Now showing items 1-20 of 1174

    • Feasibility of Brief Screening for At-Risk Gambling In Consumer Credit Counseling

      Sacco, Paul; Jacobson Frey, Jodi; Callahan, Christine, Ph.D.; Hochheimer, Martin; Imboden, Rachel; Hyde, Devon (Springer, 2019-02-19)
      Gambling disorder and problem gambling often lead to major suffering in the form of mental health problems, interpersonal conflict, and financial crises. One potential setting for detecting at-risk gambling is credit counseling as gambling problems may manifest themselves in the form of financial distress and bankruptcy. Research studies have not considered those seeking credit counseling as individuals at risk for gambling problems even though gambling may contribute to financial distress. Therefore, the current study sought to quantify the prevalence of at-risk gambling in credit counseling compared with national estimates, to compare at-risk gamblers in this population to lower risk individuals, and to assess the feasibility of gambling screening in these settings. Using a mixed methods approach, the current study found that almost 20% of callers to a national agency reported gambling behavior, and among those who gambled, they reported higher rates of problems related to gambling than the broader U.S. population, thus supporting the idea that screening in credit counseling may help identify those at risk. Low risk gamblers were slightly younger than non-gamblers, but no other differences in sociodemographic and financial status variables were found based on gambling risk status. Results from focus groups and individual interviews suggest that credit counselors and program administrators see the benefit to brief screening within their intake and counseling processes. Our findings suggest that gambling screening is feasible in consumer credit counseling and may be acceptable to staff and administrators at these agencies.
    • Employee Assistance Report 2020

      Iola, WI : Write it Right LLC, 2020
    • EAP Treatment Stigma as a Barrier to Employee Help-Seeking: Predictors and Validation of a Brief Scale for its Measurement.

      Milot, Marc (Employee Assistance Society of North America, 2019-11)
      Research has consistently shown that perceptions of stigma in relation to receiving professional psychological help can be a barrier to the seeking of mental health services. Very few systematic investigations on stigma in relation to receiving help from EAP counseling services have however been conducted. This article reports on validation analyses conducted for the Brief EAP Treatment Stigma Scale (BETSS-4), an instrument designed to measure an individual’s perception of stigma in relation to receiving help from EAP counseling services. The study also investigated predictors of EAP treatment stigma as assessed by the scale in a large sample of Canadian workers (N=1001). The validation analyses indicated that the BETSS-4 has high reliability and validity and is suitable for the assessment of perceptions of EAP treatment stigma in working populations. A notable proportion of the Canadian workers reported perceptions of EAP treatment stigma and higher scores on the BETSS-4 predicted a lower self-reported likelihood of accessing EAP counseling services in the event of personal problems. A number of independent demographic, occupational and psychological predictors of the degree of EAP treatment stigma were identified by multiple regression analyses. The BETSS-4 may be used by EAP practitioners, researchers, and evaluators interested in EAP treatment stigma, its determinants, as well as its association with EAP utilization rates. Greater understanding of EAP-related stigma may help employers and EAP providers develop strategies and interventions aimed at breaking down this barrier and attaining utilization rates unhindered by worker perceptions about help-seeking.
    • Preventing Suicide in the Workplace: New Guidelines, Recommendations Issued

      Jacobson Frey, Jodi; Spencer-Thomas, Sally; Mosby, Amanda (Employee Assistance Professionals Association, 2019)
    • The Almacan 1986

      Reston, VA: Association of Labor-Management Administrators and Consultants on Alcoholism, Inc., 1986
    • The Almacan 1984

      Reston, VA: Association of Labor-Management Administrators and Consultants on Alcoholism, Inc., 1984
    • The Almacan 1977

      Reston, VA: Association of Labor-Management Administrators and Consultants on Alcoholism, Inc., 1977
    • Creating Legacy in EAP Business: The South African Approach Towards Employee Assistance

      Terblanche, Lourie S. (Employee Assistance Professionals Association - South Africa Branch, 2018)
      This book is a product of the first research project regarding the historical formation and evolution of EAPA-SA conducted by Prof L. S. Terblanche of the University of Pretoria on behalf of EAPA-SA. While many publications have been written about EAPA-SA, this book pays particular attention to the undocumented history about EAP in South Africa. It gives EAPA-SA Board and its members an unprecedented opportunity to tell their story. Moving towards the 20th Anniversary of our foundation, the need increases to order and enhance our identity, historical and current, making it available to members who wish to improve their knowledge of our Association, its roots, its initiatives, its projects, and its collaborations with stakeholders both locally and internationally. This book has been conceived as a complete work tool, rich in information and references. One of the aims of this book was to open up and make available in a user- friendly way, archival material relating to the historical formation and evolution of EAP in South Africa. By doing this we hoped to ensure that the Association histories do not remain in unseen boxes kept in the storage room, but are made more easily accessible to the members of the profession and reading public in an organised and structured manner. You will find in this book, achievements, dedication, struggles, disappointments, courage and perseverance of such great men and women who volunteered their service and time to the Association for no gain beyond their personal interest. This book has been arranged in seven chapters and in chapter with interesting and exciting information about the life journey of our Association. (From the Preface by Tinyiko Godfrey Chabalala)
    • Workplace Outcome Suite© (WOS) Annual Report 2018: Understanding EAP Counseling Use, Longitudinal Outcomes and ROI, and Profiles of EAPs that Collect WOS Data.

      Attridge, Mark; Lennox, Richard; Sharar, David A., 1961- (Chestnut Global Partners (A Morneau Shepell Company)., 2019-05)
      The Workplace Outcome Suite is made up of data contributed by multiple employee assistance providers worldwide. The study looks at the utilization and effectiveness of Employee Assistance Programs (EAP) with regards to five specific outcomes: (1) Work Presenteeism (2) Life Satisfaction (3) Work Absenteeism (4) Work Engagement, (5) Workplace Distress, and analyzes the level of each, both before and after intervention through an EAP. This 2018 report updates Employee Assistance Professionals Association (EAPA) members and other stakeholders in the field of EAP regarding the latest Workplace Outcome Suite data. SAMPLE: 24,363 counseling cases from year 2010 to 2018 with Pre and Post data on WOS. A total of 28 countries were represented, with 79% from the United States, 15% from China, and 6% from 26 other countries. RESULTS: Positive results were obtained that were statistically significant at beyond chance levels (p < .05) for all five WOS measures but the statistical effect sizes differed by measure. Work presenteeism decreased by 26% and was a large size statistical effect. Life satisfaction was increased by 22% and was a large size statistical effect. The new measure of work absenteeism with 1-5 range decreased by 27% and was a medium size effect. Workplace distress decreased by 14% and was a small size effect. Work engagement increased by 8% and was a small size effect. The combined SuperScore measure had a 16% level of improvement and was a large size effect. ROI FOR EAP: The results from the WOS global norms for reductions in absenteeism and presenteeism were used to estimate the return on investment (ROI) for employee assistance programs. Typical ROI result of $3.37:1. PROFILE OF EAPS: To better understand the kinds of EAPs who provided WOS data, 13 providers and large employers are also profiled for how and why they collect WOS data from their counseling cases. These include a mix of vendor and internal delivery models from the United States and four other countries.
    • The Value of Employee Assistance Programs: Updated Report

      Attridge, Mark (Employee Assistance Society of North America (EASNA), 2016-01-01)
      Brief report summarizing research and industry facts on the business value of employee assistance programs (EAP). Four areas of value are examined (see Table of Contents) and support by data from 27 reference citations.