• The Business Value of EAP: A Conceptual Model

      Attridge, Mark; Amaral, Thomas M., 1952-; Bjornson, Tom; Goplerud, Eric N.; Herlihy, Patricia A.; McPherson, Tracy L.; Paul, Rich; Routledge, Sandra; Sharar, David A., 1961-; Stephenson, Diane; et al. (Employee Assistance Society of North America, 2010-05)
      This Research Note describes how to conceptualize the different ways that employee assistance services provide business value to an organization. The model features three major categories or levels of value: Workplace Performance Value – which has cost savings from employee productivity, absence and other human capital areas; Benefit Cost Value – which has cost savings from health care, disability and other employee benefits; and Organizational Value – which has cost savings from risk management and improved organizational development.
    • EAP ROI Calculator© - Conceptual Approach and Default Data Inputs: Research Review Appendix

      Attridge, Mark; Servizio, Lou; Sharar, David A., 1961- (Chestnut Global Partners & Disease Management Strategy Group, 2015)
    • Employee Work Engagement: Best Practices for Employers - The Issue and Why it is Important to Business

      Attridge, Mark (Partnership for Workplace Mental Health/American Psychiatric Association Foundation, 2009-06)
      Literature review of employee work engagement and recommendations for best practices for employers. Only one in every five workers is highly engaged in their work. Increased employee engagement in work results in better employee productivity and loyalty. Companies with high employee engagement outperform low engagement companies in many areas of business success. Engagement can be improved by using more positive supervisory communication styles, offering workplace mental health services to employees, and by larger organizational-level changes. The experiences of AAA of Northern California, Nevada and Utah, Molson Coors, and Pitney Bowes provide relevant employer case examples.