What do we really know about EAPs?

Abstract

The time has come to make a comprehensive, critical assessment of the increasingly popular EAPs. To date, with very fm exceptions, only glowing reports in the literature are available. This EAP literature is reinterpreted and methodological flaws are identified in analyzing usage patterns, legal issues, success rates, and cost-benefit calculations. The real and potential weaknesses and limitations need to be recognized in order to make EAPs more effective for the 1990s.

Overcoming Resistance to Surveillance: A Genealogy of the EAP Discourse

“…However, the findings noted above are consistent with Luthans and Waldersee's (1989) conclusion that EAPs' 'high success rates may be produced by diagnosis of persons who are not really ill. For example, the witch-hunt confrontative aspect of EAPs (Shahandeh 1985) may lead to the mislabeling of any heavy, but not problem, drinker as alcoholic. Part of the success rate will then derive from the treatment of persons who were never truly alcoholic.'…”

Employee assistance programmes: The emperor's new clothes of stress management?

“…Consequently, Western Electric employed counselling to bring about changes in employees' attitudes and promote social and psychological adjustment to bene t productivity. The prevalence of EAPs in American organisations has been variously quoted to have increased from 6.5% in 1988 to 11.8% in 1990, and in 1994 to 33% with an additional 9% planned (French et al, 1995); Luthans & Waldersee (1989) estimated that 75-80% of the top Fortune 500 companies operated EAPs.…”

Managing occupational stress: A national and international perspective

“…The EAPs were initially established to help workers with alcohol-related problems, but have been extended to include counseling for more general problems, in addition to health promotion components related to smoking, diet, and general fitness. Evaluation of EAPs has revealed mixed results (Luthans & Waldersee, 1989). Cost-benefit analyses of some programs have emphasized financial benefits, with reduced absenteeism, and improved health and job satisfaction by EAPs that employ occupational clinical psychologists (Allinson, Cooper, & Reynolds, 1989).…”