• 2007 Workplace SBI Survey Report: An Assessment of Employer Practices & Vendor Products & Services

      Goplerud, Eric N.; McPherson, Tracy L. (Washington, DC.:George Washington Medical Center, 2008-07)
    • Best Practices in Customer Reporting to Demonstrate Value and Impact for EAP Services

      Attridge, Mark (2019-03-07)
      A 90-minute invited presentation on applied best practices for external providers of EAP services. Focus on three areas: Classic conceptual model for customer reporting on EAP value; What should be In customer reporting in current business marketplace; and New trends for EAP in behavioral health risk management.
    • Comparing Improvement After EAP Counseling for Different Outcomes and Clinical Context Factors in Over 16,000 EAP Cases Worldwide

      Attridge, Mark; DeLapp, Gregory P.; Herlihy, Patricia A.; Ihnes, Pamela; Jacquart, Mike; Lennox, Richard; London, Marina; Servizio, Lou; Sharar, David A., 1961- (2017-09-15)
      The Workplace Outcome Suite (WOS) is an easy-to-administer tool developed by Chestnut Global Partners (CGP) Division of Commercial Science. It uses a short, precise, and easy-to-administer survey that collects EAP specific outcome data both before (pre – at start of the counseling) and after (post – usually after 3 months) EAP services. Thus, the WOS is a measure of change that examines five key aspects of workplace functioning: absenteeism, presenteeism, work engagement, workplace distress, and life satisfaction. The WOS is currently the only publicly available, free instrument that has been psychometrically validated and tested for use in EAP settings. See the 2016 WOS Report for a discussion of how it is administered, basic calculation methods for change over time, and the history of the development of the full 25-item, 9-item and brief 5-item versions.
    • Counselor Attitudes toward the Use of Motivational Incentives in Addiction Treatment

      Ducharme, Lori; Knudsen, Hannah K.; Abraham, Amanda J.; Roman, Paul M. (2010)
      Counselor attitudes toward evidence-based practices, such as motivational incentives/contingency management (MI/CM), are important in bridging the gap between research and practice. Mailed surveys from 1,959 substance abuse treatment counselors showed ambivalence toward MI/CM and strong disagreement with using monetary rewards for achievement of treatment goals. Attitudes were associated with counselors’ educational attainment, a 12-step treatment ideology, affiliation with NIDA’s Clinical Trials Network, and working in opioid treatment programs. Exposure to MI/CM via training was more strongly associated with attitudes when counselors worked in programs that had adopted MI/CM. While there is substantial resistance to MI/CM, dissemination and training about the essential elements of MI/CM may enhance counselors’ receptivity toward this intervention.
    • EAP and COVID-19: Impact of COVID Lockdown in Spain & Latin America

      Lardani, Andrea; Sanchez-Escobar, Elena (EAPA, 2021-01)
      The COVID-19 pandemic has demanded that employee assistance professionals deal with abrupt changes in the workplace, differences that may include the experiencing and managing of new emotions. What is the psychological impact of a worldwide lockdown on workers? How are they coping with remote work? What do they need from their employers? Are there differences between Spanish and Latin-American responses? Our organizations collected and analyzed 693 questionnaires to answer these very questions. This article will present key results analysis as well as discuss how EAPs are responding to this unprecedented time. One point is clear: EAPs need to show companies that well-being policies are more important than ever.
    • Evolution of EAP: Historical Changes Over 30 Years and What Purchasers Want Today From Employee Assistance Vendors

      Attridge, Mark (2018-08-08)
      This slide presentation shares the results of a survey study conducted in 2018. It asked about three issues: 1) How the employee assistance program industry has changed over the past 30 years? - 2) What is important to purchasers of EAP today for buying services in general - and 3) Why employers decide to purchase one EAP over other EAPs? Data is from 155 senior level professionals with average of 23 years experience in EAP field.
    • Future Trends in Organizational Risk Management: Survey Results and Implications for EAPs in Europe

      Attridge, Mark (2017-06-16)
      This presentation examines the research literature to identify trends in evidence-based best practices that employee assistance providers (EAPs) can use to better manage the behavioral health risks of the organizations they serve. There are six themes: 1. Risk Prevalence in Workplace; 2. Risk Cost Burden to Employers; 3. Risk Prevention by EAP; 4. Risk Identification by EAP; 5. Risk Reduction After Use of EAP; and 6. Reduction in Cost Burden (ROI for EAP). Today we will use a presentation format of: a) Key research facts from literature; b) Findings from our 2017 survey of 48 EAPs; and c) Discussion and comments.
    • Impact of Terrorist Attacks on Use of Critical Incident Stress Management Services

      Attridge, Mark; Parker, Marcie; Bergmark, Edward (2002-06)
      Critical incident stress management (CISM) services can help employees cope with traumatic workplace events. National data from an employee assistance provider (Optum), shows a dramtic increase in use of CISMs after the 9/11/2001 terrorist attacks on America. Also, results of evaluation surveys collected nationwide and reflecting the workplace experiences following 135 CISM events found that managers highly valued these crisis response services. A five-item evaluation measure is presented for CISM services from EAPs.
    • Impact of Traumatic Events and Organizational Response: A Study of Bank Robberies

      Miller-Burke, Jude; Attridge, Mark (1998-08-01)
      This study explored how experiencing a traumatic event in the workplace affects employees’ physical health, mental health, personal functioning, and work performance. Post-event use of health care services and the effectiveness of critical incident stress debriefing (CISD) sessions and other coping interventions were also examined. A retrospective self-report methodology and mailed survey were used with 141 employees of 42 different banks that had been recently robbed. The results found that most employees had multiple negative consequences from experiencing a bank robbery. Psychological, physical, work, and personal areas all were affected by the robbery. CISD interventions delivered post-robbery were rated as helpful by 78% of employees who attended. Implications for employers, providers and organizational policy are discussed.
    • International Survey of EAP And Work/Life Vendors

      Herlihy, Patricia A.; Attridge, Mark; Turner, Sandra P. (2003-02-26)
    • Measuring Mind, Body, Work, and Life Concerns: Development of the LifeScale20 Survey

      Attridge, Mark (2000-06)
      Applied health psychology practitioners have been using the biopsychosocial model when addressing health and well-being issues (Taylor, 1995). A prominent aspect of this model is the role of work and personal life issues as drivers of mental and physical health. Preventive health programs using this holistic approach can help with these issues, preferably before they become severe. The goal of this project was to create a short and easy to use scale that assessed four major conceptual areas (mind, body, work, daily life) of life functioning and to provide normative data for scoring and comparison of individual respondents. 20-item self-report survey instrument is introduced. Based on the biopsychosocial model of health, the Optum LifeScore20 Scale assesses one’s concerns with mind, body, work and life domains.The majority of items assess the level of concern/severity of life issues. The specific issues were derived from on an analysis of the most common reasons given for use of a national 24-hour telephonic service (Optum®). This service provides employee assistance-type counseling, health information from nurses and daily life management resources to over a million people a year. National normative scoring data (N = 1,021) is provided. Scale correlations with demographic and validity factors are also presented. The measures had weak or non-significant associations with demographic factors. This study presents a new self-report instrument, national norms for scoring and initial evidence for both convergent and discriminant forms of measurement validity.
    • Mergers & Acquisitions: A Negelected Area of EAP Literature

      Granberry, Stanford Wayne, 1953-; Bozzelli, Richard L.; Burke, John J., M.A. (Employee Assistance Professionals Association, 2013-06)
      Although mergers & acquisitions of EAP companies have been a key strategic option since the 1980s, not much in the EAP literature has been published on the subject.
    • Motivation for the Use of an On-Line EAP and Work/Life Product

      Masi, Dale A.; Back-Tamburo, Melissa (2002-04)
    • Outcomes of Educational Interventions for Employee Stress: A Longitudinal Controlled Study

      Attridge, Mark; Keiser, Kari; Lapp, Joni (1999-08-01)
      This two-group three-wave longitudinal study assessed the impact of health promotion interventions on stress and work performance of employees. Survey data were collected during a one year period from staff at public high schools in Minnesota (total N = 208). One school was the treatment site, which received monthly psychosocial educational interventions from the EAP, and two other schools were control sites. Statistical tests demonstrated that the delivery of multiple, brief, educational interventions appeared to have a small but positive impact on reducing overall stress level, increasing utilization of employee assistance program counseling services, and improving job performance and absenteeism.
    • Pareto Group Instability and the Prediction of Health Care Claims Costs

      Attridge, Mark (1998)
      As the cost of health care has increased so have efforts to control costs. An assumption underlying many of these efforts is that health care costs can be predicted. A corollary assumption is that if costs can be predicted, then they can be managed. One fact used to support this approach is that a small group of people typically do create the vast majority of health care costs. The 20/80 rule indicates that within a given population, 20% of the people create 80% of the costs for a year period, with this high-cost subpopulation being called the “pareto group.” If one could predict who the pareto group will be, then the task of managing costs could be directed toward this smaller group rather than to all people in a health care system. This study investigated the stability of heath care costs using a methodology featuring a two-year longitudinal design, stratified random sampling, a large sample size (N = 974), claims system data and self-report survey data, and statistical testing. The typical “regression to the mean” effect was observed, as extreme cases (both high cost and low cost) moved toward the middle during the next year. Almost two-thirds of cases changed their claims cost group status from one year to the next year. The “pareto” group (top 20% of costs in the past year) was the most unstable, with less than 4% still classified at the same highest-cost level the following year. The most striking finding was that 92% of future claims costs could not be predicted, even when using past claims costs and relevant survey data on age, sex, health care visits and psycho-social concerns. Cost control implications of prevention, health promotion, and demand management services (such as employee assistance program counseling and education) are discussed.
    • Private Online Tutoring for Working Families: Literature Review and Employer Case Study

      Attridge, Mark; Miller, Kenneth (2014)
      This Note begins with a summary of key points from a recent white paper that reviews the research literature on offering private educational tutoring as a corporate benefit for employees and their family members. We describe what motivates employers to offer it as a benefit, the nature of the service, and the modern online delivery context. We then present highlights of a 2014 survey of 345 employees from a Fortune 100 company, all of which had one or more of their children as users of an online private tutoring service during the past year. Results are presented concerning a profile of the users, effects of service use on user scholastic outcomes, and the impact of family use of tutoring on workplace outcomes for the employee/parent (recruitment, absenteeism, presenteeism, and retention) and their general attitudes toward the company culture. This research suggests that private tutoring is highly valued by employee users and deserves further consideration as a new kind of benefit to augment the existing suite of EAP and Work-Life services.