The Employee Assistance Programme

Berridge, John; Cooper, Cary L.

doi:10.1108/00483489410072190

Cited by 11 publications

(3 citation statements)

References 16 publications

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“…They include Employee Assistance Programmes (EAPs) and EWPs to address wellness issues in the workplace. According to Berridge and Cooper (1994) an EAP is:…”

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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“…They include Employee Assistance Programmes (EAPs) and EWPs to address wellness issues in the workplace. According to Berridge and Cooper (1994) an EAP is:…”

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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“…Overall, it would appear that EAPs can and often do yield positive benefits for individual employee well-being, but these programs' relation to productivity and other organizationally relevant outcomes is far from clear. The literature has also shown that organizational choices and decisions to use EAPs can also depend on economic factors (Berridge & Cooper, 1994). In 2013, a report by the U.K. EAPA highlighted that costs of EAPs have fallen, and this could present a challenge for EAPs to remain competitive and profitable while still providing a quality service.…”

Section: Assessment Of the Effectiveness Of Eapsmentioning

confidence: 99%

Employee assistance programs: Strengths, challenges, and future roles.

Bajorek,

Kinder,

Cooper

2024

Handbook of Occupational Health Psychology (3rd Ed.).

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“…One means through which personal resources can be bolstered is through the provision of an effective employee assistance program (EAP), which can theoretically serve as a preventive measure to reduce the risk of employee suicide. EAPs are designed to help employees in crisis with personal and behavioral problems (Berridge and Cooper, 1994) and are typically offered as a fringe benefit in many large organizations. EAPs were first established to assist employees with alcohol and drug abuse, which are themselves strongly associated with suicidal thoughts and behaviors (Rossow, 2000; Borges and Loera, 2010).…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors

Hastuti

Timming

2022

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PurposeThe aim of this research is to determine the extent to which the human resource (HR) function can screen and potentially predict suicidal employees and offer preventative mental health assistance.Design/methodology/approachDrawing from the 2019 National Survey of Drug Use and Health (N = 56,136), this paper employs multivariate binary logistic regression to model the work-related predictors of suicidal ideation, planning and attempts.FindingsThe results indicate that known periods of joblessness, the total number of sick days and absenteeism over the last 12 months are significantly associated with various suicidal outcomes while controlling for key psychosocial correlates. The results also indicate that employee assistance programs are associated with a significantly reduced likelihood of suicidal ideation. These findings are consistent with conservation of resources theory.Research limitations/implicationsThis research demonstrates preliminarily that the HR function can unobtrusively detect employee mental health crises by collecting data on key predictors.Originality/valueIn the era of COVID-19, employers have a duty of care to safeguard employee mental health. To this end, the authors offer an innovative way through which the HR function can employ predictive analytics to address mental health crises before they result in tragedy.

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The Employee Assistance Programme

Abstract: Defines the employee assistance programme (EAP) and describes its potential and impact on organizations. Provides details of how EAPs operate at each step. Evaluates their use and value in the context of the need for organizational performance.

Cited by 11 publications

References 16 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

Employee assistance programs: Strengths, challenges, and future roles.

Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors

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