Employee Assistance Research Articles

Teacher Mental Health and District Employee Support in Rural Communities: A Sequential Exploratory Mixed Methods Study

Although existing research explores the need for mental health for students in P-12 schools, scholarship regarding mental health needs and support for teachers is lacking, particularly in rural contexts. This study used sequential exploratory mixed methods to explore mental health needs and support in school districts in a predominantly rural state. Analysis included qualitative survey data from P-12 teachers in school districts about how teaching impacts mental health, and a quantitative analysis of employee assistance programs in participant school districts. Findings demonstrated teachers struggling with mental health, and a lack of employee support available. Implications and exploration of district policy are discussed.

Nexus between workplace incivility and adaptive performance: The mediating role of emotional exhaustion

This study investigates the mediating effects of emotional exhaustion on the relationship between workplace incivility and adaptive performance among nurses in Osogbo, Nigeria. The research aims to elucidate how incivility impacts emotional well-being and functional performance in a healthcare setting. A cross-sectional survey was employed to collect data from 311 healthcare worker personnel. Structured questionnaires measure workplace incivility, emotional exhaustion, and adaptive performance. Data was analyzed using SPSS 27 and SmartPLS 4.0 to test the formulated hypotheses. The results indicate that workplace incivility is significantly negatively related to adaptive performance and positively related to emotional exhaustion. Emotional exhaustion was found to negatively impact adaptive performance and mediate the relationship between workplace incivility and adaptive performance. Organizations should address workplace incivility through policies and interventions that promote respectful communication, conflict resolution, and emotional intelligence. A supportive culture can protect employees’ emotional resources and enhance adaptive performance. Access to employee assistance programs (EAPs) and stress management resources is also recommended.

HR PRACTICES ADDRESSING MENTAL HEALTH CHALLENGES AMONG GEN Z

The study aims to explore Human Resources (HR) practices that cater to the mental health issues among Generation Z employees in the workplace. Given the fact that Gen Z is increasingly dominating the present workforce, companies would be forced to adapt their HR strategies to fit the special needs and sensitivities of this age group. This article explores various HR practices that include flexible work arrangements, training employees with regard to mental health, employee assistance programs, peer support networks, wellness initiatives, managerial support, digital mental health platforms, and workload management to ensure mental well being, curbing of the stigma associated with mental disorders, and creating a supportive work environment for the employees. By focusing on a literature review methodology, the paper synthesizes current research findings to provide insights for HR professionals, researchers, and organizational leaders.

The Practice of Employee Assistance Program in Small and Medium-Sized Enterprises in The Internet Era Based on Harmonious Society

With the arrival of the internet era, information technology and digital transformation have profoundly changed the operations of small and medium-sized enterprises (SMEs). This study explores the practice of Employee Assistance Programs (EAP) in SMEs, analyzing how EAP, from the perspective of a harmonious society, promotes employee mental health and career development, while enhancing organizational cohesion and competitiveness. The core components and implementation steps of EAP, including psychological health support, career development guidance, and stress management, are discussed. Due to resource limitations, SMEs often adopt flexible EAP models, such as online counseling and workplace training. However, the implementation of EAP faces challenges such as limited resources, privacy protection, and a lack of professional expertise. To optimize EAP, companies need to strengthen management support, use outsourcing services, and establish privacy protection mechanisms. In the future, SMEs can explore more innovative and feasible EAP models, such as AI-based intelligent support, adaptation to remote work environments, creation of culturally adaptable models, and establishment of data-driven effectiveness assessment methods. These approaches will help SMEs address the challenges of the internet era, enhance employee satisfaction, and promote sustainable development.

Empirical Investigation of Work-Family Conflict and Teachers’ Happiness Through Employee Assistance Programs in Yunnan Middle Schools

This study aims to (1) explore the influence of work-family conflict on middle school teachers’ happiness and (2) investigate whether the implementation of the Employee Assistance Program (EAP) affects middle school teachers’ happiness. A quantitative research approach with a sample size of 242 teachers from public and private middle schools in Yunnan province, China, was used, as determined by the Krejcie and Morgan’s (1970) table. The research instruments were two questionnaires: (1) The Work-Family Conflict Scale and (2) the Employee Assistance Program Scale. The results presented that (1) the influence of work-family conflict on middle school teachers’ happiness was mean=3.41 and S.D.=1.13. It was the rating of “moderate,” (2) implementation of the Employee Assistance Program (EAP) had a moderating effect on middle school teachers’ happiness was at the level of mean =3.20 and S.D.=1.10. It was the rating of “moderate” that work-family conflict significantly impacts middle school teachers’ happiness, and employee assistance programs significantly moderate middle school teachers’ happiness. However, this study’s limitations arise from its focus on middle school teachers and the lack of extensive analysis of various EAP dimensions and work-family conflict aspects. Additionally, the findings may not apply to teachers in other educational stages, such as primary schools or universities. Future research could investigate the specific dimensions and implementation items of the EAP for middle school teachers, offering insights into their most pressing needs concerning work, life, and health. Such research would contribute to developing a better working environment and learning atmosphere for teachers and students.

The Impact of Intimate Partner Violence on Gay Men’s Personal and Working Lives

ABSTRACT Research into intimate partner violence (IPV) has focused on the experience of female victims resulting from dominant theoretical frameworks and societal biases casting females as victims and males as abusers. While emergent studies suggest that gay male victims experience a higher prevalence rate and more severe consequences from IPV than heterosexuals victims (male or female), few studies have explored the impact of IPV on gay male victims personal and working lives. We conducted a qualitative case study analysis using an Interpretive Phenomenological Analysis by interviewing four gay males with experience of IPV. Following a description of each case, a cross-case analysis identified the similarities and differences between the participants’ lived experiences according to four main themes: 1) formal support, 2) informal support, 3) workplace support, and 4) workplace performance. We found that the influence of minority stress may amplify the challenges that some gay male victims face when conceptualizing their abuse and seeking support in their personal and working lives. Organizations should develop targeted and inclusive policies that support victims, with LGBTQI±competent Employee Assistance Program (EAP) providers, and gender-neutral language when referring to IPV.

Nurse Leader Perspectives and Experiences on Caregiver Support Following a Serious Medical Error

OBJECTIVE This study explored nurse leaders' perspectives and experiences in supporting nurses following a serious medical error. BACKGROUND Appropriate support is crucial for nurses following an error. Authentic leadership provides an environment of psychological safety and establishes a patient safety culture. METHODS A cross-sectional survey research design was conducted to determine nurse leader's (NLs') perspectives on supporting nurses following a medical error. RESULTS NL training on handling serious medical errors varied. NLs indicated experiencing a variety of formal support programs: peer support, education, error examination, employee assistance, and just culture. Following an error, NLs reported these interventions were helpful, including education/retraining, psychological safety, time off the unit, identifying system failures, nurse involvement in disclosure, and peer support. CONCLUSION This study illuminates how NLs support nurses following an error. It provides insight into the education of NLs on assisting nurses and the need to implement formal caregiver support programs.

A study on assessing the role of HR in supporting employee well-being and mental health at ashwini electronics

HR plays a pivotal role in supporting employee well-being and mental health through comprehensive wellness programs and flexible work arrangements. They promote mental health awareness, destigmatize issues, and encourage open communication. Training managers in emotional intelligence and empathetic leadership helps create supportive environments. Employee Assistance Programs (EAPs) offer confidential counseling and resources. Overall, HR’s initiatives reduce stress, improve job satisfaction, and enhance productivity.

Artificial Intelligence and Employee Well-Being: Balancing Technological Progressions with Human-Centric Workplace Strategies, a Research Agenda

Artificial intelligence (AI) enabled technologies are now corporate organisations' top priorities due to the availability of large data and the advent of the Internet of Things during the past ten years. AI is becoming a crucial component of business model innovation, process transformation, disruption, and gaining a competitive edge for companies adopting digital and data-centric cultures. This study investigates the implications of smart technology, artificial intelligence, robotics, and algorithms (STARA) on the future of work, with a particular emphasis on employee well-being and workplace dynamics. As futurists project that by 2025, 52% of all work functions will be automated, replacing one-third of current jobs, the rapid advancement of STARA creates both opportunities and risks. While automation has the potential to produce 133 million new jobs, it also threatens to eliminate 75 million employments, raising employee anxieties about job security and future roles. Despite the rising volume of studies on smart automation, there is still a major vacuum in our understanding of its implications on employees' mental health, well-being, and the entire workplace. This study investigates STARA's dual influence: while technology reduces physical strain and automates tedious jobs, it also raises new difficulties such as job displacement concerns and shifts in worker dynamics. The study emphasizes the need of human resource professionals to develop methods that strike a balance between technological integration and employee assistance. Key areas of focus include providing reskilling opportunities, adopting mental health initiatives, and encouraging open conversation regarding AI's expanding role in the workforce. By addressing these concerns, organisations may build a more resilient workforce that is better suited to the fourth industrial revolution. The study intends to contribute to a better understanding of how organisations may safeguard and improve employee well-being in the face of fast technological change, ensuring that STARA integration encourages innovation while simultaneously supporting a healthy and engaged workforce

The Effect of EAP on Job Performance Based on Psychological Contract and Perceived Organizational Support

In order to study whether employee assistance programs have a significant impact on job performance, whether psychological contract and perceived organizational support play a mediating role in job performance, and thus provide practical operational strategies for relevant enterprises to propose human resource management suggestions to promote job performance, the implementation of employee assistance programs has been the subject of practical research. The findings indicate that addressing issues related to high turnover, job burnout, and absences cannot be separated from the importance of the psychological contract, perceived organizational support, and employee performance in organizational change. By applying structural equation modeling (SEM) to the data from front-line employees of several units in China, this research tested the relationships among employee assistance programs, psychological contracts, perceived organizational support, and job performance using SPSS and AMOS. The results indicate that employee assistance programs positively affect job performance; psychological contracts and perceived organizational support play a mediating role between employee assistance programs and employee job performance (JOP). Our research suggests that an employee assistance program can optimize frontline employee assistance work, build a mechanism to stimulate frontline employees' psychological contracts, and create an organizational environment full of perceived organizational support. This study innovatively uses the structural equation model for quantitative research. In addition, most previous studies on EPA were based on a single variable, psychological contract, and POS were used as the main intermediary variables to explore the mechanism of their impact on job performance so as to enhance the explanatory power of employee job performance. Doi: 10.28991/ESJ-2024-08-05-018 Full Text: PDF

Enhancing Employee Assistance Programs for Stress Management in Thailand: Employees’ Perspectives

Employee Assistance Programs (EAPs) are commonly used to manage stress and well-being in organizations in Thailand; however, their utilization rates remain low among employees. This study investigates the factors that influence employees’ utilization of an EAP, focusing on the moderating roles of perceived privacy protection and perceived trust, using the Health Belief Model (HBM). Data were collected by surveying 434 employees from organizations providing EAPs in Thailand. Structural Equation Modelling was employed to analyze the data and test the hypotheses. The findings indicated that employees’ intention to use EAPs was significantly influenced by perceived benefits, cues to action, and privacy protection, whereas self-efficacy had a negative effect. Moreover, perceived privacy protection can strengthen the relationship between self-efficacy and EAP utilization, while it weakens the relationship between cues to action and perceived barriers. Perceived trust further enhances the impact of perceived severity and self-efficacy on EAP utilization. The practical implications for organizations are also discussed.

Meet and Greet Sessions: A Unique Virtual Opt-Out Approach to Support Trainee Well-Being.

Background Interventions to support graduate medical education (GME) trainee well-being at the institutional level continue to be an area for continuous improvement. Objective To assess participation, feasibility, and acceptability of a virtual, individual, brief, nonevaluative opt-out approach to accessing mental health support for residents and fellows. Methods From 2021 to 2023, all GME programs at one large institution were invited to participate. During orientation, incoming trainees from programs that had communicated interest were prescheduled for optional 20-minute, virtual "meet and greet" sessions with a counselor from the hospital's Employee Assistance Program. Nonformal feedback was gathered using an anonymous 6-question survey. Results Three hundred thirty-four residents and fellows from 12 of 74 (16%) participating GME programs were prescheduled for opt-out sessions over 3 academic years. Of the 334, 182 (54%) attended the sessions, 116 (35%) subsequently reached out to start counseling, and 108 (32%) responded to the survey. Each year, approximately 7 counselor hours were needed for the opt-out sessions per week over an 8-week period, which was feasible and added no extra cost. In the follow-up survey shared with all participants, 59 of 81 (73%) respondents reported that the sessions helped to reduce barriers to seeking mental health care. Conclusions During orientation, one-half of invited GME trainees participated in a virtual, individual, brief, nonevaluative meet and greet session with a counselor using an opt-out approach, and one-third subsequently requested counseling. Survey feedback was encouraging, and this approach can serve to help normalize culture surrounding accessing mental health services.

Improving Participation in Depression Risk Screening for Working Populations: Qualitative Results from Interviews with Six EAP Directors

The purpose of this qualitative study was to provide practice-based evidence of ways to implement an effective and successful workplace depression screening program. Six participants from companies who participated in the workplace response program of Screening for Mental Health, Inc. (now MindWise Innovations) were interviewed to identify what they had found helpful in the online confidential depression screening programs developed for their employees. An inductive analysis of the interview responses resulted in the emergence of nine themes: accessibility, employee assistance programs, online screening, company web page, national observances, education about depression, gender differences, anonymous screening, and measurement of effectiveness.

Modeling the Relationship Between Employee Conflict, Work Stress, and Turnover Intention in the Food-Service Industry

The fast-paced and demanding food service industry faces challenges like employee conflict, workplace stress, and high turnover intentions, which impact both employee well-being and business performance. This study examines the causal relationships among employee conflict, work stress, and turnover intention using Partial Least Squares Structural Equation Modeling (PLS-SEM). A sample of 237 food service restaurant workers from Pampanga, Philippines, was selected via purposive sampling. Data were collected using a survey instrument with rating scales. The study evaluated the model’s fit, internal reliability, and construct validity using confirmatory factor analysis. Path analysis revealed a moderate fit of the model to the data, indicating acceptable reliability and validity. Findings showed a direct positive effect of employee conflict on turnover intention, with work stress having an indirect influence. Recommendations include the following: implementing conflict resolution and stress management programs, improving communication, offering flexible work hours, task management, employee assistance programs, rewards, and career advancement opportunities. Due to geographical limitations, future studies should also employ qualitative or mixed methods and longitudinal designs to examine these effects over time.

Pharmacy prevalence of second victim syndrome in a comprehensive cancer center.

In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. The results of a survey to determine the pharmacy prevalence of second victim syndrome (SVS) at a comprehensive cancer center are presented. The division of pharmacy was surveyed using a 47-item online Qualtrics-platform questionnaire to help determine the prevalence of SVS. The questionnaire included demographic questions, questions about self-perceived SVS, and the validated Second Victim Experience and Support Tool (SVEST). The questionnaire was distributed electronically through senior leadership. The response rate was 95%, with self-perceived SVS reported in 37% of all respondents. Overall, 53% of pharmacists and 15% of pharmacy technicians reported having experienced SVS in their lifetime. Self-perceived time needed to recover from the most pronounced event was either less than a week or less than a month for 60% of respondents, with 10% never fully recovering. The SVEST score, which helped assess SVS impact, was neutral with a mean (SD) of 2.79 (0.51). The psychological distress and professional self-efficiency dimensions of SVEST each had a mean score of 3.5 or higher, suggesting prevalence of SVS symptoms. The resources most desired to help individuals recover from SVS were a peer support program, a specified peaceful location, time away from the unit, and an employee assistance program. The pharmacy division at a comprehensive cancer center is experiencing SVS. Programs targeting SVS should be considered for a pharmacy department or division at a comprehensive cancer center to help improve their employees' well-being and job performance. Multiple avenues of support resources are needed to meet everyone's needs.

Oncology Healthcare Professionals’ Awareness and Uptake of the Employee Assistance Programme in Three Public Healthcare Facilities in KwaZulu-Natal, South Africa

Institutional psychosocial support services have gained traction, globally, more so within the context of healthcare facilities. This is mainly due to the recognition that institutional psychosocial support services are beneficial to both employees and employers, alike. However, while these institutional psychosocial support services are important, their uptake remains relatively low. With the focus being on the employee assistance programme (EAP), this study aimed to explore the awareness and uptake of institutional psychosocial support services among oncology healthcare professionals (OHPs) in public healthcare facilities in KwaZulu-Natal (KZN), South Africa. Using the interpretative phenomenological approach, the qualitative study was conducted in three public healthcare facilities that offer oncology services in KZN. Semi-structured in-depth interviews were conducted among 31 participants who were OHPs in the three public healthcare facilities. Thematic data analysis produced two main themes and six respective sub-themes. The main themes were awareness of institutional psychosocial support services and low uptake of institutional psychosocial support services, mainly owing to adequate personal support systems, privacy and confidentiality concerns, and stigma. The study findings point to the need for stronger EAPs that are needs-based, promoted regularly, and evaluated, in public healthcare facilities. To encourage service uptake and address privacy, confidentiality and stigma concerns, innovative and non-stigmatising ways of promoting these services are required, including hybrid approaches to the provision of EAP services. The study findings can provide a valuable contribution to the continued development and strengthening of institutional psychosocial support services in public healthcare facilities.

Why and how the interpersonal stressors influence nurses' intention to stay and job satisfaction: the JD-R model perspective

PurposeInterpersonal stressors are a major source of stress for East Asian workers. It is still a major management issue in hospital management. This study focuses on clarifying the stress response processes of interpersonal stressors. The moderating effects of gratitude and employee assistance programs were considered.Design/methodology/approachQuestionnaires were distributed to hospital workers in a regional hospital in the city; a total of 288 valid and matched surveys were collected.FindingsThe results showed interpersonal stressors negatively affected job satisfaction, and interpersonal resources positively affected intention to stay and job satisfaction. In addition, gratitude had a moderating effect on the relationship between interpersonal stressors and emotional burnout, and awareness of employee assistant programs had a moderating effect on the relationship between interpersonal resources and work engagement.Originality/valueThis study seeks to elucidate the working conditions of nurses and may serve as a reference for hospitals in implementing or drafting labor conditions and policies for stress management.

Comprehending the disruptive influence of workplace gaslighting behaviours and mobbing on nurses' career entrenchment: A multi-centre inquiry.

To explore the disruptive influence of workplace gaslighting behaviours and mobbing on nurses' career entrenchment across multiple healthcare centres. A multi-centre cross-sectional. Data were collected from 483 nurses from various healthcare settings in Egypt, spanning from January 2024 to February 2024. The Gaslighting at Work Questionnaire, Luxembourg Workplace Mobbing Scale and Career Entrenchment Scale were employed for data collection. The study revealed moderate levels of gaslighting, mobbing and nurses' career entrenchment. Also, there is a negative correlation between nurses' career entrenchment and both gaslighting and mobbing, while gaslighting and mobbing exhibit a positive correlation. The study also highlighted regional disparities in the prevalence of these phenomena, with the highest incidences noted in urban healthcare settings. The findings underscore the critical impact of workplace gaslighting and mobbing on nurses' career entrenchment. The relevant reporting method has been adhered to, that is, STROBE. The future of the nursing profession requires building productive nurses who can cope with negative workplace experiences. This could be achieved by cultivating a workplace culture that has zero tolerance for these experiences. Offering counselling services or employee assistance programmes to help nurses cope with the emotional toll of these negative experiences is a promising strategy. This study is the first to examine serious workplace practices like gaslighting and mobbing in a nursing context, emphasizing their effect on nursing-sensitive indicators like career entrenchment. It is one of the important initiatives geared towards upgrading the competitiveness and magnetism of healthcare organizations in the era of green human resources management. Results provide valuable insights for nurse leaders to control nursing turnover and shortage crises in different endeavours. In our study, nurses from diverse geographical regions and varied specialties actively participate, offering a rich tapestry of experiences and perspectives.

Evaluating the Effectiveness of Offering Personalized Employee Virtual Assistant (EVA) in the Employee Assistance Program (EAP)

Evaluating the Effectiveness of Offering Personalized Employee Virtual Assistant (EVA) in the Employee Assistance Program (EAP)

Imbuing Spirituality to Enhance the Effectiveness of Employee Assistance Programs (EAPs)

Conventional approaches of management researchers are based on economic rationality and human emotions, which are deficient in the spiritual aspects of humanity. Spirituality is an element of practical wisdom. Rationalist ethics and knowledge do not alone ensure virtues. The concept of spirituality places an ultimate or an apparent immaterial truth. It enables a person to discover the essence of their being. Spiritual practices, including prayer, meditation, and contemplation, are anticipated to enhance an individual’s inner space. They facilitate non-judgmental awareness, the ability to recover quickly from negative stimuli like stress or calmness, empathy, and increased flexibility in response. An Employee Assistance Program (EAP) is an arrangement between a corporation, academic institution, or government agency and its employees that provides a variety of support programs for employees mainly dealing with work-related difficulties. The concept of the EAP originated in the 1970s to reduce substance abuse and intoxication in the workplace. Since then, EAPs have evolved to deal with various issues such as depression, marital problems, anger, anxiety, physical illness, etc. EAPs can provide daycare for employees' children and elder care for employees' parents. The relevance of spiritual wisdom in management is a widely accepted fact. This paper examines how Employee Assistance Programs can be made more effective by imbuing spiritual practices