The Eap – Employee Counselling Comes of Age

Berridge, John

doi:10.1108/13665629010135372

Cited by 6 publications

(2 citation statements)

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“…Previous work has indicated that the most common provision of an EAP is through external contractors and that the choice of the method of provision is more than just a technical matter. The decision involves a number of factors including size of the organization, number of locations, and confidentiality[36]. Many companies opt for an arm’s‐length approach, since this seems an ideal way of demonstrating the confidential nature of the programme, often seen as the aspect most crucial to its success[35].…”

Section: Resultsmentioning

confidence: 99%

Employee assistance programmes in the UK oil industry: an examination of current operational practice

Gammie

1997

Personnel Review

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Examines current operational practice in the UK oil industry in relation to employee assistance programmes (EAPs) ‐ a voluntary and confidential workplace counselling and support service. Suggests that the industry contains a high number of potential stressors relating to the environment in which it operates, the nature of the work itself, and the potentially hazardous journey to the workplace. Describes a case‐study methodological approach using semi‐structured in‐depth interviews. The results indicate that EAPs have been initiated as part of health programmes within the firms and that economic factors have not played a significant part. The usage of the service has been surprisingly low compared to other empirical findings. Little examination or evaluation has been undertaken. No firm could therefore quantify success and firms did not consider this necessary as long as some use was being made of the service.

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Section: Resultsmentioning

confidence: 99%

Employee assistance programmes in the UK oil industry: an examination of current operational practice

Gammie

1997

Personnel Review

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“…Why should they propose its adoption? A number of reasons can be put forward[25]. EAPs relate to the employee as defined in HRM objectives – an individual organizational staff member – not as part of an industrial relations collectivity.…”

Section: Eaps and Human Resource Managementmentioning

confidence: 99%