Chapter 15: An Integrated EAP—Defining One's Place in the Organization

Abstract

With the continuing evolution of employee assistance services over the past few decades, terminology in the field has become increasingly confusing, resulting in a number of misconceptions about the employee assistance service and its "integration" into the company, labor union or organization. In this article, the author argues for a more traditional concept of "organizational integration"-focusing on the actual process of an employee assistance service becoming part of the fabric of its host or sponsoring organization with a corresponding ability to [Haworth co-indexing entry note]: "An Integrated EAP-Defining One's Place in the Organization: A

Are employee assistance programs helpful? A look at the consequences of abusive supervision on employee affective organizational commitment and general health

“…According to previous research, the job demands of frontline employees often include interpersonal communication and emotional labor, which may result in negative outcomes, such as emotional exhaustion, job stress and burnout (Arnold et al , 2015; Chen et al , 2019; Choi et al , 2019; Heuven and Bakker, 2003; Joseph et al , 2018; Jung and Yoon, 2016). EAPs can serve as an important mechanism for promoting health and emotional well-being and can improve desired performance to employees (Beidel, 2005; Cooper et al , 2003; Yu et al , 2009). Similar findings from the hospitality industry indicate that EAPs can help employees cope with work stress, and at the same time, maintain employees’ mental health and job performance (Biding and Nordin, 2014).…”