• EAP Outcomes, Critical Incident Effectiveness Measures and EAP Product Extension

      DeLapp, Gregory P.; Sharar, David A., 1961-; Attridge, Mark; Veder, Barb; Antonissen, Dirk (2018-10-12)
      KEYNOTE ADDRESS. During this moderated panel-session we will examine the value of our industry working towards a set of globally standardized workplace evaluation tools, including the Workplace Outcome Suite (WOS), the recently validated version of the WOS for workplace critical incident response - The Critical Incident Outcome Measure (CIOM), and a new organizational level measure of the effectiveness of EAP supports to workplace - the Short Inventory of Stress and Well-being tool from Europe. Additionally, this session will address the rationales for designing and incorporating these tools into your books of business.
    • The function of spirituality in addressing the stress of work

      Csiernik, Rick; Adams, David W. (David Walter), 1942- (Employee Assistance Quarterly, 2002-06-02)
      This study of 154 helping professionals from seven different work environments employed five different measures to examine the impact of stress on spirituality and of spirituality on ameliorating workplace stress. Social workers and nurses reported that their workplaces were the most stressful while clergy and those working in pastoral care reported the least amount of workplace stress. Those working in funeral homes and churches reported the greatest negative impact on their spirituality by the stress of their work. It was also discovered that the greater the score on the JAREL spirituality scale the more likely respondents were to report that their workplaces had a more positive emotional climate and produced less stress. Overall, it appeared that for this non-random sample, spirituality contributed to wellness and assisted in counteracting workplace stress.
    • Mindfulness & Stress

      Perspectives Ltd. (2015)
      What are your top priorities? When asked this question, it's rare to hear someone mention themselves in their top 5. Of course this is no surprise given the value that society places on family, careers and putting others before oneself. However, if we take a minute to think about this, what value are we to our employer, those we care about, those we serve or our career objectives, if we’re dead? Okay, ‘being dead’ may be an extreme example, but the point is made.
    • Supporting New Workers in a Child Welfare Agency: An Exploratory Study

      Csiernik, Rick; Smith, Carrie; Dewar, Jennifer; Dromgole, Laura; O'Neill, Arlene (Taylor and Francis, 2010-08-05)
      It takes upwards of two years for a child protection worker to fully develop the necessary knowledge, skills, abilities and dispositions to work independently. Previous studies have shown child protection workers have high levels of stress and it is not uncommon for turn over rates to be high in child welfare. One factor that has been purported to mediate workplace stress is social support provided by peers and more experienced colleagues. This led the Children’s Aid Society of London and Middlesex to develop a social support group for new child protection workers. Thirteen of twenty child protection workers hired between April and August 2008 participated in an eight session social support group that ran over six months and was led by two senior non-supervisory workers. Topics discussed included preparing and interacting in the court room, healthy stress management, managing work/home life, positive interactions/interventions, self care, staff interactions and effective use of supervision. During the course of the study participants reported experiencing a range of stressful critical incidents inside and outside of work including perceptions of being verbally harassed and threatened that in turn led to a range of psychosocial issues which affected their wellness. Participants reported a small though statistically insignificant decrease in hopefulness and social supports over the course of the study. However, they also indicated that the new worker support group was a valuable additional resource to the social supports they used to deal with the workplace generated stress they experienced.
    • Tips for EAPs Working With Law Enforcement

      Rascati, James N. (WriteitRight, 2021-06)
      Law enforcement has long been a challenging and stressful occupation that has come under immense pressure due to civil unrest stemming from recent police shootings and related events. James Rascati, MSW, LCSW, is the Director of Organizational Services at Behavioral Health Consultants, LLC, which provides EAP services for 145 organizations including 54 police and 28 fire departments. Employee Assistance Report (EAR) had the opportunity to speak with Jim about the challenges facing EAPs who count municipal unions (including police officers and firefighters) among their clients. The resulting piece is the Q & A from that interview.
    • Workplace stress, organizational factors and EAP utilization

      Azzone, Vanessa; McCann, Bernard A.; Merrick, Elizabeth S. Levy; Hodgkin, Dominic; Horgan, Constance M.; Hiatt, Deirdre (Taylor and Francis, 2009-06-01)
      This study examined relationships between workplace stress, organizational factors and use of EAP counseling services delivered by network providers in a large, privately-insured population.Claims data were linked to measures of workplace stress, focus on wellness/prevention, EAP promotion, and EAP activities for health care plan enrollees from 26 employers. The association of external environment and work organization variables with use of EAP counseling services was examined. Higher levels of EAP promotion and worksite activities were associated with greater likelihood of service use. Greater focus on wellness/prevention and unusual and significant stress were associated with lower likelihood of service use. Results provide stakeholders with insights on approaches to increasing utilization of EAP services.