Counseling Outcomes at a U.S. Department of Defense Employee Assistance Program

Clavelle, Paul R.; PsyD, Shirley J. Dickerson; Murphy, M.

doi:10.1080/15555240.2012.701166

Cited by 6 publications

(8 citation statements)

References 21 publications

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“…The finding that the majority of clients showed improvement after a brief course of EAP counseling is consistent with previous reports, to include a separate quality improvement project completed in the same setting as this research (Clavelle et al, 2012). This was true for clients who presented with work-related problems, as well as those who presented with nonworkrelated problems.…”

Section: Resultssupporting

confidence: 92%

“…The average raw score reductions (20.5 for the WR clients and 24.4 for the NWR clients) clearly exceeded the RCI of 14, suggesting that the changes were very reliable. These results are consistent with findings from a separate quality improvement initiative at this EAP (Clavelle, Dickerson, & Murphy, 2012). Lambert, Hansen, and Finch (2001) opined that a statistically reliable reduction in score can also be considered clinically significant if it moves the participant from the dysfunctional range (63+) to the normal range at termination.…”

Section: Total Scoresupporting

confidence: 90%

See 1 more Smart Citation

Work Adjustment and General Level of Functioning Pre- and Post-EAP Counseling

PsyD

Murphy

Clavelle

2012

Journal of Workplace Behavioral Health

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Section: Resultssupporting

confidence: 92%

Section: Total Scoresupporting

confidence: 90%

Work Adjustment and General Level of Functioning Pre- and Post-EAP Counseling

PsyD

Murphy

Clavelle

2012

Journal of Workplace Behavioral Health

Self Cite

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“…For example, Hartwell, Paul, French, Potter, Rodman, and Zarkin (1996 ) investigated more than 6,400 companies with 50 or more full-time employees and found that 81.1% of the companies had adopted external programs. Kirk and Brown (2003 ) found that 57.1% of Australian companies have also adopted external programs, which off er more counseling services and are characterized by employee anonymity, a lack of company intervention, and more referral resources ( Amaral, 1999 ;Clavelle, et al ., 2012 ).…”

Section: Counseling Records Of Employee Problemsmentioning

confidence: 99%

“…Beyond employees' perceptions of work-related and non-work-related problems, it is also necessary to investigate whether employees are using coping behaviors, what those behaviors are, and whether they seek outside assistance for support. Many large corporations provide external counseling services for employees to improve the quality of their personal relations, psychosomatic health, labor-manager relationships, and job performance ( Selvik, Stephenson, Plaza, & Sugden, 2004 ;Clavelle, Dickerson, & Murphy, 2012 ) and to reduce work stress, absenteeism, and workplace accidents ( Milkovich & Newman, 2002 ;Elliott & Shelley, 2005 ). By collecting and analyzing the counseling records of employees from employee assistance programs (EAPs), a further measure of the frequency and types of problems experienced by employees and the coping actions taken to alleviate them can be made.…”

Section: Counseling Records Of Employee Problemsmentioning

confidence: 99%

Employee Problems and Their Consequences in the Technology Industry: Evidence from Surveys and Counseling Records

2014

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To support employees' work and health, organizations should help employees cope with common problems. Previous studies have focused primarily on work-related problems across multiple industries rather than on evaluating industry-specific issues. Here, two approaches identified common work and non-work employee problems in the technology industry with the strongest correlations with psychosomatic health and life satisfaction. Study 1 used questionnaires to identify the problems that were perceived as the most frequent by lower-level employees (N = 355) working in the technology industry. Study 2 evaluated employees' coping behaviors by analyzing (with permission) counseling records collected from an employee assistance service company (N = 276). Employees reported a variety of problems; work problems were the only problems (of the top 5 problems) reported in both studies. Several problems emerged in the counseling records (e.g., legal issues, career development, family and marriage problems, and emotional problems) but not in the surveys. Future research should apply these observations to develop scales for measuring employee stressors.

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“…In a recent systematic review that identified the effectiveness of a range of EAP interventions [ 21 ], five of the 17 studies reviewed examined effectiveness on personal functioning [ 22 – 26 ]. These studies reported significant improvement in depressive symptoms [ 26 ], clinical distress [ 25 ], and psychosocial function [ 22 – 24 ]. None of the studies were conducted in Australia.…”

Section: Introductionmentioning

confidence: 99%

Exploring men’s use of mental health support offered by an Australian Employee Assistance Program (EAP): perspectives from a focus-group study with males working in blue- and white-collar industries

Matthews

Gerald²,

Jessup

2021

Int J Ment Health Syst

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Background Men continue to be overrepresented in the Australian suicide statistics despite wide scale public health initiatives to improve men’s mental health literacy and to increase their help-seeking behaviour. Employee Assistance Programs (EAP) deliver free and confidential mental health support; however, their services are underutilised by men. In the absence of contemporary literature that explores end-user experiences of EAPs, we asked men from blue- and white-collar employment settings about the barriers and enablers to using EAP services and explored differences between employment settings. Methods Forty-four men participated in this qualitative study: 32 from one white-collar employer and 12 from one blue-collar employer. Two qualified mental health professionals facilitated five first-round and three second-round focus groups and one interview with white-collar workers, and two focus groups and three interviews with blue-collar workers. Data were thematically analysed using a framework approach. Results Four of the six main themes were barriers: no need for EAP—alternative supports; uncertainty of EAP services; scepticism and distrust of EAP; and societal and workplace cultures. Elements of enduring barriers to EAP use were contained within sub-themes. These included lack of knowledge about EAPs, issues of trustworthiness and confidentiality, and fear of stigma and career jeopardy. Enablers comprised the need for attractive, reliable messaging and proactive connections and service delivery. Differences within sub-themes for white-collar and blue-collar groups reflected the corporate nature of work and workplace culture for white-collar participants, and workers’ communication and practical problem resolution preferences for blue-collar workers. Conclusion Some elements identified in the barriers to EAP use are more entrenched than were previously estimated and these need to be a priority for action to increase confidence in EAP services by end-users. EAPs that have a visible and proactive presence in the workplace, that tailor their marketing and service delivery to different workgroups, that provide a competitive advantage to its service users, and more confidently conveys independence from its client organisations may help to increase men’s interest in accessing EAP support services. Further initiatives that reduce the stigma surrounding mental health and help-seeking both in society and the workplace are needed.

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Counseling Outcomes at a U.S. Department of Defense Employee Assistance Program

Cited by 6 publications

References 21 publications

Work Adjustment and General Level of Functioning Pre- and Post-EAP Counseling

Work Adjustment and General Level of Functioning Pre- and Post-EAP Counseling

Employee Problems and Their Consequences in the Technology Industry: Evidence from Surveys and Counseling Records

Exploring men’s use of mental health support offered by an Australian Employee Assistance Program (EAP): perspectives from a focus-group study with males working in blue- and white-collar industries

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