Recent Submissions

  • Journal of Employee Assistance 2016

    Arlington, VA: Employee Assistance Professionals Association, 2016
  • Journal of Employee Assistance 2015

    Arlington, VA: Employee Assistance Professionals Association, 2015
  • Journal of Employee Assistance 2014

    Arlington, VA: Employee Assistance Professionals Association, 2014
  • Journal of Employee Assistance 2013

    Arlington, VA: Employee Assistance Professionals Association, 2013
  • Journal of Employee Assistance 2012

    Arlington, VA: Employee Assistance Professionals Association, 2012
  • EAP as Behavioral Health Risk Management for Organizations: Global Survey Results for Industry Benchmarks

    Attridge, Mark (Attridge Consulting Inc., 2019-03)
    Summary of recent research on how full-service employee assistance programs can support organizational goals for managing the behavioral risk of the employee workforce. Integration of the EAP into other employee benefits programs and sharing relevant risk and case management data is recommended along with cost analysis reporting.
  • Global Occupational Health Service Professionals Network 1:no.1 (Fall 2022)

    Maiden, R. Paul; Maiden, Anschion E. (Global Occupational Health Service Professionals Network, 2022-11-01)
    This is the first volume and issue of a new global newsletter titled, "Global Occupational Health Service Professionals Network" and published by Dr. R. Paul Maiden and Anschion Maiden. The newsletter will focus on networking, information sharing and communication for subscribers around the world who are interested in occupational social work and human services.
  • Making the Business Case for EAPs

    Attridge, Mark (2003-03)
    This presentation provides a conceptual model, supported by research, of how employee assistance providers can most effectively demonstrate their business value to purchasers. A conceptual framework is introduced that identifies health care cost savings, employee job performance, and organizational consulting/risk management as the three general areas of business value generated by EAPs. Results from 30 years of EA research are reviewed and applied to each area. Use of the Core Technology of EAP is a focus of the model. Strategy and implications are noted for improvements in promotion, clinical service delivery, measurement and reporting on employee assistance to customers. A handout will be provided that offers an annotated listing of key research articles and resources for making the business case for EAPs.
  • The U.S. Surgeon General's Framework for Workplace Mental Health & Well-Being

    Office of the Surgeon General (2022-10-21)
    Written Document on Workplace Well-Being. "We can build workplaces that are engines of well-being, showing workers that they matter, that their work matters, and that they have the workplace resources and support necessary to flourish. This 30-page Surgeon General’s Framework for Workplace Mental Health and Well-Being offers a foundation that workplaces can build upon." See the full document PDF to learn more.
  • EAPs and the Delivery of Alcohol and Drug Services: Results of the EAPA/Join Together 2003 Survey of 873 EAPA members

    Attridge, Mark (2003-11)
    Results of a survey in 2003 of 873 members of the Employee Assistance Professionals Association (EAPA) conducted in collaboration with Join Together (substance abuse advocacy organization). We had a 30% response rate for participants. Results are shown for the percentage of EAPs that do assessments, treatment (direct or referrals), and clinical follow-up for alcohol and drug problems among employee populations. Also, present estimated future trends for the next five years.
  • Communicating EAP Business Value: Successful Strategies for Measurement, Reporting, and Presentations

    Amaral, Thomas M., 1952-; Attridge, Mark (2004-11)
    Summary of recent research on how to make the business case for EAP services. A conceptual model with three components. Strategies to measure value. Communicating value of EAPs.
  • Making the Business Case for EAPs and Work/Life

    Attridge, Mark (2004-01)
    Presentation on review applied research for EAP counseling and work/life services in areas of organizational support, health care claims, and workplace absenteeism and productivity (human capital). Case examples from Optum EAP research.
  • Making the Business Case for EAPs and Work/Life: A Research Review and Workshop

    Attridge, Mark; Gornick, Mary Ellen (2003-11)
    Plenary presentation and workshop for EAPA conference. Review of applied research on outcomes and ROI cost-savings for EAP counseling and for work/life benefits for employees.
  • Making the business case for EAPs with the core technology

    Attridge, Mark; Amaral, Thomas M., 1952- (2002-10)
    This presentation provides an overview of research that demonstrates how the core technology can make the business case for EAPs. A conceptual framework will be described that identifies areas of business value relevant to employee assistance services. Insights from consulting experience and key studies on EAP outcomes, cost-benefit, and best practices are reviewed. Case studies and interactive discussions will show participants how they can apply these research findings to their own best practices. This talk builds on last year’s presentation to examine which aspects of the EA Core Technology are supported by research. Delivered by the current chair of the EAPA Research Committee (Dr. Attridge) and an EAP research expert (Dr. Amaral), this presentation addresses one of the EAPA Strategic Plan goals, to disseminate research on EA.
  • Measuring Employee Productivity, Presenteeism and Absenteeism: Implications for EAP Outcomes Research

    Attridge, Mark (2004-11)
    Summary of 2003 research study bu Optum EAP on normative non-user of EAP and EAP counseling cases compared on levels of self-reported work absenteeism, presenteeism and productivity.
  • Expanding Business Value Through EAP Partnerships: A Review of Research and Best Practices

    Amaral, Thomas M., 1952-; Attridge, Mark (2005-05-07)
    Summary of a conceptual model for the business value of EAP partnerships and collaborations. The model, which has been developed by the authors over the past three years, identifies three primary areas of value associated with an EAP’s partnership activities: (1) Human capital management gains, (2) health benefits claims savings, and (3) organizational impacts. Human capital management gains are based on savings from avoided employee absenteeism, productivity, and turnover costs. Health benefits claims savings are derived from reductions in mental health and medical claims, short-term disability claims, and workers’ compensation costs. Organizational outcomes derive most of their value at the work group level and from savings associated with managerial consultation and risk management/prevention activities. The research and best practices associated with an EAP’s value within each of these three areas will be discussed for specific current and emerging partnership activities. Collaboration areas discussed will include: The role of EAPs in disease management; partnering between EAPs and health risk appraisal organizations; integration of EAPs and work/life programs; partnering between EAPs and disability management; and the role of EAPs in corporate health and productivity initiatives. This presentation builds on the authors’ recent work, which has focused largely on an EAP’s direct business-value impacts, by examining how an EAP can provide additional benefits for an organization by applying its unique set of core practices and areas of expertise to assist other workplace departments and HR initiatives. The presenters will argue that by expanding the vision of what an EAP has to offer through partnerships and collaborations, it can significantly enhance its business value to an organization.
  • Measurement, Measurement, Measurement

    Herlihy, Patricia A. (2022-10-09)
    Over the last decade there has been increasing requests for reliable instruments that measure the effectiveness of EAP services in general as well as specific assistance such as Critical Incident Response. Dave Sharar and his research team developed the Workplace Outcome Suite (WOS) in 2009 which has become one of the most widely used assessment tools in the field. Then in 2015, Sharar’s team developed the Critical Incident Outcome Measurement (CIOM) to effectively assess CIR offerings. The current area of scrutiny in the workplace revolves around the concept of diversity. Although there have been programs that addressed these issues since the early 1990s, the current racial justice issues of equality and inclusion have sparked renewed attention of organizations looking to evaluate how their work environments measure up. Dr Sharar’s research team has recently developed a statistically validated Workplace Inclusion Scale (WIS). The scale was designed to provide employees with a quick and easy way to provide their perceptions and impressions of how their organizations are implementing such programs. The results provide EAPs and DEI professionals the pulse of employees when evaluating workplace climate and the success of diversity and equity initiatives. Currently there are no known measures of workplace inclusion in the public domain, peer review published, and most importantly, distinctively short and easy to understand and complete. The Workplace Inclusion Scale (WIS) fits this niche. This presentation will introduce this new tool to the EAP audience and explore its possible applications to the myriad of services offered in this field.
  • Expanding EAP Business Value Through Strategic Partnerships: A Review of Research and Best Practices

    Amaral, Thomas M., 1952-; Attridge, Mark (2005-10-17)
    Summary of a conceptual model for the business value (ROI) for EAP services. Three components in the model of human capital cost savings, health care cost savings, and organizational cost savings. Research evidence is presented and employer case examples. References List.

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