Employee Assistance Programmes and Stress Counselling: At a Crossroads?

Berridge, John

doi:10.4135/9781446217801.n27

Cited by 11 publications

(17 citation statements)

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“…Organisations should conduct this needs analysis before designing and introducing an EWP. This will allow them to target issues that they need to address accurately (Berridge, Cooper & Highley-Marchington, 1997).…”

Section: Trends From the Literaturementioning

confidence: 99%

Management of employee wellness in South Africa: Employer, service provider and union perspectives

Sieberhagen

Pienaar

Els

2011

SA j. hum. resour. manag.

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Orientation: This article focuses on how South African organisations manage their employees’ wellness through their Employee Wellness Programmes (EWPs). Research purpose: The objective of this research is to describe employee wellness in South Africa by investigating the types, foci and perceived success of EWPs.Motivation for the study: Despite the growing awareness of the importance of EWPs in South Africa, the nature, content, context, participants, role-players and anticipated benefits as well as the possible drawbacks of these programmes in the South African context are unclear.Research design, approach and method: The researchers used a cross-sectional design. The first author developed the Employee Wellness Survey, consisting of quantitative and qualitative questions, to collect data from 16 organisations, four service providers and seven labour unions in South Africa.Main findings: The results showed that organisations, service providers and labour unions define employee wellness differently and that these role players give different reasons for introducing EWPs. Almost half of the participating organisations have no baseline measurement with which to compare the effectiveness of their EWPs. Generally, all the organisations present the results of their programmes reasonably. However, the programmes involve little overall expenditure to the organisations.Practical/managerial implications: Organisations should monitor the state of their employees’ wellness in order to manage it effectively. This will only become possible when information about employee wellness improves.Contribution/value-add: This study provides new information about the nature, content, context, participants, role-players, anticipated benefits and possible drawbacks of EWPs in the South-African context.

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Section: Trends From the Literaturementioning

confidence: 99%

Management of employee wellness in South Africa: Employer, service provider and union perspectives

Sieberhagen

Pienaar

Els

2011

SA j. hum. resour. manag.

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“…In a negative sense it can seriously impair quality of work life, and reduce personal and job effectiveness J. Bridge, C.L. Cooper and C. Highley-Marchington [7].…”

Section: Review Of Literaturementioning

confidence: 99%

Effects of Occupational Stress on Spiritual QuotientAmong Executives

Kumar¹,

Pragadeeswaran²

2011

IJTEF

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Abstract-This paper is aimed at exploring the experiences of executives in coping with occupations related stress using spiritual quotient. The perceived status of occupational stress and spiritual quotient are evaluated based on the responses from employees in executive cadres in NLC. From the frequency distribution and chi-square analysis, it was found that occupational stress had less influenced among executives. From one-way ANOVA comparing the spiritual quotient among the executives with low, moderate and high level occupational stress; it was evident that the executives with low stress level tend to have high spiritual quotient level. Moreover, spiritual quotient tends to decline significantly when there was an increase in the level of stress among executives. The results of the correlation analysis strongly supported the negative relationship between spiritual quotient and occupational stress among executives at their workplace.

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“…According to McDonnell Douglas(Alexander Consulting Group, 1989), the study was independently carried out as a longitudinal research of expending more than 4 years before and after EAPs, involving a control group. It found that total saving was 4dollars with1 dollar spent (Berridge, 1997). It seems thatinterventions for drug and alcohol abusecould produce significant changes in job performance and absenteeism, but in the UK when the EAPs have been involved in the different health care system,the occupational health psychological models and theories that the EAPs would be based on and the aspects that occupational health services focus on both could influent the effectiveness of the EAPs while the evaluation and assessment should refer to the evaluation models of OHP.…”

Section: Eaps In the Ukmentioning

confidence: 99%

“…However, it seems that the UK EAPs and short-term counseling industry is bigger than that of estimation. As one of the most significant occupational health interventions, it wassupposed that 1,695,000 Britishemployees from 775 companies would be covered at the increasing rate of 40% after 1995 (Berridge, 1997).…”

Section: Eaps In the Ukmentioning

confidence: 99%

“…Nevertheless, one hand, because of the economic depression during the 1980s companies cut down the costs of welfare services,on the other hand, more productivity and better performance were requested which led to serious work-related stress in terms of alcoholism anddrug abuse, occupational maladjustment such aswork-family balance, absenteeism and psychological fatigue in the 1990s (Berridge, 1997).For instance, John Walker as asocial workerhas been compensated £175,000 forstress and legislationcosts successfully (Doherty & Tyson, 1998). Moreover, Birmingham CityCouncil had to pay £67,000 foran employee as a result of work-related stress in July 1999.The Guardian newspaper has reported over 500 similar cases before these (Milne, 1999).…”

Section: Eaps In the Ukmentioning

confidence: 99%

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The Contribution of Occupational Health Psychology to the Promotion of Well-Being at Work: an Evaluation of EAPS in the UK and China

Liu¹

2017

Proceedings of the 2017 3rd International Conference on Economics, Social Science, Arts, Education and Management Engineering (

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Abstract. Employee assistance program (EAP) is a kind of interventions in workplace based on occupational health psychology (OHP). However, it was introduced to China only about ten years. The aim of this essay is to examine the contribution of OHP to the promotion of well-being at work though comparing the EAPs in the UK and China. The importance of promoting well-being at workis highlighted while the limitations and suggestions of it are also presented. To sum up, EAPs make great contributions to the promotion of well-being at work while the differences between that in the UK and China is significant. This may be of interest to people who want to further understand how OHP contribute to the well-being at work thought EAP and its implementation in different culture.

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Employee Assistance Programmes and Stress Counselling: At a Crossroads?

Cited by 11 publications

References 0 publications

Management of employee wellness in South Africa: Employer, service provider and union perspectives

Management of employee wellness in South Africa: Employer, service provider and union perspectives

Effects of Occupational Stress on Spiritual QuotientAmong Executives

The Contribution of Occupational Health Psychology to the Promotion of Well-Being at Work: an Evaluation of EAPS in the UK and China

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