The rapid growth of employee assistance Programmes (EAPs) has not been matched by the accompanying research base of their efficacy. Given the inconsistent information relating to the effectiveness of EAPs in enhancing employee and organizational outcomes, the present review systematically appraised available evidence from organizational psychology and business databases and grey literature sources. A total of 17 studies examining the impact of EAPs, met the inclusion criteria. These were mostly from North America and utilized quantitative methodology and pre- and post-intervention designs. The majority of studies focused on EAPs offered by external providers and the counselling service, with the most common limitations being discrepancies in variable definitions and an absent comparable control group. Overall, this review found that utilizing EAPs enhanced employee outcomes, specifically improving levels of presenteeism and functioning. Absenteeism was most commonly investigated but produced mixed results.

Jason Isbell Sirens Of The Ditch Zip. Using existing employee assistance program case files to demonstrate outcomes. Journal of Workplace Behavioral Health, 26(1), 44-58. M., & Attridge, M. Employee Assistance Programs (EAPs): An allied profession for work/life. Work and Family Encyclopedia. Sloan Work and Family Research. Sep 15, 2011. Institute for Behavioral Health. Employee Assistance Programs. “The work organization's resource that utilizes specific core technologies to. Abbreviated, from EAPA (2010), which built on and modified Roman & Blum Core Technology (1985). Work-life including resource assistance, e.g. Mar 31, 2015. The study was conducted in 2010, 2011, and 2012 and was based on a range of organizations with a total of approximately 50,500 employees who are in receipt of EAP services, from providers who are members of the Employee Assistance Professional Association of Australasia. The results concluded. According to the EAP Association (EAPA), EAPs are defined as a “worksite-based program designed to assist: (a) work organizations in addressing productivity issues, and (b). EAPs can offer employees a way of accessing professional support to communicate, process and work through personal and work related issues.

Presenteeism demonstrated a stronger effect size and greater improvement than absenteeism, suggesting presenteeism as a better variable for assessing EAP effectiveness. This review clarified parameters of existing evidence and highlighted the narrow range of measures used to date, omitting important constructs such as health and well-being and productivity. A broader evaluation capturing a wider range of variables is urgently needed.

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