subjective, psychological, affective and work-related well-being (SWB, PWB, AWB and WWB) at pre-intervention, post-intervention, and three and 6 month follow-ups. The control group completed the questionnaires only. As predicted, mixed ANOVAs revealed improvements in SWB and PWB for intervention group participants over time relative to control participants but these effects had reduced by time 4. There was a main effect of group on AWB in the predicted direction but no effect on WWB. Participant feedback indicated that the focus on strengths and group delivery were the most effective components of the program. Key issues were sample attrition and a lack of on-the-job support for change. Findings suggest employees can learn effective strategies for sustainably increasing their subjective and psychological well-being.     

Impact of a Theory-Guided Encouragement Intervention on an Employee Walking Pilot Program

This study investigated the impact of encouraging e-mails on self-efficacy, adherence, and step-count in a 10-week walking program. Using a 3 × 3 mixed design, participants randomly received task-involving/caring (n = 37), ego-involving (n = 35), or neutral (n = 34) e-mails and completed pre-/mid-/post surveys. Exercise self-efficacy increased over time, regardless of e-mail content. More of the task/care group adhered (63%) than ego (41%) or neutral groups (50%). The task/care group members who adhered reported significantly more daily-steps than ego or neutral groups. Results suggest that the theoretical framework used to guide encouragement in walking programs may impact participants’ adherence and steps.     

Employee Assistance Programs: A Systemic Investigation of Their Use

Braun, A.L., & Novak, D.E. (1986, November/December). A study of EAP non-utilization. EAP Digest, pp. 52–55. O'Connell, V. (1987, March/April). A strategy for overcoming supervisors' resistance. EAP Digest, pp. 63–66. Penzer, W.N. (1987, March/April). Toward sustaining quality mental health services. EAP Digest, pp. 35–40.     

A Career Assistance Program for Elite Athletes

A program to assist elite athletes in coping with the transition out of active sport competition is presented. A life span development framework is used to describe the formulation of the program. An outline of the program is presented, and implications for counselors are discussed.     

Employee Assistance Programs in the 1980s: Expanding Career Options for Counselors

Employee Assitance Programs (EAPS), as social service programs in business and industry, are increasing, transforming, and offering new and expanded work opportunities for counselors.     

An Employee Assistance Model of Health Care Management for Employees With Alcohol-Related Problems

An employee assistance model in which cost-effective, high-quality treatment can be offered for a complex range of alcohol-related problems is described. This system of care allows the employee to be treated in the least restrictive therapeutic environment, thus encouraging continued productivity at work.     

Implementing a Virtual Health Telemedicine Program in a Community Setting

Aurora Health Care in eastern Wisconsin has a clinical genetics program driven by genetic counselors in the cancer/adult and prenatal genetics settings. In 2015, the workforce shortage of genetic counselors left us with 4 open positions for genetic counselors that we were unable to fill. We explored many models of alternative service delivery, and determined virtual health (VH) via telemedicine to be the best option for our system. Historically, telemedicine technologies have been used to provide access to healthcare services to patients in remote areas. We, however, were struggling to find genetics counselors to staff both our remote clinics and urban clinics. To solve this problem, we recruited genetic counselors from across the country to work remotely from their current home or home office utilizing VH to staff our clinics. We then created clinical workflows and an implementation process of virtual health for 9 prenatal and cancer clinics across the eastern Wisconsin footprint of our healthcare system over the course of 12 months. Here we provide our experience and process in establishing a VH program in order to help other institutions that have been affected by the workforce shortage of clinical genetics professionals.     

Benchmarking key service quality indicators in UK Employee Assistance Programme Counselling: A CORE System data profile

Background: Levels of psychological distress appear to be increasing in the workplace, in parallel with the growth of employee assistance programme (EAP) provision offering a range of talking treatments. However, such growth takes place in the absence of a substantive body of supporting research evidence despite a quarter of a decade of research activity. Aims: To analyse a national sample of EAP data and profile relative service quality on a set of key service indicators. Method: CORE System data profiles of over 28,000 clients were voluntarily donated by six EAP service providers. An established benchmarking methodology was used to assess the relative quality of EAP service provision compared with published CORE System benchmarks for NHS primary care and UK higher education student counselling services. Results: High quality data profiled an EAP service clientele who were quantifiably distressed, accessed treatment quickly, with the majority completing treatment and demonstrating high rates of recovery and/or improvement relative to published benchmarks from the NHS and HE comparative sectors. Limitations of the study and implications for practice and further investigation are considered.     

Predictors of Farmers’ Market Shopping among People Receiving Supplemental Nutrition Assistance Program Benefits

Promoting use of farmers’ markets (FMs) is a promising community‐level strategy to increase access to nutritious foods such as fruits and vegetables. Yet, FM shopping among people with Supplemental Nutrition Assistance Program (SNAP) benefits remains low. This research examined predictors of FM shopping among SNAP recipients living within 1 mile of a FM. A cross‐sectional survey of SNAP participants (N = 270) was conducted in 2015 in Cleveland and East Cleveland, OH, USA. Multinomial regression and zero‐truncated Poisson regression analyses were conducted to examine factors associated with FM shopping. Results indicate 48% reported shopping at a FM at least once in the past year, 26% had shopped at a FM before, but not in the last year, and 26% had never shopped at a FM. The multivariable analyses found awareness of FMs and a healthy food incentive program, and four dimensions of healthy food access are significantly associated with FM shopping among SNAP recipients. The food access dimensions included service delivery, spatial‐temporal, personal, and social access. Findings highlight modifiable leverage points for improving the reach of FMs among low‐income populations.