The Use of Telephone and On Line Technology in Assessment, Counseling, and Therapy
Abstract
...The telephone and video have become common tools in providing services in the fields of medicine, counseling, and Employee Assistance. With this new technology, ethical questions arise, as well as regulatory and professional issues. A few of the professional organizations have done preliminary work in standards to regulate their members' utilization of the telephone and other technologies. An exploration of the literature gives the reader a panoramic view of the history and the trends of the new technology of telephonics.Citation
Masi, D.A. & Freedman, M. (2001). The use of telephone and on line technology in assessment, counseling, and therapy. Employee Assistance Quarterly, 16(3), 49-63.Keyword
telephone counselingonline counseling
telephonics
counseling technology
video counseling
literature review
Identifier to cite or link to this item
http://hdl.handle.net/10713/4448Related items
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The AMA Handbook for Developing Employee Assistance and Counseling Programs(AMACOM, a division of American Management Association, 1992)
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Exploring the Impact of Promotion on the Use of EAP Counseling: A Retrospective Analysis of Postcards and Worksite Events for 82 Employers at KGA(Employee Assistance Society of North America (EASNA), 2018-06)This study retrospectively examined data from KGA, Inc. - an EAP vendor located in the United States - to explore the impact of different kinds of promotional activities on increasing or decreasing the use of EAP services. We started by conducting interviews about the EAP promotional practices with human resource and wellness contacts for the EAP at five client companies with strong EAP activity. Themes from these interviews focused on the many challenges to promotion and potential tactics that could be effective. Next, we reviewed the utilization records over a two-year period for 82 employers with almost 150,000 total covered employees. Analysis of 5,985 EAP cases found that “promotional materials” were the number one source of referral into the EAP, with 1 in 3 cases citing it. Thus, promotions were frequently mentioned as a key part of use of the EAP. The next part of the study involved comparing various kinds of promotional activities (mailed postcards and five kinds of events provided at the worksite) on the usage rates for new EAP counseling cases in the two-weeks after the promotion versus the two-weeks before. Using this restricted outcome period, the impact of promotional events was extremely small – at less than one percent increase in adding new cases immediately after the promotion. However, when controlling for the differences in the level of exposure to different kinds of worksite events, presentation to employees on the Orientation to EAP were over 10 times more effective than other kinds of worksite events. Limitations of the study design and data collection context are discussed along with ideas for further research. General recommendation for effective promotional practices of EAP are also presented.
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Evaluating the Workplace Effects of EAP Counseling(Scottsdale, AZ: Institute for Health and Productivity Management, 2012-11)Despite the popularity and prevalence of Employee Assistance Programs (EAPs), and the historical emphasis on how EAP can improve work performance, there has been very little rigorous evaluation of the workplace effects of EAP counseling. The aim of this outcome study was to examine if and to what degree EAP counseling correlates with improved workplace effectiveness. The sample included 197 subjects all employed by two Fortune 100 companies who received EAP counseling via an EAP affiliate provider in 2010. The Workplace Outcome Suite (WOS), a five-item, five scale outcome tool specifically designed for EAPs, was utilized as a Pre/Post measure, with the Post measure occurring about 90 days after the EAP intake. A paired t-test was used to compare the pre-and post means on four of the scales, and a Wilcoxon test was used for Absenteeism due to skewing. All scales show positive change from the Pre- to Post-test, with two scales meeting the .05 level and two showing high significance at the level of 0.000. Even though EAP affiliate network models rarely provide “protocol” driven intervention and may not specifically focus on workplace issues, they still seem to produce workplace-related improvements. Future research should focus on increasing the sample size and examining other types of EAP models.
