An Empirical Examination among Canadian Teachers of Determinants of the Need for Employees’ Assistance Programs

Abstract

The goal of this study was to propose and test a model of the determinants of the need for employees’ assistance programs. The research model proposed six independent variables related to employees’ assistance programs: organizational support, personal coping, negative spillover, occupational commitment, job satisfaction, and tenure. The model proposed that the relationship between the independent variables and the need for employees’ assistance programs was not direct but was mediated by work-nonwork conflict and job stress Questionnaires were mailed to employees of a school district in western Canada, and 300 usable questionnaires were returned, a response rate of 42%. The research model received modest support from the data. Some of the fit indices were not as strong as expected. On the other hand, the conceptual model was supported.

Professional Burnout and Job Satisfaction among Physical Education Teachers in Greece

“…Occupational stress and job satisfaction are affected by several intrinsic and extrinsic factors. In addition to work conditions and organisational factors [39,40], teachers' stress and job satisfaction vary with personality traits, age, gender and work experience [41,42]. This Paper presents the current situation regarding the consequences of salary cuts in Public Sector in Greece with data from Physical Education Teachers.…”

An Employee Assistance Programme for Small and Medium Enterprises in Namibia – A Needs Assessment

“…Nevertheless, employers were quite aware of the important role that SMEs play in the growth of the country's economy, as alluded to by Breslin, Kyle, Bigelow, Irvin, Morassaei, MacEachen, Mahood, Couban, Shannon and Amick III (2010), Dangayach and Deshmukh (2005), Gerstenfeld and Roberts (2002), Ipinge (2010), Kongolo (2010), Organisation for Economic Co-Operation and Development, OECD (1997), Mead and Leidholm (1998) and Zeng et al (2014). More and more employers also realized the importance of the contribution of a healthy, happy and thriving workforce for the development of their businesses (Cocker et al, 2013;Cohen & Schwartz, 2002). Besides the acknowledgement of the importance of attending to their employees' welfare, lack of resources, especially financial resources, was cited as a major reason why SMEs are not able to offer psychosocial support services to its employees (Allen, Lewis & Tagliaferro, 2012).…”

What Does It Take to Transform Mental Health Knowledge into Workplace Practice? Towards a Theory of Action

“…EAPs have been widely adopted by large employers in Canada and the United States (less so elsewhere) (Teich and Buck 2003). While one would think there would be a substantial body of research supporting EAP use, as some suggest (O'Hara 1995), sadly that seems not the case (Masi and Jacobson 2003;Cohen and Schwartz 2002). Bestpractice studies predominate, with very little data of a longitudinal or comparative nature.…”