Workplace Stress, Organizational Factors and EAP Utilization

Azzone, Vanessa; McCann, Bernard; Merrick, Elizabeth L.; Hiatt, Deirdre; Hodgkin, Dominic; Horgan, Constance M.

doi:10.1080/15555240903188380

Cited by 47 publications

(29 citation statements)

References 28 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The amount, type, frequency and prominence of communication about the EAP thus warrant careful attention. Vendor-provided services such as orientations and trainings have been found to be related to increased utilization (Azzone et al, 2009) and our findings support the salience of these opportunities.…”

Section: Discussionsupporting

confidence: 83%

“…This suggests a move away from, and/or lack of expertise in, the EAP core technology (Roman & Blum, 1985) and a possible lack of attention to workplace issues. Other research has examined organizational and workplace factors affecting EAP utilization in the same MBHO reported on here (Azzone et al, 2009). Results indicated that utilization is related to some actionable factors such as program promotion, suggesting that increasing program visibility may be an important way to reach those eligible to use and in need of services.…”

Section: Introductionmentioning

confidence: 91%

See 1 more Smart Citation

EAP Service Use in a Managed Behavioral Health Care Organization: From the Employee Perspective

Merrick

Hodgkin

Hiatt

et al. 2011

Journal of Workplace Behavioral Health

Self Cite

View full text Add to dashboard Cite

SUMMARY Contemporary employee assistance program (EAP) services are typically provided in broad-brush programs delivered by large external vendors in a network model. Yet research has not kept pace with EAP evolution, including in terms of how EAP clients themselves view services. We surveyed a random sample of EAP service users from a national provider (361 respondents). About one-third of respondents reported getting help for workplace issues. Most learned about the EAP through employer communications such as the company website. The large majority reported that the EAP helped them “a lot” or “some,” suggesting they valued this benefit.

show abstract

Section: Discussionsupporting

confidence: 83%

Section: Introductionmentioning

confidence: 91%

EAP Service Use in a Managed Behavioral Health Care Organization: From the Employee Perspective

Merrick

Hodgkin

Hiatt

et al. 2011

Journal of Workplace Behavioral Health

Self Cite

View full text Add to dashboard Cite

show abstract

“…; voluntary versus referral utilization (e.g., Greenwood, DeWeese, & Inscoe, 2005); differences of EAP offerings (e.g., Weiss, 2003); and program promotion (e.g., Azzone et al, 2009;Csiernik, 2002;Mazloff, 1996;Mulligan, 2007) on EAP utilization. Other researchers have examined the underlying problems that drive individuals to utilize EAP services (e.g., Macdonald, Wells, Lothian, & Shain, 2000;Mulligan, 2007;Poverny & Dodd, 2000;Selvik et al, 2004;Shumway, Wampler, & Arredondo, 2004).…”

mentioning

confidence: 99%

EAP utilization patterns and employee absenteeism: Results of an empirical, 3-year longitudinal study in a national Canadian retail corporation.

Spetch¹,

Howland²,

Lowman³

2011

Consulting Psychology Journal: Practice and Research

View full text Add to dashboard Cite

Despite the increasing need for employee assistance program (EAP) providers and human resources (HR) departments to demonstrate outcomes resulting from the availability and use of EAP services, few empirical studies have examined the relationship between EAP utilization and objective organizational outcome measures. This study made use of a unique longitudinal archival data set to examine EAP utilization, the problems for which help was sought, and the relationship of EAP utilization to absenteeism over 3 consecutive years among all EAP-eligible (N ϭ 3,448) employees in all locations of a large national Canadian retail store. Patterns of usage were examined by gender and age with a clearly defined EAP utilization statistic. Most frequently, the reasons for help seeking were personal issues, marital/family problems, and (a distant third) work-related issues. Longitudinal hierarchical linear modeling (HLM) was used to examine the differences in yearly absentee hours between EAP users versus non-EAP users. The results showed that EAP users generally had higher rates of absenteeism than nonusers during the year in which EAP was used but (with some exceptions) did not differ from the non-EAP user groups in the year(s) before and after treatment. Implications for consulting psychology are suggested.

show abstract

“…Azzone et al (2009) suggested that higher rates of utilization require a strong ongoing campaign of promotion and regular worksite activities.…”

Section: Discussionmentioning

confidence: 98%

Employee Assistance Programs in Australia: Evaluating Success

Compton

McManus

2015

Journal of Workplace Behavioral Health

View full text Add to dashboard Cite

Workplace Stress, Organizational Factors and EAP Utilization

Cited by 47 publications

References 28 publications

EAP Service Use in a Managed Behavioral Health Care Organization: From the Employee Perspective

EAP Service Use in a Managed Behavioral Health Care Organization: From the Employee Perspective

EAP utilization patterns and employee absenteeism: Results of an empirical, 3-year longitudinal study in a national Canadian retail corporation.

Employee Assistance Programs in Australia: Evaluating Success

Contact Info

Product

Resources

About