• Answering 10 Questions: EAP Reports Should Answer 10 Basic Questions that Drive Purchaser Expectations About the Value of Employee Assistance Services.

      Attridge, Mark (Employee Assistance Professionals Association (EAPA), 2007-07)
      Strategic discussion of best practices in collecting data, conducting analyses and presenting results of annual utilization for employer customers of employee assistance program services.
    • Breastfeeding & Work in Latin America. Is there a role for EAPs?

      Lardani, Andrea (International Employee Assistance Professional Association, 2019)
      Breastfeeding is beneficial to the health of both women and infants. According to the World Health Organization (WHO) women who breastfeed have longer intervals between births and, as a result, a lower risk of maternal morbidity and mortality, as well as lower rates of breast cancer rates before menopause and potentially lower risks of ovarian cancer, osteoporosis and coronary heart disease. One of the principal barriers to breastfeeding is returning to work. The article provides Latin American evidence about this issue and how EAPs may provide support to women who wish to continue lactation after maternity leave.
    • Business Resilience Arrives: The Wellbeing Market Matures

      Bersin, Josh, 1956- (The Josh Bersin Company, 2022-01-01)
      This report, prepared by Josh Bersin and with MeQuilibrium, provides an overview of data collected at workplaces to summarize how employers have responded to employee stress over the years. In addition to providing definitions of resilience as a strategy as compared to a program, this report provides case studies of companies who are working to build resilience throughout their workforce.
    • Chestnut's Addiction Archives Offer Most Diverse History Of The Disease

      Cullen, Mary, M.P.A. (WGLT Illinois State University, 2019-05-30)
    • Designing an Organizational Profile to Inform Leadership of Employee Well-being

      Williams, Donjanea Fletcher; Chen-Bowers, Naomi; Lankford, Tina; Wolff, Marilyn Batan (Employee Assistance Society of North America, 2019-04)
      A vast amount of research indicates workplace wellness programs value monetized business outcomes such as costs related to healthcare and productivity. However, some scientists now recommend that employers measure outcomes that are indirectly related to monetary value, including the culture of workplace well-being. These outcomes include measurements of general employee health, health-friendly work environments and employee engagement. This paper discusses how to effectively develop a wellness profile that highlights key health and well-being metrics that are indirectly and directly related to business outcomes. This tool, the Organizational Well-being Profile, can be utilized to communicate important health outcomes around workplace culture to organizational leaders. Please note the findings and conclusions in this report are those of the author(s) and do not necessarily represent the views of the Centers for Disease Control and Prevention.
    • EAP and COVID-19: The Four PIllars of New Retirement

      Dychtwald, Ken, 1950- (Edward Jones, 2020)
    • EAP Impact on Work, Stress and Health: National Data 1999-2002

      Attridge, Mark (2003-03)
      This project brings together applied naturalistic research data to assess the impact of employee assistance program (EAP) services on employee work, stress, and health. Clinical and follow-up self-report survey data from one EAP company (Optum®) is analyzed representing four large national samples (N > 1000 cases randomly selected each year for 1999, 2000, 2001 and 2002). Results show that the majority of EAP clients report improvements in their work productivity and avoided absenteeism, stress, overall health and well-being and daily functioning after use of the service. The findings are found consistently in each year’s data and thus provide replication of results. Financial estimates of workplace outcomes are provided.
    • EAPs in the Health 2.0 World

      Burke, John J., M.A.; Taylor, Chuck (2016-03-10)
    • Employee Assistance Program Outcomes Similar for Counselor (Phone and In-person) and Legal/Finance Consultation Clients

      Attridge, Mark (2002-06)
      Outcomes of employee assistance program (EAP) clients were compared between three commonly used services: (1) telephone counselors, (2) in-person counselors and (3) legal/financial consultants. Tests of follow-up survey data (N = 3,200) from a national EAP provider (Optum) showed high levels of health and workplace outcomes for all three study groups. Measures included the EAP users's self-reported levels of following the care plan, clinical effectiveness, client satisfaction, and improvements in stress, health and well-being, work productivity and work absence.
    • Health, Wellness and Productivity: Best Practice Requires EAP Involvement

      Beidel, Bernard E.; Brennan, Kristine N. (Employee Assistance Employee Association, 2005-11)
      As the employer assistance field has evolved over the years and employee and member assistance programs have become better integrated into their respective work organizations, the challenge of finding the right interface between the EAP, the health and wellness of the workforce and the work organization has been at times controversial, while at other times it has contributed to profound programmatic innovations.
    • 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.
    • Integration Insights Column #6: EAP Integration with Disability Case Management

      Attridge, Mark (Employee Assistance Professionals Association (EAPA), 2016-04-01)
      This column addresses the integration of employee assistance programs (EAPs) with other workplace services. This particular issue focuses on how EAPs can collaborate with other departments as well as external benefits providers to help employees get back to work sooner and more effectively after being out on a health-related disability insurance claim.
    • Integration Insights Column #7: Implications of Pricing for EAP Integration and ROI

      Attridge, Mark (Employee Assistance Professionals Association (EAPA), 2017-01-01)
      This article explores the implications of a financial budget devoted to EAP services and how it either promotes or limits, the opportunities for creating effective partnerships and key integration. I summarize key points from my EAP Talks keynote presentation on the Organizational Health Map conceptual model at EAPA’s 2016 World EAP Conference in Chicago.
    • Integration Insights Column #9: EAPs and the HERO Best Practices Scorecard

      Attridge, Mark (Employee Assistance Professional Association (EAPA), 2018-01)
      This column reviews an assessment tool that is being used by leading employers to benchmark strategic initiatives in order to promote organizational health and employee well-being. EAPs should take advantage of this free tool to strengthen their role as behavioral health and risk management consultants.
    • The Many Ways EAPs Support Love: A Research Review

      Attridge, Mark (Employee Assistance European Forum, 2019-06-14)
      Love has been the focus of social science research for several decades. Highlights of this scholarly literature are presented on topics of romantic love, love and health, the dark side of love, longing for love (loneliness), love and family, loving your co-worker, loving your work, and loving your workplace. Industry data is also used to demonstrate how EAPs support each of these aspects of love.
    • 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.
    • Parity of Mental Health and Substance Use Benefits with Other Benefits: Using Your Employer-Sponsored Health Plan to Cover Services

      United States. Substance Abuse and Mental Health Services Administration (United States. Substance Abuse and Mental Health Services Administration, 2016)
    • Presenteeism and Health: Exploring the Link Between Employee Productivity and Common Physical and Mental Health Issues

      Attridge, Mark; Rosenberg, Tomas; Otis, Jim; Lynch, Wendy, Ph.D.; Riedel, John, M.P.H., M.B.A.; Sullivan, Sean, J.D. (Institute for Health and Productivity Management, 2001-03)
      This study explored how health issues impact self-reported employee productivity. Survey and clinical archival data were obtained from national samples of employees who had voluntarily used a telephonic nurse information service (N = 4,789) or a telephonic behavioral counseling service (N = 1,050; both services by Optum from year 1999). A typical employer can have about 1 in every 10 employees use these kinds of health services in a one-year period. The results indicated that employees were about 30 percent less productive when first calling for assistance with health issues than after they had used the services. The results of regression analyses showed that productivity level at the time of first use of the health service could not be predicted to a useful extent from available demographic and clinical measures. The majority of employees reported positive health improvements (daily activities, stress, and overall well-being) after using the services. These health improvements were positively correlated with self-reported productivity gains. The bottom-line impact for employers is that these kinds of health issues are common and they involve significantly lower productivity during the health episode.