Employee Assistance Research Articles

The Health and Psychosocial Profiles of Adults Who Sought Mental Health and Addiction Specialty Services Through a Centralized Intake Process in Nova Scotia in 2020 and 2021.

(1) To calculate the proportions of people who sought mental health and addiction (MHA) specialty services in Nova Scotia, overall and by sex and age. (2) To describe the health and psychosocial profiles of the MHA Intake clients. (3) To identify factors associated with acceptance for MHA services. The data of the Nova Scotia MHA Intake clients aged 19 to 64 years old in 2020 (N = 10,178) and in 2021 (N = 12,322) were used. The proportions of unique clients in the general population were calculated based on 2021 census data. The percentages of primary presenting concerns, the presence and frequency of psychiatric symptoms in the past month, suicide risk levels, current or past provisional psychiatric diagnosis, medical problems, and psychosocial stressors were calculated. Logistic regression was conducted to identify factors associated with the acceptance of MHA services after the assessment. It was found that 1.48% and 2.33% of Nova Scotians aged 19 to 64 contacted the MHA Intake in 2020 and 2021. Over 66% were self-referrals, followed by physician referrals (28.34%). Mood (28.3%), anxiety (25.17%), and substance use (19.81%) were the top three presenting concerns for the contact. Many clients had a current or past provisional psychiatric diagnosis (58.7% in 2020, 61.8% in 2021). Among the clients, 74.67% and 68.29% reported at least 1 psychosocial stressor in 2020 and 2021, respectively. The clients with a current or past psychiatric diagnosis, suicide risk, and 2 or more psychosocial stressors, those who lived outside of Central Zone, and who had employee assistance program benefits/private insurance, were more likely to be qualified and accepted for MHA services than others. The Intake clients have complex health and psychosocial profiles. Future studies are needed to monitor the trajectories of the clients to reduce inequities in receiving MHA services and improve client outcomes.

BH provider launches portal to promote workplace wellness

Observing a need to provide human resources leaders and teams with access to a full library of clinical resources and drive utilization of companies' available mental health services, including their employee assistance programs (EAPs), Talkspace, an online therapy platform, is offering an innovative portal to retrieve that information.

Mental Health Coaching from Employee Assistance Program Improves Depression and Employee Work Outcomes: Longitudinal Results from CuraLinc Healthcare 2020-2022

Mental Health Coaching from Employee Assistance Program Improves Depression and Employee Work Outcomes: Longitudinal Results from CuraLinc Healthcare 2020-2022

Mental health and wellness initiatives supporting United States law enforcement personnel: The current state-of-play

The current research provides a national snapshot of availability, access, and perceived effectiveness of wellness services and help-seeking stigma. This study is based on a sample of 3,994 police officers across the United States. The current study found a substantial percentage of officers are accessing wellness services, whether agency-provided, external, or a combination of both. Among officers who were most in need of wellness services, those experiencing some level of psychological distress, over 90% accessed at least one agency-provided or external service. Employee assistance program (EAP) services, formal and informal debriefings with managers and colleagues, chaplaincy services, and peer support were identified as some of the most common types of wellness programs provided by agencies and were also among the most effective wellness services as identified by officers who had accessed them. However, the research did highlight the need to consider gender, years of service, and agency size to provide a more nuanced view of psychological distress,support, and help-seeking stigma. Stigma associated with help-seeking remains a concern that must be addressed in police populations.

Exploring the Association of Job Satisfaction with Organizational Stressors, Demographic Factors, and Mental Health: The Indian IT/ITeS Narrative

A little more than 50 million Indians are reported to have the ill effects of depression, and another 38 million, reported anxiety. Despite this, it is crippling to see that India’s emotional well-being is hardly examined. Besides, with a boom in the service industry, the working environment conditions assume a significant role in the Indian workforce’s mental health. Our research explored job satisfaction with mental health, demographic factors, and organizational stressors of those working in the IT/ITeS industry. This study tries to address the gap in the research done on this theme for the Indian workforce. An advanced cross-sectional study was directed to around 220 people presently working or involved in the IT/ITeS industry utilizing approved instruments like the Minnesota Satisfaction Questionnaire. An individual regression model was utilized to examine each satisfaction factor’s relationship with the individual’s mental health, demographic factors, and organizational stressors. Study discoveries demonstrate that a considerable association is present between job satisfaction and mental health; Age, sex, educational background, marital status did not have a strong association with job satisfaction. In contrast, individual yearly earnings and yearly household earnings had a positive association. This research even discovered that emotional stress is a strong attribute to all the facets of an individual’s job satisfaction. This study may cause to notice a superior comprehension of this relationship and assist organizations with structuring and executing employee assistance programs and different tools to enhance job satisfaction and reduce stress.

From EAP to BHAP: a conceptual framework to develop and implement a comprehensive behavioral health access program within the fire service

PurposeThe purpose of this paper is to articulate the results of a comprehensive literature review and grassroots outreach with first responder organizations to present an operationalized framework for organizations to utilize as a blueprint in developing customized behavioral health access program (BHAP) programs.Design/methodology/approachHistorically, authorities having jurisdiction (AHJ)over fire service organizations have primarily offered behavioral health interventions through Employee Assistance Programs (EAPs) or commercial insurance carriers. These programs are necessary but may prove insufficient to meet the scope and needs of trauma-exposed firefighters and the firefighters' families.FindingsA BHAP is a comprehensive and operationalized plan which clearly specifies the mental health services fire department members and families need, where those services are available within their communities and levels and standards of care that are expected in the provision of these services.Originality/valueThe BHAP is becoming a world standard of behavioral health care for first responders. While some fire service agencies are beginning to create BHAP guides, developing and implementing a BHAP can be time consuming and overwhelming, particularly for departments with limited internal and external resources. While the results of this review focus on BHAP within the fire service, this framework is applicable across all first responder professions.

Leading Indicators of the Health and Well-Being of the Construction Workforce: Perception of Industry Professionals

Construction is one of the most hazardous and stressful occupations throughout the world. The dynamic, complex, and high-risk nature of construction operations places significant burden on the construction workforce. This significant burden of construction operations can compromise the health and well-being of the construction workforce. The objective of the present study is to identify leading indicators of the health and well-being of the construction workforce. To achieve the study objective, a survey questionnaire was developed and distributed to construction experts in the United States. After collecting and analyzing the responses, it was found that there are six leading indicators of the health and well-being of the construction workforce: (1) toolbox talks, (2) company social events, (3) safety, health care, and wellness program, (4) employee assistance program (EAP), (5) employee benefits and perks, and (6) annual medical checkups. Identifying these indicators helps construction organizations interested in supporting employee career advancement assess and improve the health and well-being of the workforce. The findings of the study make a practical contribution to the body of knowledge on construction health and safety and enables the practitioner community to utilize the identified indicators for managing and improving construction employee health and well-being.

Workplace alcohol and other drug policy and support services in the United States, 2015-2019.

Despite their growing popularity, the extent and nature of workplace alcohol and other drug (AOD) policy and support services in the United States remain unclear. The present study examined the availability of AOD policies and support services in workplaces. Also, the associations between a combination of these workplace measures and the current AOD consumption (focusing on binge drinking, use of marijuana and other illicit drugs, and nonmedical use of prescription drugs) were assessed. Pooled Data from the 2015-2019 National Survey on Drug Use and Health (NSDUH) were utilized to examine a nationally representative sample of 131,751 employed adults. First, the rates of those who reported having a written AOD policy at their workplaces among the total sample and subpopulations across socioeconomic status, and those who reported an employee assistance program or other counseling services for substance use problems were estimated. Then the associations between a combination of the two workplace measures and individuals' current AOD consumption were tested using multinomial logistic regression analyses. Although 77.2% of employed individuals reported having a written AOD policy at their workplaces, only 50% of the sample had access to support services for substance use problems. The limited access to support services was most notable among traditionally disadvantaged groups (e.g., females, Hispanics, and individuals with limited English proficiency). The models suggest that having both a workplace AOD policy and support services was associated with significantly lower rates of marijuana and other illicit drug use compared to having neither of the two measures or only support services. Regardless of workplace AOD policies, the limited availability of support services, especially for disadvantaged workers, raises concerns. While further investigation is needed to understand the effectiveness of the comprehensive prevention approaches at workplaces, it is also important to advocate for the potential benefits of having employee assistance or other services available along with AOD policies.

Helping the helpers: the role of organizational support and peer influence on police officer receptivity to employee assistance programs

PurposeThis study aims to investigate critical differences between police officer willingness to use and recommend an employee assistance program (EAP) to a peer, including the relationship between officer perceptions of macro-level organizational support and micro-level EAP support.Design/methodology/approachA survey of 213 police officers from a large, urban police department in the Northeast United States of America is used to evaluate the relationship between officer perceptions of the EAP and the officers' willingness to use and recommend the EAP to peers. Generalized linear regression models are used to evaluate the moderating effect of perceived organizational support (POS) on perceived EAP support.FindingsThe findings of this study suggest that POS strongly predicts willingness to use the EAP, but POS has no significant relationship with willingness to recommend the EAP. There is evidence that POS moderates the relationship of EAP support on willingness to recommend the EAP to a peer. When POS decreases, the relationship of EAP support with willingness to recommend the EAP to peers becomes stronger.Research limitations/implicationsThe current study is limited by the study's focus on only one police department and the department's use of cross-sectional data, which may limit the generalizability of the results to agencies that differ in size and type.Practical implicationsThis research has practical implications for those who seek to improve officer receptivity to mental health support and improve the quality of police services provided to the public. The findings demonstrate that improving officer willingness to recommend the EAP to peers may be a more sustainable pathway to addressing officer mental health than willingness to use the EAP considering the current movement toward police reform.Originality/valueThe research unveils significant differences in police officer decision-making between using the EAP and recommending it to a peer. The research also adds empirical evidence to existing research on the role of POS in policing and the altruistic, peer-focused nature of the police subculture.

When the servicescape becomes intelligent: Conceptualization, assessment, and implications for hospitableness

Recently, artificial intelligence (AI) has become widely used in the hospitality industry and has gradually been extended to the notion of the servicescape. However, how servicescapes have become “intelligent” has received little academic attention. Moreover, how intelligent servicescapes influence service outcomes, such as hospitableness, has not been discussed. In this study, we fill this gap by conceptualizing and modeling the intelligent servicescape to analyze its potential influence on service hospitableness. Netnography and constructivist grounded theory are adopted to collect and analyze data from online reviews and short videos. Our results suggest that the intelligent servicescape is understood through four subcategories: servicescape atmosphere, technology attributes, customer–technology interactions, and employee assistance. Additionally, the intelligent servicescape can lead to hospitableness through enhanced user-friendliness; opportunities for relaxation and immersion; and rapport among employees, customers, and technology. Our findings therefore extend servicescape theory and improve the understanding of hospitableness in the AI application context. Their practical implications can also be used to design better servicescapes and improve hospitableness.

The Nexus between Employee Assistance Programs and Organizational Commitment

An essential tool for helping employees deal with personal issues that can affect their dedication at work is the employee assistance program (EAP). Consequently, this study examined the nexus between employee assistance programs and organizational commitment of some selected banks in warri metropolis, Delta state, Nigeria. The study used a sample of one hundred and eighty four (184) employees from the population as the study participants. A total number of one hundred and seventy five (175) questionnaires were fully completed and retrieved. The study utilized correlation coefficients and regression analysis. Microsoft excel software was also used to create tables and perform data entry. Findings revealed that there is an insignificant effect of employee assistance programs (counseling programs, wellness assistance programs, financial management education programs) on organizational commitment.

Resilience, Stress, Self-Compassion, Self Esteem and Financial Well Being Among Corporate Employees

The well-being of employees has become an increasingly important topic for organizations, as it has been linked to a range of positive outcomes such as increased job satisfaction, productivity, and employee engagement. By examining the connections between resilience, stress, self-compassion, self-esteem, and financial wellbeing among corporate employees, this study hopes to add to the increasing body of research in this area. A total of 60 corporate employees in the age 25-45 were collected. Standardized scales were used to measure resilience, stress, self-compassion, self-esteem & financial well-being. The results found out a significant negative correlation of stress with resilience. Self-esteem had a significant positive correlation to resilience but negative significant correlation with stress whereas self-compassion was significantly negatively correlated with stress and significantly positively correlated with self-esteem. Financial well-being came out to be significantly positively correlated with resilience and self-esteem, both. Organizations should emphasize employee wellbeing by fostering work-life balance, establishing a good work environment, promoting a culture of health and wellness, and giving access to mental health resources, such as an Employee Assistance Program (EAP)

Motivation of insurers’ staff in the health insurance sector in the turbulent times

Introduction. Medical insurance is successfully practiced abroad, and the majority of the European population uses healthcare services at the expense of insurance companies. However, the population of Ukraine is not used to such an insurance product, and therefore it is very difficult to prove the need for insurance medicine and its benefits. A particularly important factor in the promotion of health insurance services is the qualification level of staff and their possession of relevant healthcare competencies. Therefore, when forming the staff of insurance companies, due attention should be paid to the professional level of specialists and their ability to promote such an insurance product as health insurance. Currently, the insurance industry in Ukraine is facing a perfect storm, as numerous external factors converge in time to reach their culmination. The purpose of the article is to substantiate the constituent elements of the model of the system of motivation of insurance companies' personnel in the conditions of turbulence as a prerequisite for increasing the competitiveness of insurance companies and stimulating the development of health insurance. In the process of the research, the authors answer the following scientific questions: (1) what are the basic problem areas of organisational and financial nature of the development of health insurance in Ukraine? (2) is there a dynamics of change in the personnel of insurance companies in the context of turbulence in HR management? Method (methodology). At the beginning of the research, we used the method of systematisation and comparison of opinions of various analysts and scholars to identify the main problem areas of organisational and financial nature of the development of health insurance in Ukraine. Next, based on the method of comparison, the authors analyse the dynamics of personnel changes in the TOP-5 domestic insurance companies in terms of insurance premiums received and foreign insurance companies of similar insurance groups in the context of turbulence in personnel management, and also provide examples of changes in the activities of insurance companies' management in the context of military operations. As a result, by applying the methods of structural-logical analysis and analysis of strategic gaps, the constituent elements of the model of the system of motivation of personnel of insurance companies are substantiated. Results. The problematic areas of organisational and financial nature of the development of health insurance in Ukraine with possible measures to improve the situation are identified. The need for continuous improvement of the professional level of insurance companies' employees and understanding of the specifics of the healthcare industry is emphasised. The article reveals the essence of the conditions of turbulence in the activities of insurance companies, which are understood as climate change, pandemic conditions and war, which determine the peculiarities of staff motivation as a factor in increasing the competitiveness of insurance companies. The authors describe the constituent elements of the model of the insurance companies' staff motivation system in the context of turbulence, in particular, critical human resources, strategic human resources development, search for the best talents, individual preferences and career development planning, employee assistance programme, adaptive learning, development of employees' skills and potential, organisational leadership, and intercultural adaptation.

A cross-sectional study on coping strategies of frontline healthcare workers amid the COVID-19 pandemic in a developing country.

Frontline healthcare workers encountered a heightened susceptibility to negative psychological symptoms and behavioral shifts in light of the coronavirus disease 2019 pandemic. This study determined the coping strategies adopted by frontline healthcare workers in Ghana as well as assessed any differences based on demographics, job title, and ranking in four coronavirus disease 2019-designated centers in the Greater Accra region of Ghana. Using a hospital-based, mixed-method approach, the study was conducted between May 2021 and September 2021. A total of 94 frontline healthcare workers were randomly sampled and given a self-administered questionnaire, while 13 healthcare workers took in-depth interviews. Data from the survey were analyzed using both IBM SPSS and IBM AMOS and the interview data were transcribed verbatim and coded using thematic analysis. The study revealed that coronavirus disease 2019 has affected the psycho-social life of frontline healthcare workers mainly in the form of depression, anxiety, and stress. The three main coping strategies adopted by frontline healthcare workers include personal preventative measures (most dominant), seeking external expert support, and obtaining institutional support. While healthcare workers within the age group 30-39 years were found most compliant with the adoption of personal preventive measures and those below 30 years were found least compliant. This study concludes that frontline healthcare workers have been affected by a considerable level of anxiety, stress, and depression during the coronavirus disease 2019 pandemic. The study recommends a robust psychological support system at various levels of health care and an Employee Assistance Program with access to a 24-h hotline counseling service for frontline healthcare workers, continuous personal protective equipment provision, regular evidence-based updates on the management of coronavirus disease 2019 patients, and increased commitment from the government in addressing the medical needs of infected frontline healthcare workers.

Work Life balance of Medical Representatives in India: An Empirical Study

In the pharmaceutical sector, medical representatives (MRs) are essential since they represent pharmaceutical corporations to healthcare professionals. Long working hours, significant travel, and strong sales targets can make the MR position in India challenging. As they attempt to fulfill their professional obligations while also keeping a healthy work life balance, MRs in India may find it difficult to manage work and personal life. Meeting sales goals, cultivating relationships with medical experts, going to conferences, and staying up to date on industry developments can all be time-consuming tasks.The potential advantages of work-life harmony for MRs, such as boosted output, more job satisfaction, and greater mental and physical health.However, given that it has an impact on MRs' physical, mental, and emotional health, the significance of work life balance cannot be overstated. To maintain their general well-being, job satisfaction, and long-term professional success, MRs in India must find a healthy work life balance. The researcher had considered 201 medical representatives from different parts of India to know difference ways how medical representative balance their work life in India. It is found that medical representative balance their work life by advocating flexible work schedules, medical representative able to balance their work life by employee wellness initiatives and Counselling services, and employee assistance programs balances work life of medical representatives

Сertain problems of implementing the right to work under martial law

The article examines certain problems of implementing the right to work under martial law. The doctrinal approaches to the understanding of the right to work, the systems of labor rights are analyzed, and the peculiarities of the regulation of labor relations introduced under the conditions of martial law in Ukraine are clarified. It is justified that the constitutional right to work can be and is limited in wartime conditions.
 It has been proven that in Ukraine there was a timely response to the need for changes in the regulation of labor relations, which was done by adopting a special law "On the organization of labor relations under martial law". The provisions of the specified law allow more flexible regulation of labor relations, new norms have been introduced (for example, suspension of the employment contract), a number of guarantees are provided for the employee (the possibility of terminating the contract within the period specified in the application, etc.) and the employer (the possibility of dismissing the employee even during his temporary disability, etc.). Considering the fact that the war continues, amendments and additions were already made to this law in July, and obviously its provisions need to be improved, including for the proper protection of the rights of workers in the conditions of martial law.
 Losses to the economy and the labor market in Ukraine, approaches and forecasts of experts to the prospects of restoring the level of employment in Ukraine after the war were also analyzed. Empirical data on the issues of appeals for legal assistance of employees have been studied. It has been established that the loss of jobs and employment guarantees are key problems for millions of Ukrainians.
 Particular attention within the framework of the study is devoted to the analysis of the issue of freedom of labor in the conditions of martial law, when forced involvement in certain types of work is possible. In addition, the institution of suspension of the employment contract, under which a forced temporary termination of the employment contract takes place, has been carefully analyzed. The need to amend the labor legislation to guarantee employees the right to cancel the suspension of the employment contract is substantiated.

SIMPLE SOLUTIONS TO A COMPLEX PROBLEM: LISTENING TO DIRECT CARE WORKERS’ PERCEPTIONS ABOUT RETENTION

Abstract Direct care workers (DCWs) play a crucial role in delivering long-term services in nursing homes, assisted living, and in-home care. The work is physically and emotionally demanding and generally low-paid, which makes retaining and managing the workforce extremely challenging and has resulted in an unending workforce crisis. This study provides data on retention-promoting factors from the perspective of DCWs working in high-performing facilities and home care agencies that were identified through national and state retention data and reviews from case management agencies. Qualitative interviews were conducted in the spring of 2022 with a purposive sample of DCWs (n=16). Interviews were transcribed, checked for accuracy, and coded via thematic analysis. Three overarching themes emerged: work culture, appreciation, and monetary benefits. Retention was supported by a work culture that emphasizes person-centered care, family atmosphere, relationship building, staff empowerment, coaching supervision, participative leadership, effective communication, and flexible working conditions. DCWs experienced appreciation from employers, supervisors, and clients, which they perceived to promote retention. This theme includes valuing, respecting, recognizing, and acknowledging the efforts of DCWs. Monetary benefits promoting retention were seen as regular wage raises, employee assistance funds, gift cards, bonuses, paid time off, health insurance benefits, and travel reimbursement. This study demonstrates that while worker retention is a crisis, there are modifiable aspects of the job that can promote workers’ retention. DCWs’ retention can be impacted by work culture and appreciation practices. Study findings have implications for facility policy and practice pertaining to DCW’s retention.

The effect of promoting mental health through employee assistance program

Abstract The employees are the valuable resources to any organizations. The business runs on the efficiency of employee’s performance. Their performances are determined by various factors like job skills, work culture, interpersonal and intrapersonal relationship and health. The health includes both physical and mental health. The disturbance in the mental health has an impact on the physical health which impacts the employee performance at work. Employee’s mental health primarily gets affected by their personal life. The unpleasant incident in their personal or family life affects the quality of work. They spend most of their time at workplace and feel like a second home to have supportive environment. The employer’s responsibility towards their employees in taking care of their personal is a must to provide work life balance. This is done through Employee Assistance Program (EPA) in promoting mental wellness at workplace. The program focuses on having proper communication with employees to address their professional concerns, counselling to provide professional support in addressing their personal problems and family issues and employee care to establish lasting relationship. This is to ensure the employees are connected with the organization and build trust and confidence and provide positive work environment. The satisfied employees are more productive at work and contribute to organizational growth.

Mental Health Training, Attitudes toward Support, and Screening Positive for Mental Disorders among Canadian Coast Guard and Conservation and Protection Officers

Public Safety Personnel (PSP) including members of the Canadian Coast Guard (CCG) and Conservation and Protection (C&P) officers, are regularly exposed to potentially psychologically traumatic events (PPTEs) and other occupational stressors. Several mental health training programs (e.g., critical incident stress management [CISM], critical incident stress debriefing [CISD], peer support, mental health first aid, Road to Mental Readiness [R2MR]) exist as efforts to minimize the impact of exposures. To help inform on the impact of several categories of mental health training programs (i.e., CISM, CISD, mental health first aid, Peer Support, R2MR) for improving attitudes toward support and willingness to access supports among CCG and C&P officers, the current study assessed CCG and C&P Officers perceptions of access to professional (i.e., physicians, psychologists, psychiatrists, employee assistance programs, chaplains) and non-professional (i.e., spouse, friends, colleagues, leadership) support, and associations between training and mental health. Participants (n = 341; 58.4% male) completed an online survey assessing perceptions of support, experience with mental health training and symptoms of mental health disorders. CCG and C&P Officers reported access to professional and non-professional support; however, most indicated they would first access a spouse (73.8%), a friend (64.7%), or a physician (52.9%). Many participants would never, or only as a last resort, access other professional supports (24.0% to 47.9%), a CCG or C&P colleague (67.5%), or their leadership (75.7%). Participants who received any mental health training reported a lower prevalence of positive screens for all mental health disorders compared to those who did not received training; but no statistically significant associations were observed between mental health training categories and decreased odds for screening positive for mental disorders. The current results suggest that the mental health training categories yield comparable results; nevertheless, further research is needed to assess the shared and unique content across each training program. The results highlight the need to increase willingness to access professional and non-professional support among CCG and C&P Officers. Revisions to training programs for leadership and colleagues to reduce stigma around mental health challenges and support for PSP spouses, friends, and physicians may be beneficial.

The therapeutic alliance as an indicator of well-implemented and impactful employee counseling services: Deployment of the Brief Therapeutic Alliance Scale in an employee assistance program

An implementation fidelity study evaluated the quality of the therapeutic alliance (TA) in the counseling services of a Canadian Employee Assistance Program (EAP). The aims were to evaluate the level of TA experienced by EAP users during counseling, to assess the influence of client gender, and to determine the associations between the level of TA and mental health and work functioning outcomes. The TA was assessed with the Brief Therapeutic Alliance Scale (BTAS-5), a self-report quantitative measure developed to rapidly assess multiple elements of the client-therapist alliance from the perspective of the client. The majority of the EAP users (N = 1277) reported experiencing a high level of TA during counseling and men and women reported equal levels. Pretest and posttest analysis with ANCOVA showed that EAP users (N = 505) reporting higher levels of TA had greater mental well-being, lower depression symptoms (Patient Health Questionnaire-2), lower work presenteeism (Workplace Outcome Suite-5; WOS-5), and greater life satisfaction (WOS-5) at follow-up after end of counseling. The TA from the perspective of EAP users can serve as an indicator of well-implemented employee counseling services and its assessment can provide additional evidence of counseling quality and effectiveness, supplementing the findings of traditional outcomes-based EAP studies.