{"title":"Effects of Program Characteristics on EAP Utilization","authors":"Richard M. Weiss","doi":"10.1300/J022v18n03_05","DOIUrl":"https://doi.org/10.1300/J022v18n03_05","url":null,"abstract":"Abstract Various elements of EAPs have been described as crucial to successful program functioning. Using negative binomial regression analysis, this study examined the impact of program features on utilization in a large sample of EAPs. Findings indicated that, among widely recommended features, the existence of a written policy and its broad distribution, adequate staffing levels, and provision of training for supervisors predicted higher levels of program utilization. Other recommended features, including maintenance of client confidentiality, were either unrelated to utilization, or predicted lower utilization.","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2003-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123449723","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"A Review of Canadian EAP Policies","authors":"R. Csiernik","doi":"10.1300/J022V18N03_03","DOIUrl":"https://doi.org/10.1300/J022V18N03_03","url":null,"abstract":"Abstract A review of 154 Canadian EAPs found that 130 organizations had developed formal policies governing the program while 24 had not. Organizations with a policy were larger in size and were more likely to be unionized. They were also more likely to have had their EAP initiated by a joint labour-management committee and to use peer supports and internal resources to deliver EAP services. Of those EAPs without a policy, a disproportionate number had been developed during the 1990s. EAPs that had not developed a policy were also more likely to have begun exclusively by management and were more likely to rely on a third-party provider for clinical and administrative services. Of the 130 programs with EAP policies, 80 provided copies to be analyzed. Policies ranged in size from one to 31 pages with varying levels of comprehensiveness. Using the EAP Policy Best Practices Guidelines, policies scored between 5% and 75% with a mean of 36.7%. The introductory statement of principles, including discussions of the range of problems to be covered, confidentiality and union/management endorsement, was typically the strongest area of the policies. Areas that typically required enhancement were program development and EAP program roles. The comprehensiveness of the EAP policy was correlated with the size of the organization but not with program utilization. Public sector policies tended to be more comprehensive though only 26 of the 80 policies received a score of 50% or greater.","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2003-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116443293","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"In My Opinion","authors":"K. Mcclellan","doi":"10.1300/J022v18n03_06","DOIUrl":"https://doi.org/10.1300/J022v18n03_06","url":null,"abstract":"Abstract Title IX of the Educational Amendments of 1972 to the Civil Rights Act of 1964 was enacted to eliminate disparities between the opportunities for men and women. Controversy about the effects of Title IX on men's athletics threatens to obscure the need for and accomplishments of this Federal law.","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2003-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116809689","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
T. Kimball, Sterling T. Shumway, Alan W. Korinek, R. Arredondo
{"title":"Satisfaction with Organization Scale (SOS)","authors":"T. Kimball, Sterling T. Shumway, Alan W. Korinek, R. Arredondo","doi":"10.1300/J022v17n04_04","DOIUrl":"https://doi.org/10.1300/J022v17n04_04","url":null,"abstract":"Abstract Organizational interventions are emerging as a core service offered by many EAPs. This article discusses the revision of an existing measure of life satisfaction (Satisfaction with Life Scale) to measure employees' perceptions of satisfaction with their work organization. The revised instrument (Satisfaction with Organization Scale) appears to be useful as part of the process of conducting organizational interventions within EAP settings as a way to measure changes in employee perceptions over time. Data were collected as part of three interventions requested by organizations that have contracts with an EAP in West Texas. Results suggest that the revised instrument has evidence of reliability and validity. The benefits of using such an instrument as part of organizational interventions, the need for further testing of the new measure (e.g., validity analyses and norming), and the call for the development and revision of additional measures are discussed.","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125766301","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Intervening in Response to Job Stress","authors":"J. Nissly, F. Mennen","doi":"10.1300/J022v17n04_02","DOIUrl":"https://doi.org/10.1300/J022v17n04_02","url":null,"abstract":"Abstract Job stress is ubiquitous and can give rise to a host of problems that result in decreased productivity and increased costs to the work organization, as well as health, mental health, and interpersonal problems among the affected workers. EAP practitioners are increasingly assisting workers who seek services as a result of job stress. This paper is designed to provide current, practical information for practitioners to assist with intervening in response to job stress issues among their clients. Theoretical underpinnings related to job stress etiology and intervention are briefly summarized, findings from recent studies evaluating individual-level interventions for job stress are highlighted, and specific recommendations are made regarding intervention.","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"183 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115062382","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Seeking the Lost Spirit","authors":"D. Adams, R. Csiernik","doi":"10.1300/J022V17N04_03","DOIUrl":"https://doi.org/10.1300/J022V17N04_03","url":null,"abstract":"Abstract Employee assistance professionals are continually confronted with the behaviours of people and procedures that challenge, excite, or demoralise. Within the context of productivity oriented organizations, culture, personal interactions, interpersonal caring, and spiritual values can be diminished or altogether lost. This article explores where spirituality fits into the contemporary workplace, its role in respect to the workplace challenges we encounter, and its potential in helping us deal with the suffering created by dysfunctional and demoralising work environments.","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"337 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121251615","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"An Employer's Choice","authors":"Maria K. Iarossi, M. Helms","doi":"10.1300/J022v17n04_01","DOIUrl":"https://doi.org/10.1300/J022v17n04_01","url":null,"abstract":"Abstract Attracting and retaining good employees in the United States generally requires that employers offer health care benefits. However, employers take on a heavy responsibility when they decide to offer health care benefits to their employees, and must decide how to stop loss and insure those benefits so that they do not bankrupt the company. Variations in plan coverage are difficult to understand and, because of the rising costs of health care delivery, an aging workforce that uses more health care services, the skyrocketing use and cost of prescription drugs, and a backlash against HMOs, are complicated decisions.","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122343353","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
S. Harris, M. S. Adams, Latoya Hill, M. Morgan, Carmen Soliz
{"title":"Beyond Customer Satisfaction","authors":"S. Harris, M. S. Adams, Latoya Hill, M. Morgan, Carmen Soliz","doi":"10.1300/J022v17n04_05","DOIUrl":"https://doi.org/10.1300/J022v17n04_05","url":null,"abstract":"Abstract Employee Assistance Program (EAP) literature calls for an increase in the amount of research dedicated to demonstrating program effectiveness. Specifically, EAPs need to demonstrate their ability to improve client health, increase productivity, and reduce health care costs. Much of the existing EAP outcome research is built upon customer satisfaction data. The current study moves away from satisfaction data by evaluating EAP clients' self-reports of general and emotional health before and after EAP contact. The results indicate that EAP consultation services were beneficial to the participants in the study. They reported experiencing less difficulty with emotional problems interfering with their productivity, their ability to perform work carefully, and their ability to actually be at work. Directions for future research are given.","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"86 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126341431","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Spirituality, Stress and Work","authors":"R. Csiernik, D. Adams","doi":"10.1300/J022v18n02_02","DOIUrl":"https://doi.org/10.1300/J022v18n02_02","url":null,"abstract":"ABSTRACT This study of 154 helping professionals from seven different work environments employed five different measures to examine the impact of stress on spirituality and of spirituality on ameliorating workplace stress. Social workers and nurses reported that their workplaces were the most stressful while clergy and those working in pastoral care reported the least amount of workplace stress. Those working in funeral homes and churches reported the greatest negative impact on their spirituality by the stress of their work. It was also discovered that the greater the score on the JAREL spirituality scale the more likely respondents were to report that their workplaces had a more positive emotional climate and produced less stress. Overall, it appeared that for this non-random sample, spirituality contributed to wellness and assisted in counteracting workplace stress.","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132959591","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Business Ethics and Employee Assistance","authors":"Davidson Ms, Williamstown Ma, Rodney R. Funk Bs","doi":"10.1300/J022V18N02_03","DOIUrl":"https://doi.org/10.1300/J022V18N02_03","url":null,"abstract":"ABSTRACT Numerous environmental and financial pressures have created a demand for Employee Assistance Programs (EAPs) to reinvent themselves. Paralleling these pressures is a subjective perception in the field that business ethical dilemmas and violations are on the increase. Given the field's historical focus on its ethical responsibilities to individual employee clients, little is known about the prevalence of ethical concerns related to the business practices of EAPs. This article will present a national field study that describes and analyzes EA professionals' perceptions about (1) the frequency of occurrence of business related ethical problems; and (2) the most significant ethical challenges facing the field. A survey questionnaire was constructed that utilized both scales and open-ended questions, and was sent to a random sample of EA professionals who were selected from each region of the United States. Findings suggest that many EA professionals are feeling pressured to confront increasingly comp...","PeriodicalId":246202,"journal":{"name":"Employee Assistance Quarterly","volume":"115 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"117262614","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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