Employee Assistance Research Articles

Employee Assistance Programs for Indigenous People in the Workplace

According to a survey regarding indigenous employment, in Taiwan, a high proportion of indigenous people are engaged in construction work compared with the overall population. However, among indigenous construction workers, 56.15% have received no occupational safety or health training, and 9.39% have encountered occupational accidents in their workplaces. Therefore, this study aimed to develop employee assistance programs (EAPs) for indigenous workers in Taiwan by focusing on three dimensions—namely work, life, and health—and by establishing corresponding implementation paths for these EAPs. A modified Delphi method was adopted to screen EAP measures for the workplaces of indigenous workers, and a formal evaluation followed. Subsequently, the analytic hierarchy process was employed to calculate the overall weights among the factors in order to discern the relative importance of each factor in achieving the target goal or to resolve target problems and establish an order of priority. The results indicated that health was the most important of the three dimensions of indigenous EAPs, followed by the life dimension and then the work dimension. Compared with previous studies regarding Han Taiwanese workers, mental health services in the health dimension were particularly important in the present study. Finally, regarding the health dimension, this study suggests developing mental health services that respect indigenous culture and therefore are appropriate for indigenous people, such as the establishment of drug and alcohol addiction support groups and mental health service systems. In addition, corresponding welfare measures can be offered to enhance people’s motivation to change.

Misaligned Supports: Differences in Reported Health Care Worker Well-being Supports Provided and Needed During the COVID-19 Pandemic.

To describe the well-being supports provided to health care workers (HCWs) during the COVID-19 pandemic in health centers and hospitals. Cross-sectional qualitative interviews before and after implementation of a peer-based support intervention. Purposively sampled hospitals and health centers across the US. 28 site leaders and 56 HCWs sampled from 16 hospitals and 12 health centers. Site leaders and HCWs were asked to describe supports available to HCWs during the COVID-19 pandemic. Thematic and content coding and analysis of interview responses were conducted using Dedoose. Both site leaders and HCWs identified a range of support resources available. Communication resources were the most frequently cited in both groups. Health care workers reported bi-directional communication, while one-way communication was emphasized by site leaders. Hospitals highlighted counseling support, particularly Employee Assistance Programs (EAP), while health centers prioritized community support. Wellness activities were more prevalent in hospital settings, while health centers offered specific workplace-provided training for HCWs. Health care workers encountered barriers when accessing support, including limited time, fear of stigma, and disruptions to their existing support networks attributable to the pandemic. While there are resources for HCWs, the available supports may not align with their needs and barriers to access may limit the effectiveness of these supports. Continued engagement between leaders and HCWs could help better align resources with needs.

Global Prevalence and Risk Factors for Mental Health Challenges Among Police Personnel

Despite the known mental health risks associated with being a police officer, the prevalence of psychological difficulties and their risk factors remains unclear in many police organizations. The source article draws on relevant research from around the world to understand the prevalence and risk factors for mental health challenges among police personnel. The findings indicate that approximately one in four police officers screen positive for hazardous drinking, one in seven meet the criteria for PTSD and depression, and one in ten meet the criteria for an anxiety disorder or suicidal ideation. Various factors exist, which increase the risk of these challenges. Early identification of mental health challenges is extremely important, as are initiatives to increase help-seeking among police officers. A focus needs to be placed on mental health stigma reduction, the availability of confidential counselling without supervisory approval, employee assistance programs, and mental health education initiatives.

Напрямки подолання наслідків впливу пандемії COVID-19 на м’які навички кадрового потенціалу України

The purpose of the work is to develop a single comprehensive system that will helpto overcome the consequences of the COVID-19 pandemic impact on the soft skills of the personnel potential of Ukraine. In order to determine the main methods of overcoming the COVID-19 pandemic consequences, a survey of random respondents was conducted. In addition, the purpose of the survey was to assess respondents’ own soft skills during the pandemic and their changes before and after it. The article used the historical method, methods of abstraction, forecasting and analysis. The method of systematization became one of the main ones in achieving the goals and objectives of the research. Thus, we were able to systematize the research results, assess the possibilities for developing a mechanism for overcoming the consequences of the COVID-19 crisis, and form them in a single system. It has been established that the COVID-19 pandemic has a direct impact on the soft skills of personnel potential in Ukraine. People learned how to adapt to new working conditions, how to communicate in an unfamiliar mode, thereby acquiring new skills. The concepts of self-motivation, stability, and adaptability have become more important. The survey conducted in this study confirmed the importance of all these components. The authors of the article propose several strategies for coping with the consequences of the pandemic. The first is independent continuous development and improvement of skills. It can be online training, participation in events, etc. It is also important to provide employees with online tools for collaboration so that employees feel comfortable using the latest technologies. Providing employees with flexible working conditions is also an important aspect, as this will allow them to learn and develop more willingly and effectively. A favorable working environment will help maintain psychological health. Employers can offer employee assistance programs, counseling services, and more. These approaches can significantly increase the effectiveness of the functioning of employees and improve the development of soft skills in the conditions of any crisis. The research is valuable for economic science and has practical significance. The article reveals an understanding of how the COVID-19 pandemic has affected the soft skills of employees, their ability to solve problems, make decisions, communicate, etc. This is how we can formulate people’s ideas about how to improve their skills, how to learn to solve problems that arose during the pandemic. An effective mechanism for overcoming the consequences of the pandemic on the soft skills of human resources (both private and public sectors) is becoming an urgent task for companies, government structures and educational institutions, and therefore important for analysis and research in academic circles. The research is very relevant in modern conditions, as the ability to overcome a crisis is important not only during a pandemic, but also in connection with other factors, in particular, with the beginning of a war and its impact on people’s lives.

Utilizing data to drive solutions for healthcare worker wellbeing.

9012 Background: Oncology Healthcare Workers (HCWs) provide extraordinary treatment to patients coping with distinct challenges. While experiences of burnout, compassion fatigue, and moral distress are not new, the COVID-19 pandemic further emphasized that intentional effort is needed to mitigate these negative work-related consequences. While Roswell Park Comprehensive Cancer Center (Roswell) initiated pre-pandemic grassroots efforts to examine burnout and build organizational resilience, deliberate resources were deemed necessary to support HCW resilience and well-being. Roswell committed to building a division solely focused on employee resiliency and burnout prevention. Methods: Qualitative and quantitative data were collected to identify organizational needs and pain points. Qualitative data was collected by the Resiliency Director who held over 100 conversations in 100 days with diverse personnel across the institute. Discussions focused on two questions (e.g., What’s working well? and What are the pebbles in employees’ shoes?) to assess organizational strengths are growth areas. Quantitative data was obtained through the Mini-Z, a validated burnout screener. All employees were emailed an invitation to take the survey over an 8-week period starting in December 2022. Concerned employees could self-refer to the Employee Assistance Program at the screener’s conclusion. Results: Qualitative data was categorized into Maslach's burnout drivers (workload, relationships, recognition, fairness, autonomy, and values conflict). Highlights included staff shortages, eroding of relationships during the pandemic, siloed communication, inconsistent recognition, micromanagement, and use of antiquated systems. Mini-Z results are displayed in the table. An interactive dashboard helped further examine demographics, role, and departmental data. Press Ganey employee engagement data also supported improvements for staff well-being, transparent communication, collaboration, recognition, and enhanced technology. Conclusions: Quantitative and qualitative data can drive individual, departmental, and organizational interventions to support HCW well-being. The newly established MedStaff Satisfaction and Wellness group is using the data to focus on recognizing the needs of the medical staff on an organizational level and is preparing to offer solutions to key stakeholders. HCWs are now incorporating activities aiming to build psychological safety, enhance communication, and advance well-being into their work routines through training, wellness activities, and emotional support. The Mini-Z screener has been made available in the Employee Health Portal permitting ease of personal reassessment. [Table: see text]

Engaging Law Enforcement Employees in Mental Health Help-Seeking: Examining the Utilization of Interactive Screening Program and Motivational Interviewing Techniques.

The Interactive Screening Program (ISP) is an anonymous screening and dialogue platform used in workplaces to encourage mental health help-seeking. This study examined utilization of ISP among law enforcement workplaces and assessed how motivational interviewing techniques were associated with various help-seeking outcomes. This retrospective study used secondary ISP screening and dialogue data collected from 2013 to 2019 at four law enforcement workplaces or unions (N = 691). Independent variables include counselors' use of motivational interviewing techniques in their dialogue such as asking questions and showing empathy in their response. Help-seeking outcomes include requesting a referral, making a commitment to counseling services, decreased ambivalence about mental health services, and increased willingness to seek future services. Two-thirds of participants screened within the high distress level of ISP. Among them, 53% responded to the counselor's initial email and 50% of those who responded requested a referral for future services. Binary logistic regression models showed that counselors' use of confrontation in the dialogue was associated with improved willingness to seek services among ISP users (OR = 2.88, 95% CI = 1.24, 6.64). Further, ISP users who accessed ISP through their workplace peer support program, as compared to their employee assistance program (EAP), are more likely to show decreased ambivalence about seeking future services over time (OR = 0.28, 95% CI = 0.09, 0.80). This study demonstrates that the anonymous ISP program can successfully engage employees with high distress levels, including employees with suicidal ideation. Results highlight the importance of customizing ISP counselors' responses to be responsive for law enforcement employees.

The Role of Stigma and Confidentiality in Police Officer Utilization of Stress Relief Programs

Police officers face challenges from operational and organizational stressors. Officers often have access to stress relief programs offered by their employers, such as peer support programs, employee assistance programs, or chaplaincy programs. Using survey data from 247 police officers in a large metropolitan agency in CA, this exploratory study examines police officers’ likelihood to utilize stress relief programs (SRPs) based on prior utilization, perceived stigma, and confidentiality of the process. Additionally, officer selection of program is assessed. Findings illustrate that officer utilization of SRPs is negatively influenced by perceived coworker stigma, while supervisor stigma was not influential. Belief in the confidentiality of the program and prior utilization of an SRP is positively associated with SRP utilization. In terms of selecting a specific SRP, only prior utilization was found to be a factor. Suggestions for department policy to promote utilization and confidentiality and reduce stigma are discussed.

Exploring presenteeism trends: a comprehensive bibliometric and content analysis.

This research will conduct a bibliometric and content analysis of presenteeism from 2000 to 2023. It aims to investigate publication trends, authorship patterns, and significant publications by using presenteeism conceptualizations, measurements, determinants, consequences, and interventions analysis. The study provides valuable insights for researchers, practitioners, and policymakers about understanding and addressing workplace presenteeism issues. The research involved conducting a bibliometric study to analyze presenteeism publication trends, authorship patterns, and significant publications. It also explored the evolution of presenteeism research over time, identifying contributing countries, institutions, and writers. The interdisciplinary nature of presenteeism research was emphasized, covering occupational health, psychology, management, and public health. The researchers have used VOS Viewer and R Studio (biblioshiny) for this study. The study identified several elements influencing presenteeism, such as health issues, work-related factors, organizational culture, and individual characteristics. It further examined the impact of organizational policies, leadership support, employee assistance programs, and health promotion activities in reducing absenteeism and enhancing employee well-being. These findings highlight the importance of addressing these factors to mitigate presenteeism issues and promote a healthier work environment. This research identified deficiencies in presenteeism research and provided recommendations for future investigations in this field. It emphasized the need for standardized measures and methodologies, longitudinal studies to understand causality, and industry- and population-specific interventions. These insights can guide future research directions and interventions to address presenteeism issues in a rapidly changing work and research landscape.

Factors Affecting Utilization of Employee Assistance Program: A Case Study of ABSA Bank Zambia

Employee Assistance Programs (EAPs) are programs implemented in the workplace to support individual employees in dealing with personal and work-related problems, with the goal of improving their well-being and contributing to organizational performance (Masi, 2010). An EAP is a program sponsored by an employer, a collective bargaining group, or an association of professionals, and is designed to help identify and resolve productivity issues that may arise from employees experiencing personal problems (EACC, 1991). ABSA bank implemented an EAP as a staff wellness initiative to assist employees. However, according to management reports, less than 5% of employees are utilizing the wellness program, which falls short of management's expectation of more than 50% participation. Therefore, this study aims to determine the reasons for the underutilization of EAPs. To achieve the research objectives, the study employed both descriptive and causal research designs, and logistic regression analysis was used to statistically identify the factors that influence the use of EAPs. A survey was conducted with employees at ABSA bank, with 100 employees selected as respondents through simple random sampling. Primary data was collected using a structured questionnaire. The study revealed that employees still value EAPs and consider them important. Through logistic regression analysis, the study identified lack of information, stigma, confidentiality, trust, and peer influence as factors that affect the utilization of EAPs, as reported by the respondents. All the results were statistically significant at p < 0.05. Therefore, the study recommends that ABSA management should implement measures to ensure the confidentiality of information shared during EAPs, provide more information to employees about the content and benefits of EAPs to encourage greater participation, clearly communicate the purpose of EAPs to employees, and select a dedicated team for EAPs who understand and uphold ethical standards.

Critical incidents: what the psychologist sees

In the life span of a critical incident, every decision counts. The opportunity to prevent the event has passed, so the avoidance and mitigation of risk becomes the primary goal. The same is true of early intervention in trauma. This paper shares the experience of these events from the perspective of a visiting psychologist. It will include tips for Emergency Management Teams (EMTs) in setting the psychologist up for effective interventions. Also, a triage model that can be used to mitigate psychological harm and channel the most impacted crew members towards help is discussed. It will also suggest ways that operators can collaborate with Employee Assistance Providers to ensure that impacted crew members receive trauma informed care post crisis.

A Comprehensive Approach to Addressing the Burnout Crisis Among US Health Care Workers: The Houston Methodist Experience.

Health care workers experience high rates of burnout and psychiatric distress. A large health care system in the southwest United States developed a comprehensive mental health service model for employees. Services offered range from traditional benefits (eg, Employee Assistance Program), resiliency and well-being initiatives, and innovative technology solutions, to access to peer support services for professional practice issues. The latest innovation in services is a free, self-insured outpatient mental health clinic designed exclusively for health care workers and their dependents. In this article, the authors describe the development of expanded mental health programming for health care workers and discuss how this unique service model proactively reduces common barriers to the receipt of high-quality care. This approach to caring for the workforce may serve as a model for other health care organizations across the United States. By providing mental health support to employees, health care organizations are mitigating the risk of burnout and related consequences to the system.

What Comprises of Job Satisfaction in Modern Employees? (IT Industry)

Abstract: In the rapidly changing modern workplace, it is extremely important for companies looking to recruit, retain, and inspire people to have a thorough awareness of the elements influencing modern workers' job satisfaction, especially in the IT sector. In an effort to better understand the complexities of modern workplaces, this research study examines the intricate interactions among work-life balance, employee engagement, and job satisfaction. Research gaps were found using an extensive evaluation of the literature, which prompted the development of research hypotheses. Data was gathered through secondary data analysis and questionnaire surveys using a quantitative research technique. The results showed a strong relationship between job satisfaction and staff engagement, highlighting the value of encouraging employee involvement to raise overall job satisfaction. Even though there was less of a correlation, there was still a favourable association between work-life balance and job satisfaction, demonstrating the significance of encouraging a good balance between work and personal duties. Theoretical implications emphasised the importance of work-life balance and employee engagement in fostering both organisational success and employee well-being, and they highlighted the role that job satisfaction plays in organisational wellbeing. The insights gained from managerial implications included customised employee engagement plans, adaptable work schedules, resource allocation for employee assistance, and the encouragement of inclusivity and diversity in the workplace. Despite many drawbacks, including possible self-reporting biases and the cross-sectional design, this study offers insightful information about the variables affecting job satisfaction in contemporary settings. Organisations can establish work cultures that promote employee satisfaction, productivity, and long-term success by placing a high priority on employee engagement, promoting work-life balance, and valuing diversity and inclusion.

The study of constructing evaluation indicators for the implementation of employee assistance programs in public sectors.

Employee assistance programs require resources and manpower of various natures across different types of public sector organization. This study began by outlining elements for comparing employee assistance programs' evaluation criteria in four types of public sector organization on the basis of 22 service measures for such programs implemented by the Ministry of Labor in relation to three major aspects: work, life, and health. Elements of the evaluation criteria for public sector employee assistance programs were determined by surveying a panel of experts using the modified Delphi method. Last, the weight associated with the elements of evaluation criteria were calculated using the fuzzy analytic hierarchy process, and the criteria of four types of public sector organization were explored. Data analysis indicated that the weight and priorities associated with elements of evaluation criteria for EAPs implemented by four types of public sector organization were not fully identical. The results of this study suggest that, in terms of EAPs, the Directorate-General of Personnel Administration of the Executive Yuan should be pursuant to appropriate employee assistance programs provided by various public sector organizations according to the needs of their employees as well as the diverse objective conditions in which these organizations operate.

The Role of Human Factors in Maintaining Service Quality in Hospitals

The delivery of high-quality healthcare services is a multifaceted endeavor influenced by various factors, among which human factors play a pivotal role. This paper explores the significance of human factors in upholding service quality within hospital settings. Drawing upon interdisciplinary research from fields such as psychology, sociology, and healthcare management, it examines the intricate interplay between healthcare professionals, patients, and organizational structures. In today's healthcare landscape, where patient-centric care is increasingly emphasized, understanding the impact of human factors is paramount. One of the primary focuses is on patient satisfaction, which is not only influenced by clinical outcomes but also by the quality of interactions with healthcare providers. Effective communication between healthcare professionals and patients is essential for building trust, managing expectations, and ensuring informed decision-making. Moreover, the demeanor, empathy, and interpersonal skills of healthcare staff significantly contribute to patients' overall experience and satisfaction levels. Safety is another critical aspect of service quality in hospitals, and human factors play a central role in patient safety initiatives. Research has shown that the majority of adverse events in healthcare are attributable to human error, highlighting the importance of addressing factors such as fatigue, stress, and workload among healthcare professionals. Furthermore, teamwork and collaboration are vital for promoting a culture of safety, where healthcare providers work together cohesively to identify and mitigate risks, thereby enhancing patient outcomes and reducing preventable harm. Effective leadership within healthcare organizations is also instrumental in shaping service quality. Strong leadership sets the tone for organizational culture, values, and priorities, influencing the behavior and performance of healthcare staff. Leaders who prioritize patient-centered care, employee well-being, and continuous quality improvement foster an environment conducive to delivering high-quality services. To optimize service quality, hospitals must invest in staff training, development, and support programs. Ongoing education ensures that healthcare professionals stay abreast of the latest evidence-based practices, technological advancements, and regulatory requirements. Moreover, initiatives to promote staff well-being, such as employee assistance programs, work-life balance initiatives, and resilience training, are essential for preventing burnout and maintaining morale. In conclusion, human factors play a multifaceted role in maintaining service quality in hospitals, encompassing aspects such as communication, teamwork, leadership, and staff well-being. By recognizing the complexities of human interactions within healthcare systems and implementing targeted interventions, hospitals can enhance service delivery, improve patient outcomes, and cultivate a culture of excellence.

Silent suffering: exploring the far-reaching impact of supervisor ostracism via sociometer theory

PurposeA limited number of empirical studies have indicated that individuals who experience workplace ostracism tend to engage in subtle and retaliatory behaviors as a means of seeking inner peace. However, research on organizational behavior and employee psychology in relation to ostracism is still in its nascent stages. Specifically, further investigation is warranted to explore how supervisor ostracism influences task procrastination (TP) through psychological processes such as self-efficacy, self-esteem and motivation. Notably, a significant gap exists in the ostracism literature, as it has yet to thoroughly examine employee behaviors related to knowledge hiding (KH) and TP in the context of individual or team-based work (Zhao et al., 2016; Brouwer and Jansen, 2019). Therefore, the present study aims to address this gap and expand the research stream within the education sector by introducing “threat to self-esteem” (TSE) as a mediating factor in the outcomes of ostracism.Design/methodology/approachThe study employed a quantitative approach, using questionnaires to collect data and mainly focused on statistics and standards. The authors used SPSS and Smart-PLS to employ numerical values developed from questionnaire surveys. Likewise, we employed primary data collection tools, including mixed survey analysis (self-reported and peer-reported). The data were collected from middle-level managers working in three public sector universities. By using a three-wave research design with a two-week interval in each phase, we were able to separate the measurement of the predictor and moderator factor [supervisor ostracism (SO) and individual resilience (IR)], mediator (TSE) and outcome variables (KH and TP).FindingsThe study has discovered a substantial relationship between variables, and all hypotheses are accepted according to the data results and findings. The study measures the effects of supervisor ostracism on knowledge hiding and task procrastination through mediating effect of threat to self-esteem, which individual resilience moderates. This study adds a few contributions to the current literature, following the goals stated above. First, this attempts to highlight employee KH behavior and TP behavior by identifying SO as the primary predictor.Research limitations/implicationsThe organization should closely monitor the level of workplace ostracism. One strategy to accomplish this goal is to routinely gauge the extent of ostracism at work using targeted techniques like surveys and observation. The organization can also create an employee assistance program for the workers to assist them in coping with the mistreatment and better adjusting to the workplace culture. Furthermore, employee empowerment and collaborative decision-making can boost workers' self-esteem, eventually leading to diminishing knowledge-hiding and procrastination habits inside the organization.Originality/valueThere is a research gap regarding the barriers to KH from the perspective of team dynamics and interpersonal mistreatment at work because prior research has focused on knowledge sharing, organizational culture and organizational obstruction. Research on organizational behavior and employee psychology in relation to ostracism is still in its nascent stages. Specifically, further investigation is warranted to explore how SO influences TP through psychological processes such as self-efficacy, self-esteem and motivation. Notably, a significant gap exists in the ostracism literature, as it has yet to thoroughly examine employee behaviors related to KH and TP in individual or team-based work.

Employee Assistance Program Counseling in the U.S. Transportation Industry: Clinical and Work Outcome Risks and Results for 10,227 Cases at CuraLinc Healthcare

Employee Assistance Program Counseling in the U.S. Transportation Industry: Clinical and Work Outcome Risks and Results for 10,227 Cases at CuraLinc Healthcare

Employee Assistance Program Counseling in the U.S. Healthcare Industry: Clinical and Work Outcome Risks and Results for 15,794 Cases at CuraLinc Healthcare

Employee Assistance Program Counseling in the U.S. Healthcare Industry: Clinical and Work Outcome Risks and Results for 15,794 Cases at CuraLinc Healthcare

Employee Assistance Program Counseling in the U.S. Technology Industry: Clinical and Work Outcome Risks and Results for 5,869 Cases at CuraLinc Healthcare

Employee Assistance Program Counseling in the U.S. Technology Industry: Clinical and Work Outcome Risks and Results for 5,869 Cases at CuraLinc Healthcare

Employee Assistance Program Counseling in the U.S. Financial Industry: Clinical and Work Outcome Risks and Results for 11,895 Cases at CuraLinc Healthcare

Employee Assistance Program Counseling in the U.S. Financial Industry: Clinical and Work Outcome Risks and Results for 11,895 Cases at CuraLinc Healthcare

Employee Assistance Program Counseling Improves Clinical and Work Outcomes: CuraLinc Healthcare Results from Over 85,000 Cases

Employee Assistance Program Counseling Improves Clinical and Work Outcomes: CuraLinc Healthcare Results from Over 85,000 Cases