Employee Assistance Research Articles

Balancing Acts: The Impact of Workload, Supervisory Support, and Emotional Exhaustion on Job Embeddedness among Hospitality Employees

Although prior research has explored the impact of job demands and resources on employee outcomes, limited attention has been paid to the psychological mechanisms linking these factors to job embeddedness, particularly in frontline hospitality roles in emerging economies. Data were collected from 280 frontline hotel employees in India and analysed using PLS modelling. The results reveal that workload increases emotional exhaustion, while supervisory support reduces it. Emotional exhaustion partially mediates the relationship between workload and supervisory support, and job embeddedness. These findings underscore the critical role of emotional exhaustion in shaping employees’ intentions to remain within their organisations. This study offers practical recommendations for managers, including implementing strategies that mitigate emotional exhaustion, such as fostering supportive supervision, offering employee assistance programs, and addressing workload-related challenges. This study contributes to the literature on job embeddedness by providing insights into the interplay between job demands, resources, and employee retention.

A service evaluation of an online Cognitive Behaviour Therapy program for troublesome menopausal Hot Flushes and Night Sweats in work settings.

ObjectiveThe most frequently reported menopausal symptoms are hot flushes and night sweats (HFNS). This study evaluated the feasibility, and generated preliminary data on the efficacy, of a self-guided, internet-delivered Cognitive Behaviour Therapy (iCBT) program for HFNS in working menopausal women.MethodsParticipants were UK employees who accessed the iCBT program via an Employee Assistance Program. Adherence consisted of 'non-starters', 'ended as planned (women who received at least 75% of support)' and 'completers'. Program usage, completion rates, user feedback and changes in outcome measures (HFNS frequency, problem-rating, anxiety, depression, work and social adjustment) were assessed.ResultsProgram activation rate was 61%. 426 women accessed an introductory session, with 213 completing the first iCBT session and 62 completing the program. Attrition ranged from 50% to 21% between sessions. Upon completion, there was a significant reduction in all outcome measures. Higher rates of reliable improvement were gained by those with higher anxiety and depression scores at baseline. Most women found the program helpful and easy to use.ConclusionsFindings suggest that an iCBT program for working women experiencing menopausal HFNS is feasible and promising in terms of efficacy. Further studies are needed to establish and implement effective retention strategies to improve compliance with and, thus, the efficacy of self-managed internet-based interventions.

"Assessing the Impact of Workplace Mental Health Initiatives on Employee Performance: A Secondary Data-Based Study"

Abstract: Workplace mental health has been a crucial issue for companies looking to improve worker productivity and well-being in recent years. Using secondary data sources, this study seeks to investigate the connection between workplace mental health efforts and their effect on worker performance. The study examines the effects of mental health initiatives, including stress management training, flexible work schedules, and employee assistance programs (EAPs), on employee engagement, absenteeism, job satisfaction, and overall productivity. It does this by drawing on previous research studies, industry reports, government publications, and organisational case studies. With a focus on post-pandemic workplace changes and the increasing importance of psychological safety, the study examines trends and findings across a number of industries. To give a comparative picture, important insights from Indian businesses and foreign firms are combined. The study's practical recommendations for HR managers and legislators emphasise how crucial it is to incorporate mental health care into strategic HR planning in order to develop a resilient and productive workforce. Keywords: Workplace Mental Health, Employee Performance, Employee Well-being, Secondary Data Analysis, Stress Management, Employee Assistance Programs (EAPs), Organizational Productivity, Psychological Safety, Mental Health Initiatives.

Effect of Employee Well-Being Programs on Employee Performance: A Case of the Jitu Limited in Nyeri Town, Nyeri County, Kenya

Kenya's IT industry faces health issues, stress, and extended work hours, necessitating research on well-being programs to improve job satisfaction and reduce turnover. This study aimed to investigate the impact of employee well-being programs on productivity at Jitu Limited. The descriptive survey research design was used in this study. The target population of this study was 150 employees. Thirty out of sixty-four employees were subjected to interviews from different departments. Descriptive statistics including means and standard deviation were used to analyze the findings. The relationship between the dependent and the independent variable was shown using a linear regression model. The findings indicated that improving Recreational Facilities and Employee Assistance Programs has a positive impact on employee performance. The study recommends that because it improves workers' performance on the job and broadens their skill sets to promote performance, management should support and encourage it. Recreational Facilities should be regarded as a productive culture that increases output and performance. The study suggests that The Jitu assists employees with a drug use problem with the necessary help needed, and to equip employees to handle challenges in their work life to avoid spillovers to their family life. According to this study, companies should review and improve their Employee Assistance Programs on a regular basis to boost employee productivity.

A cluster randomized experiment of a life coaching intervention designed to improve correctional officer mental health

Abstract Research SummaryCorrectional officers (COs) are the backbone of the custodial system as they are tasked with critical responsibilities such as safeguarding the welfare of incarcerated populations and maintaining institutional security. Despite their importance, studies have consistently revealed how COs worldwide face high rates of mental illness. Although mental health interventions like Employee Assistance Programs and Critical Incident Stress Management seminars are available, many officers find them stigmatizing and misaligned with their daily stressors. Alternative, evidence‐based programming options are therefore required that can effectively improve the mental health of these essential frontline workers. In direct response to this need, the current study conducted a cluster randomized experiment to evaluate whether a novel life coaching intervention could effectively treat COs mental illness. One county jail in Tennessee received the life coaching treatment, while two other similarly matched jails served as comparison groups. Paired samples t‐tests and linear regression models revealed statistically significant reductions in the post‐traumatic stress, depression, anxiety, and burnout levels of the experimental group.Policy ImplicationsStudy findings are accompanied by a cost–benefit analysis to support the adoption of life coaching as an alternative mental health intervention that can effectively and economically improve the psychological health of COs. As such, this study may carry policy relevance for those stakeholders around the world wishing to improve CO mental health.

In Case You Haven't Heard…

Work can either fuel employee well‐being or become a source of strain for employees already stressed out by economic volatility and political tension, according to a survey last month of employee mental health by Inmar Intelligence, according to the news site, HR Dive. Of the 1,000 U.S. full‐ and part‐time employees who responded to the May 12 survey, 34% said their job positively impacts their mental health, while 33% reported a negative impact, Inmar found. “This near‐even split reinforces the importance of thoughtful leadership and inclusive workplace design to support the full spectrum of employee needs,” the business technology firm stated in a May 29 post. Job security (45%), reasonable workload (40%) and supportive management (40%) are the top factors employees cited as having a positive impact on their mental health at work. All respondents said their well‐being strategy includes mental health, and nearly half said mental health is the most important part of that strategy. Common well‐being initiatives included employee assistance programs, stress management and mindfulness and resilience programs.

Stress Management of Employees in Organization

Abstract In today’s fast-paced and highly competitive work environments, employee stress has emerged as a critical issue affecting not only individual well-being but also overall organizational performance. Stress in the workplace arises when job demands exceed employees’ ability to cope, leading to negative psychological and physical health outcomes. This paper investigates the various factors contributing to employee stress, including excessive workloads, lack of control, poor managerial support, job insecurity, and imbalance between professional and personal life. The consequences of unmanaged stress are far- reaching, causing increased absenteeism, reduced productivity, higher turnover rates, and elevated healthcare costs for organizations. The study employs a comprehensive review of existing literature and organizational case studies to analyze effective stress management approaches. Individual-level strategies such as time management, relaxation techniques, cognitive behavioural therapy, and social support networks are discussed as vital tools to empower employees to manage stress more effectively. Simultaneously, organizational-level interventions including job redesign, leadership development, flexible work arrangements, and Employee Assistance Programs (EAPs) play a significant role in creating supportive work environments that mitigate stress triggers. Through examples from leading companies like Google and IBM, this research illustrates how well-implemented stress management programs can foster employee resilience, improve job satisfaction, and enhance overall workplace morale. The findings underscore the necessity for organizations to adopt a holistic approach to stress management that integrates both employee-focused and structural changes within the workplace.

“A Study on Various Employees Welfare Schemes”

ABSTRACT This study explores the significance of employee welfare schemes in enhancing job satisfaction, productivity, and overall well-being of employees. The research aims to investigate the various types of welfare schemes offered by organizations and their impact on employee morale, retention, and performance. This study examines the relationship between employee welfare schemes and organizational outcomes. The research highlights the importance of providing a supportive work environment that caters to the physical, emotional, and social needs of employees. The findings of this study can inform HR policies and practices, enabling organizations to create a positive and productive work environment. In today’s competitive business, companies know investing in employees is key to success. Employee welfare schemes have become an essential aspect of human resource management, as they demonstrate an organization’s commitment to the well-being and job satisfaction of its employees. These schemes can include a range of benefits, such as health insurance, retirement plans, flexible work arrangements, and employee assistance programs. The motivation for this study stems from the growing recognition of the importance of employee well-being in driving organizational success. As organizations strive to attract, retain and engage top talent, they must prioritize the creation of a positive and productive work environment. Employee welfare schemes are a critical component of this effort, as they demonstrate an organization’s commitment to the well-being and success of its employees.

The Role of HR in Promoting Mental Health Awareness: A Mixed-Methods Study

Abstract: Mental health has become a growing concern in modern workplaces, demanding urgent attention from Human Resources (HR) departments. This study investigates HR’s role in promoting mental health awareness using a mixed-methods approach. Quantitative data from 132 employee surveys and qualitative interviews with 12 HR professionals were analysed. Findings reveal that while awareness is high, stigma and limited program visibility hinder full engagement. The research offers actionable recommendations to embed. Keywords: mental health, human resources, stigma, workplace well-being, employee assistance, HR strategy

A Study on Employee Safety and Welfare Measures Shah Plastics, Puducherry.

ABSTRACT The Project helped in gaining knowledge in the area of Human Resource Management, which enlightens followed to improve the awareness regarding safety measures among the workers and welfare facilities. The process you're referring to involves systematically gathering, analysing, and evaluating data to assess individuals' current skills and performance outcomes. This methodology is commonly employed in performance appraisals to inform decisions related to employee development, promotions, and organizational planning. The study provides various suggestion has provided for the development of the organization in order to performance effective task in the work place. Key words: Safety Training, Employee Welfare and Employee Assistance Programs

Employee assistance programmes: A study on stress reduction in trainee accountants

Orientation: Workplace stress has reached endemic proportions, affecting mental, physical and organisational health. Research indicates that trainee accountants experience higher levels of stress compared to other accounting professionals. Employee Assistance Programmes (EAPs) have been developed to assist trainees in managing workplace stress. Research purpose: The purpose of this study was to determine if participating in an EAP focussed on stress management can reduce perceived levels of stress among trainee accountants. Motivation for the study: Workplace stress impacts the performance and mental health of trainee accountants. Employee Assistance Programmes can assist in providing stress management strategies. Research approach/design and method: The study utilised a quantitative, pre-experimental single-group pre-test and post-test design without the use of a control group. Out of a population of 350 trainee accountants, a purposeful sample of 166 trainees who participated in an EAP was chosen to participate in the study. Their perceived stress levels were assessed before and after attending an EAP. Main findings: The research indicated a statistically significant decrease in the perceived stress levels among trainee accountants who attended an EAP (t = −3.43; p = ≤ 0.01; small effect size). Practical/managerial implications: The implications are that auditing firms should use EAPs to lower stress among trainee accountants. Contribution/value-add: The study demonstrated that an effective EAP could help trainee accountants lower their stress levels. In addition, this research is distinctive because it is the first in South Africa to examine the effect of an EAP on the perceived stress levels of trainee accountants.

Understanding veterinary technician burnout, part 2: addressing veterinary technician burnout requires tailored organizational well-being initiatives.

To explore veterinary technicians (VTs) perspectives on contributors to burnout and examine existing and proposed workplace initiatives to support employee well-being. An anonymous online survey was completed by 172 international VTs between December 7, 2023, and January 31, 2024. Responses to 6 open-ended questions exploring perceived barriers and contributors to positive workplace well-being, as well as existing and proposed workplace well-being initiatives, were analyzed using content analysis. Understaffing, poor leadership, and poor team communications were perceived as key contributors to poor well-being. Respectful communication, recognition of work, and equitable treatment were perceived to contribute to positive well-being. Under half of respondents (48%) reported no existing wellness initiatives in their workplace. Employee Assistance Programs, reported by 37% of respondents, were the most common initiative. Veterinary technicians report a range of organizational risk and protective factors contributing to their well-being at work, and the existence of comprehensive tailored well-being initiatives is relatively absent. There is a critical need for organizational evidence-based well-being programs tailored to VTs working in veterinary practice settings. Further research is required to develop and refine these strategies. This study provides information on perceived gaps in workplace well-being initiatives, as well as workplace factors that must be addressed to maximize well-being and more effectively manage burnout in VTs.

Strategies for Sustainable Employee Performance in the Post-Pandemic Era: A Qualitative Approach

The COVID-19 pandemic has fundamentally changed workplace dynamics, placing employee mental health and well-being at the forefront of Human Resource Management (HRM) priorities. As organizations navigate the post-pandemic era, ensuring continued employee performance requires a strategic emphasis on psychological resilience, work-life balance, and organizational support systems. This study uses a Systematic Literature Review (SLR) approach following the PRISMA framework to identify effective HRM strategies that promote workplace mental health and well-being. The study’s findings highlight key strategies, including flexible work arrangements, Employee Assistance Programs (EAPs), leadership-driven well-being initiatives, and the promotion of a supportive organizational culture. These strategies not only reduce mental health risks but also improve employee engagement, productivity, and retention. This study presents a comprehensive framework for HR practitioners to integrate well-being into organizational policies, ensuring long-term resilience and competitiveness in an increasingly volatile work environment.

Analyzing the Impact of Demographic Variables on Employee Assistance Program Utilization among United Arab Emirates Banking Sector Employees

Introduction: The study investigates how demographic characteristics affect United Arab Emirates (UAE) banking employees' use of Employee Assistance Programs (EAPs). Age, gender, nationality, occupation, tenure, marital status, and education are among the factors that are examined in the study. Objectives: The two main objectives are, To find whether there is an impact of demographic variables on EAP utilization among UAE banking employees; To analyse how the frequency of EAP usage impact employee satisfaction levels. Methods: A survey was conducted among 62 banking employees in UAE. The sample was profiled using descriptive statistics, and associations between EAP use and demographics were evaluated using Chi-Square tests. ANOVA was used to compare the satisfaction levels of various usage categories. Results: EAP use was significantly correlated with educational attainment, nationality, marital status, employment sector, and job tenure. These findings highlight the need for focused outreach efforts by indicating that particular demographic groups are more likely to use EAP services. The results highlight the value of customized EAP programs and lay the groundwork for further studies on how to best tailor them for a diverse workforce. Conclusions: This research establishes a significant link between the use of EAP and demographic factors among the UAE banking employees. It demands customized EAP services, greater awareness tools and employee involvement in program development to increase morale and relevance. Reuslts are however limited by the small sample size which could affect validity and representativeness

Types and Characteristics of Work-Family Conflict in Taiwan: A Latent Profile Analysis

<p>本研究目的在探究雙向職家衝突的異質性分組與特性，並比較各組別在幸福感與各種滿意度的差異。資料來源為中研院調查中心的臺灣家庭動態調查資料庫2020年的資料。分析樣本由受訪者篩選出受薪工作者4,477人再隨機抽取20%，共有842人（男470人、女372人）。採取潛在剖面分析探討職家衝突與性別意識形態所形成的潛在組別，並比較各組之間背景變項差異與各種滿意度、幸福感及正負向情感等心理適應。結果顯示可區分出四組，分別為自在組、中間組、反差組、高壓組，展現出衝突壓力感受與家庭兩性價值觀並非線性同步的關係，而是存在各自獨特的樣貌。多數人屬於自在與中間組，雙向衝突低且心理適應佳。相對地，約占10%的高壓組則是雙向衝突均高且心理適應較差，另外僅占5%的反差組雖然婚育負擔低且兩性平等價值高，但是對工作滿意度與幸福感卻仍較低，顯示在職家衝突中此二組的心理歷程仍值得深入探究。</p> <p> </p><p>Background and Purpose</p> <p> In traditional Taiwanese families, couples have typically followed a role division based on the principle that ""men work outside and women manage the household."" However, rising economic demands and the widespread promotion of gender equality have gradually shifted this traditional division of labor. In dual-career families, parents juggle professional responsibilities and parenting, often experiencing heightened stress when work–family conflicts occur.</p> <p>Research on work-family conflict (WFC) has consistently underscored the significance of gender roles. Nevertheless, with the growing influence of gender equality ideologies, a shift in focus has emerged, emphasizing gender role ideology over biological sex. Therefore, the present study incorporates traditional and egalitarian gender role ideologies as measures and conducts statistical analyses in conjunction with WFC.</p> <p>This study specifically aimed to identify the types of WFC in Taiwan and investigate the heterogeneity of bidirectional WFC by uncovering distinct latent groups. Moreover, it examined variations in job satisfaction, wellbeing, and psychological adaptation across these groups.</p> <p>Methods</p> <p>Data were obtained from the 2020 Taiwan Panel Study of Family Dynamics Survey. The sample comprised 842 salaried employees (470 men and 372 women) randomly selected from an initial pool of 4,477 respondents. This study utilized Latent Profile Analysis (LPA), a statistical method suitable for analyzing continuous variables and categorizing them into latent and categorical groups. This technique provides an effective framework for identifying and visualizing each subgroup’s heterogeneity and unique attributes. Specifically, this study applies LPA to investigate latent groups shaped by WFC and gender ideologies. These groups were analyzed to identify differences in various background characteristics (such as gender, age, marital status, number of children, working hours, salary, and social support), as well as outcomes such as job satisfaction, well-being, and psychological adaptation (encompassing both positive and negative affect).</p> <p>Result</p> <p>The findings revealed four distinct groups: comfortable, moderate, contrast, and high-stress. These classifications suggest that the relationship between perceived WFC stress and gender role attitudes is not strictly linear but exhibits distinct types across individuals. Most participants belonged to the comfortable and moderate groups, which were characterized by lower bidirectional conflict and better psychological adaptation. Conversely, approximately 10% of the participants belonged to the high-stress group, which experienced high levels of WFC and poor psychological adaptation. Furthermore, the control group, which comprised only 5% of the sample, exhibited low marital and parental burdens and strong gender equality values; however, they reported lower job satisfaction and well-being. This suggests that the psychological processes underlying WFC in these two groups warrant further investigation. Overall, the psychological adaptation processes of these two groups in WFC are worthy of further exploration.</p> <p>Conclusions</p> <p>This study supports the gender ideology perspective. It indicates that the key factors contributing to bidirectional WFC are physical stress associated with work hours, marital life, and parenting responsibilities, including the psychological stress deeply rooted in familial gender ideologies. Furthermore, individuals in high-stress conditions commonly lack support from both workplace and home environments. Career counseling needs to pay more attention to valuing belief conflicts, physical and mental stress, and the psychological adaptation of these two groups. Organizations can continue to assist the high-stress and contrast groups through employee assistance programs and encourage individuals needing psychological counseling and guidance.</p> <p> </p>

Impact of mental health initiatives on employee productivity

Abstract T his paper investigates the impact of mental health initiatives on employee productivity . As organizations increasingly prioritize mental health, programs such as Employee Assistance Programs (EAPs), wellness initiatives, flexible work arrangements, and counselling services are being integrated into workplace strategies. The paper explores how these initiatives improve employees' mental well-being, leading to increased productivity by reducing absenteeism, presenteeism, and stress-related disruptions. Additionally, it examines how mental health support fosters a positive workplace culture by enhancing employee engagement, improving morale, and promoting a sense of community and psychological safety. Mental health initiatives also contribute to lower turnover rates by creating an environment where employees feel valued and supported. Through a review of relevant literature and case studies, the paper demonstrates that mental health initiatives not only benefit individual employees but also drive organizational success, creating a more resilient, collaborative, and high-performing workplace. Keywords: Mental Health Initiatives, Employee Productivity, Workplace Culture, Leadership Support, Workplace Well-being.

A Study on Employee Welfare Measures

ABSTRACT The term "employee welfare measures" refers to a wide range of services, amenities, and facilities that employers offer to their workers in order to provide them with a healthy, safe, and satisfying work environment. These measures typically fall into one of three categories: statutory, voluntary, or mutual. Statutory measures are legally mandated and ensure minimum working standards, such as health and safety regulations, maternity benefits, and working hours. Voluntary welfare refers to those benefits provided at the discretion of the employer, including wellness programs, flexible work hours, recreational activities, and employee assistance programs. Mutual welfare involves initiatives driven by employees, such as cooperative societies and social clubs, often supported by the organization. This study also investigates the impact of such welfare policies on individual employee performance and the overall success of the organization. Each of these plays a unique role in supporting employees' holistic development. In a competitive market, a strong welfare system not only increases job satisfaction and work-life balance but also positions the company as a preferred employer. Based on these findings, the study proposes practical, actionable solutions that can help organizations overcome challenges and maximize the benefits of their welfare efforts. Keywords: Employee welfare, workplace well-being, organizational performance, employee benefits, statutory welfare, voluntary welfare, mutual welfare, employee satisfaction, productivity, employee morale, employee retention, flexible work schedules.

Mental Health in Organizations: Theoretical Analysis and Proposal of the Author’s Concept of STEP-Method of Supporting Mental Well-Being of Employees

This article examines the theoretical underpinnings of mental health in organizations and proposes the author’s STEP Method—Strategy, Training, Engagement, and Prevention—as an integrated framework for promoting employee well-being. The discussion begins with an overview of contemporary definitions and classifications of mental health, highlighting the continuum from flourishing to diagnosed mental disorders. It then addresses key organizational factors such as leadership style, stigma reduction, and psychosocial interventions, underscoring the impact of mental health on absenteeism, presenteeism, and turnover. Drawing on current research and best practices, the article demonstrates how the STEP Method situates mental health initiatives within a broader corporate strategy. By embedding training modules for both leaders and employees, fostering continuous engagement, and prioritizing prevention, STEP offers a holistic approach that extends beyond traditional individual-level solutions (eg, Employee Assistance Programs). It is argued that this structured, systemic orientation not only mitigates work-related stressors but also cultivates a supportive culture in which employees are empowered to seek help proactively. The author concludes that STEP may serve as a cornerstone for building resilient, adaptable organizations well-positioned to address evolving mental health challenges.

Counseling Employee Assistance Program (EAP) – SUPPORT To Improve Employee Mental Health at PT X Palembang

This community service activity aims to increase employee and community knowledge about the importance of the Employee Assistance Program (EAP) for employees designed by the company to improve employee mental health productivity. This service program is expected to help employees to prevent, identify and resolve employee problems, especially mental health, which impacts employee performance. This service activity is carried out at PT. X Palembang. The method of implementing community service activities is carried out to solve problems that exist among employees of PT. X Palembang related to mental health problems in the form of counseling efforts on the application and use of EAP program services at PT. X Palembang. The results of this community service activity are in the form of companion services for employees of PT. X Palembang to conduct coaching and counseling sessions to help solve employee problems to improve employee mental health.

Organizational agility and job performance: exploring emotional and behavioral mediators in healthcare management

Understanding how healthcare workers perform under pressure is critical in the wake of COVID-19. This study explores how organizational agility (OA) influences job performance (JP) among Chinese public healthcare professionals, focusing on two categories of mediators: emotional factors (psychological capital-PsyCap and burnout) and behavioral factors (knowledge-sharing behavior, KSB and counterproductive work behavior, CWB). Data from 348 professionals across three hospitals show PsyCap significantly enhances the OA-JP relationship (β = 0.694, p < 0.001), while burnout marginally reduces it (β = 0.016, p = 0.05). In contrast, behavioral mediators—KSB (β = 0.003, p = 0.946) and CWB (β = –0.003, p = 0.421)—had no significant effects. These findings indicate that emotional resources have a greater impact on sustaining performance than behavioral practices. Practical implications suggest prioritizing strategies to strengthen emotional resilience, including employee assistance program (EAP) and PsyCap training initiatives. This study advances Job Demands-Resources and Conservation of Resources theories by providing empirical insights from a non-Western healthcare setting. It demonstrates how context-specific interventions can enhance job performance in high-pressure environments.