This study explored union leaders' attitudes and perceptions about Employee Assistance Programs (EAPs) in the united states. Three hundred and five union leaders who were participants in a union leadership training program completed the survey instrument. This study explored a number of research questions that add to the descriptive knowledge about EAPs and tested four groups of hypotheses concerning union leaders' view of EAPs. The first two hypotheses examined the readiness of union leaders to cooperate with management on the EAP. The second hypothesis examined the factors that affect the readiness to cooperate variables. The results revealed that the majority of union leaders perceive EAPs as increasing human capital rather than as a form of management control. The readiness to cooperate was found to be affected by the presence of training, written materials, and whether the EAP was in collective bargaining agreement. Generally, the demographic characteristics of union leaders did not have an impact on their views of EAPs. Replication of the research of Trice and Beyer (1982) was conducted and little similarity was found with their earlier findings. The results revealed that EAPs were relatively new in this population, were generally sponsored by the company and the actual services delivered by EAP providers. Union leaders perceived the drug problem in America as serious but saw it as less serious in their locals. Drug testing was being conducted at most of the companies and one half of the companies referred workers who tested positive to the EAP for assistance. / Ph. D.

The objective of the research study is to determine, whether Cape Medical Plan has the need for an employee assistance program, the content of such a program, as well as the important principles which are to be considered when implementing an employee assistance program within the organisation. The investigation consisted of 26 staff members participating, of which 9 were managers and 17 employees. With reference to the empirical investigation, it was concluded that a recommendation be made that a formal policy in terms of an employee assistance program be compiled; and be championed by the Human Resource Manager. A model, that will meet the needs of the company, should be followed, to ensure the successful implementation of an employee assistance program. / Social Work / M.Diac. (Social Work)

The need for personal guidance was identified amongst senior primary school pupils within a specific environment but no applicable programme was found and a programme needed to be designed. A literature study investigated the development of senior primary children, the field of guidance and five need areas to include in a guidance programme. Guidelines for designing a programme were also identified. An empirical study examined guidance needs of the pupils through a questionnaire administered to them, their parents, teachers, and older pupils_. Senior primary pupils were not able to provide clear information as to their needs. Older pupils and parents did identify certain need areas. Based on this, and on the literature, plans . to draw up a guidance programme to include all five need areas could continue. An introductory programme would also be run for parents and senior primary pupils. / Psychology of Education / M. Ed. (Psychology of Education)

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Employees, whether in the public or private sector, are the most valuable asset of an organisation. The human resource component of the organisation contributes toward the creation of a positive advantage for that organisation. Any organisation with high performance goals will treat people as their most valuable asset and the top priority within the organisation. Too many organisations still do not invest in the human side of the equation, but emphasise the technical efficiency which reaps financial investment. Organisations that want to remain competitive and at the leading edge must invest more in the human side of the equation. Today more and more organisations are aware of their social responsibility towards their employees. Employees experience a multitude of personal and work-related problems such as marital, family and financial difficulties, substance abuse, the impact of HIV/AIDS, job stress, job burnout and other. These problems influence work performance detrimentally, which in turn causes financial losses to the organisation. Further pressure is placed on the work community with government legislation on employment equity and affirmative action, which also leads to diversity problems within the workplace. In this milieu, work organisations are challenged to take up their social responsibility towards their employees and take better care of them. One way in which organisations can take care of their employees is through an Employee Assistance Programme (EAP). An EAP is a service provided by organisations to their employees to deal with health, personal, marital and substance abuse problems and other. It is a short-term, confidential counselling service for employees who are experiencing personal problems that affect their work performance and which can therefore improve the employees‟ general wellness. Cape Winelands District Municipality (CWDM) does not have a formal structure such as an EAP to render support to a troubled employee. This research focused on the question: “Is there a need for an EAP at CWDM?” The data gathered in this study reveal that there is a great need for an EAP. On the basis of the outcome of the study, ten practical guidelines for implementation of an EAP are provided to the organisation. / AFRIKAANSE OPSOMMING: Werkernemers, hetsy in die privaat of publieke sektor, is die waardevolste bate van die organisasie. Die menslike hulpbron komponent dra by tot die skepping van ʼn positiewe voorsprong vir daardie organisasie. Enige organisasie met hoë prestasiedoelwitte sal hul werknemers as hul waardevolste bate en die hoogste prioriteit behandel. Te veel organisasies belê steeds nie in die menslike sy van die organisasie nie, maar eerder in die tegniese sy wat meer finansiële beleggings oplewer. „n Organisasie wat kompeterend en toonaangewend wil bly, moet meer belê in die menslike sy. Deesdae besef al hoe meer organisasies dat hulle ʼn sosiale verantwoordelikheid teenoor hul werknemers het. Werkrnemers ervaar ʼn magdom persoonlike en werkverwante probleme soos byvoorbeeld huweliks-, gesins- en finansiële probleme, middelmisbruik sowel as die impak van HIV/VIGS, werkstres, uitbranding en ander. Hierdie probleme beiinvloed werksproduktiwiteit aansienlik, wat direk lei tot finansiële verliese vir die organisasie. Voorts word verdere druk op die werksgemeenskap geplaas deur regeringsbeleid te wete werksgelykheid en regstellende aksie wat ook aanleiding gee tot diversiteitsprobleme binne die werksplek. Teen hierdie agtergrond word werksorganisasies uitgedaag om sosiale verantwoordelikheid vir sy werknemers te aanvaar en om beter sorg te dra vir sy werknemers. Een manier waarop organisasies na hul werknemers kan omsien, is deur „n werknemerhulpprogram. ʼn Werknemerhulpprogram is ʼn diens wat verskaf word deur werkgewers aan werknemers wat probleme ondervind met byvoorbeeld gesondheid, huwelik, gesin, middelmisbruik en ander.. Dit is ʼn korttermyn, konfidensiële beradingsdiens vir werknemers wie se werkvermoë negatief beïnvloed word. ʼn Werknemerhulpprogram het ten doel om ʼn werknemer se totale welstand te verbeter. Kaapse Wynland Distriksmunisipaliteit (KWDM) het tans, nie ʼn formele struktuur soos „n werrknemerhulpprogram wat bystand aan die geaffekteerde werker kan bied nie. Hierdie navorsingstudie fokus op die vraag:”Is daar ʼn behoefte aan ʼn werknemerhulpprogram by KWDM”? Die data wat tydens die studie ingesamel is, toon dat daar wel ʼn behoefte aan ʼn Werknemerhulpprogram is. Gegrond op die uitkoms van die studie, word tien praktiese riglyne vir die implementering van 'n Werknemerhulpprogram aan die organisasie voorgestel.

Thesis (MSocialWork)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The work environment in South Africa is currently undergoing dramatic changes that are caused by a variety of factors and increasing pressure is placed on industries to take more responsibilities for the wellbeing of their employees. The structure and philosophy of employee assistance programmes provide an unique opportunity to organizations to address the changing workplace and the needs of employees in a potential growth productive way. From an employers viewpoint employee assistance programmes are becoming essential for the success of present day companies and the employee assistance programme practitioner is steadily becoming part of the corporative policy formulating team. Due to the fact that there are no guidelines or much literature in the South African context regarding the application of employee assistance programmes in organizations, and in the absence of any specific practice approach for a social worker in private practice that delivers services within employee assistance programmes, the goal of this study is to provide guidelines that can serve to provide a social worker in private practice who is involved with employee assistance programmes, or that considers entering this field, with accurate and relevant information of such programmes. Guidelines won't only contribute to the application of employee assistance programmes to its full potential, but will also assist a social worker in private practice during negotiations to implement and determine an appropriate model for service delivery in a specific organization. In order to achieve the goal of this study, a literature as well as an empirical study was undertaken. The literature study had a dual purpose. Firstly it was conducted in order to describe the value of the utilization of employee assistance programmes in organizations and included the relevant concepts and elements of employee assistance programmes. Secondly, the literature study has been utilized in order to provide a useful conceptual framework for social workers in private practice by placing employee assistance programmes within the framework of the generic perspective. The findings of the literature study emphasize the re-focusing of employee assistance programmes on the dual client system with alliance to micro- as well as macro activities, as well as the fact that more specialized abilities are required from a social worker in private practice. Further, it emphasizes that employee assistance programmes provides structure to the professional activities of a social worker in private practice and as such contributes to these activities having a more effective impact in organizations. The empirical study was undertaken in order to determine the knowledge and opinion of the key personnel in organizations that are involved in the decision-making whether or not to invest in a program of this kind, and the nature of the employee assistance programme. This step has been taken, not only to make a social worker in private practice aware of the viewpoints of these people, but also to determine the possibilities for introducing an employee assistance programme in an organization and at the same time identify aspects that might be against the adoption of such a programme. The findings of the empirical study indicated that the key personnel maintain a caring philosophy towards their employees that is linked to productivity. Their expectations of an employee assistance programme is linked closely to this, and is only associated with micro level activities. Further more, the findings points to a lack of knowledge as far as the true nature, purpose and function of an employee assistance programme is concerned. In conclusion, recommendations were made based on the deductions and findings of the literature as well as the empirical study. These recommendations also serve as guidelines for a social worker in private practice who is involved with employee assistance programmes. / AFRIKAANSE OPSOMMING: Dramatiese veranderinge vind tans plaas in die Suid-Afrikaanse werksmilieu wat te weeg gebring word deur 'n verskeidenheid van faktore en daar word meer druk op bedryfsondernemings geplaas om toenemend groter verantwoordelikheid te neem vir die welstand van hul werknemers. Die struktuur en filosofie van werknemershulpprogramme bied 'n unieke geleentheid aan bedryfsondernemings om die veranderde werksmilieu en behoeftes van werknemers aan te spreek op 'n potensieel groei produktiewe wyse. Van werkgewers oogpunt, raak werknemershulpprogramme essensieel vir die sukses van hedendaagse ondernemings en vorm die werknemershulpprogram-praktisyn algaande 'n deel van die korporatiewe beleidsformulering span. Vanweë die feit dat daar nie in die Suid-Afrikaanse konteks riglyne of selfs veel literatuur ten opsigte van die benutting van werknemershulpprogramme in bedryfsondernemings is nie, asook 'n afwesigheid in die literatuur van enige spesifieke praktykbenadering vir 'n maatskaplike werker in privaat praktyk wat binne werknemershulpprogramme dienste lewer, is die doel van hierdie studie om riglyne daar te stel wat kan dien om 'n maatskaplike werker in privaat praktyk wat gemoeid is met werknemershulpprogramme, of wat dit oorweeg om op hierdie gebied toe te tree, toe te rus met akkurate en toepaslike inligting van sodanige programme. Riglyne, wat nie net daartoe sal bydra dat werknemershulpprogramme tot sy volle reg toegepas word nie, maar ook kan dien as hulpmiddel vir 'n maatskaplike werker in privaat praktyk tydens onderhandelinge ten opsigte van die instel, en bepaling van 'n geskikte model vir dienslewering in'n bepaalde bedryfsonderneming. Ten einde die doel van hierdie studie te bereik is 'n literatuurstudie, sowel as empiriese ondersoek gedoen. Die literatuurstudie is tweërlei van aard, eerstens is dit aangewend om die benuttingswaarde van werknemershulpprogramme in bedryfsondernemings te beskryf en is die relevante konsepte en elemente in die verband uitgelig. Tweedens is die literatuurstudie aangewend om 'n nuttige konseptuele raamwerk vir 'n maatskaplike werker in privaat praktyk te skep deur werknemershulpprogramme te bespreek binne die raamwerk van die generiese perspektief. Die bevindinge van die literatuurstudie beklemtoon die herfokussering van werknemershulpprogramme op die tweeledige kliëntsisteem met 'n verbintenis tot mikro sowel as makrovlak aktiwiteite en ook die feit dat daar as sulks 'n meer gespesialiseerde kundigheid van 'n maatskaplike werker in privaat praktyk vereis word. Verder dui dit ook daarop dat werknemershulpprogramme struktuur aan die professionele werksaamhede van 'n maatskaplike werker in privaat praktyk bied wat bydra daartoe dat dit doeltreffender inslag in bedryfsondernemings vind. Die empiriese ondersoek is gedoen ten einde die kennis en opinie van sleutelpersone betrokke in besluitneming oor die instel en aard van werknemershulpprogramme in bedryfsondernemings te bepaal. Die stap is geneem nie net om 'n maatskaplike werker in privaat praktyk bewus te maak van die sienings van die persone nie, maar ook om die moontlikhede vir die instelling van werknemershulpprogramme in bedryfsondernemings bloot te lê en terselfdertyd aspekte wat dit weerlê te identifiseer. Die bevindinge van die empiriese studie dui daarop dat die sleutelpersone 'n filosofie van besorgdheid teenoor hul werknemers openbaar wat verband hou met produktiwiteit, en dat hul verwagtinge van 'n werknemershulpprogram nou hiermee saamhang en slegs met mikrovlak aktiwiteite geassosieer word. Verder is bevindinge aanduidend van'n positiewe ingesteldheid teenoor werknemershulpprogramme, maar 'n gebrek aan kennis oor die werklike aard, doel en funksie van 'n effektiewe werknemershulpprogram. Ten slotte is aanbevelings gemaak op grond van die gevolgtrekkings soos verkry vanuit die bevindinge van die literatuur sowel as empiriese studie. Die aanbevelings dien terselfdertyd ook as riglyne vir 'n maatskaplike werker in privaat praktyk wat gemoeid is met werknemershulpprogramme.

L’objectif de la présente étude vise à déterminer les caractéristiques des entreprises et de leur main-d’œuvre qui adoptent un PAE. Cette pratique serait en effet distribuée inégalement entre les différentes entreprises du secteur privé au Canada. Les facteurs identifiés dans la littérature en lien avec la présence du PAE sont regroupés sous les caractéristiques de la main-d’œuvre, les caractéristiques organisationnelles ou les caractéristiques du marché du travail, de manière à faire ressortir leur valeur respective pour voir celle qui a le plus d’influence sur la présence du PAE. Pour chacun des facteurs, une hypothèse ou une proposition de recherche est formulée. Pour vérifier les hypothèses et les propositions de recherche, nous avons utilisé des données secondaires issues de l’Enquête sur le milieu de travail et les employés (EMTE), réalisée en 2005 par Statistique Canada. Nous avons principalement eu recours à la base de données des employeurs, mais à défaut d’y avoir toutes les variables importantes, celle des employés a aussi été utilisée en agrégeant les données à la moyenne échantillonnale par entreprise, et en les imputant à la composante des employeurs. Notre échantillon final se compose de 5630 établissements du secteur privé au Canada. Les résultats nous ont appris que les caractéristiques organisationnelles sont de meilleurs déterminants de la présence du PAE que les caractéristiques de la main-d’œuvre. Les PAE sont répartis de façon inégale entre les différentes entreprises au Canada. En effet, les entreprises qui adoptent un PAE ont souvent moins d’immigrants. Elles ont aussi plus de probabilité d’avoir une grande proportion d’employés ayant complété des études secondaires, et qui travaillent à temps plein. Les PAE sont de plus beaucoup plus présents dans les grandes entreprises qui sont syndiquées, et dont l’organisation du travail est plus flexible. Enfin, ce sont les entreprises du secteur primaire qui adoptent le plus de PAE. Les PAE ne couvrent alors qu’un secteur limité et privilégié de la main-d’œuvre puisque certains groupes, tels que les immigrants, y ont moins accès. Ainsi, les PAE bénéficient aux employés les plus avantagés financièrement, indiquant que ce sont surtout les plus « riches » qui accèdent aux meilleurs services de santé mentale et sociale. Mots clés : Programmes d’aide aux employés Caractéristiques de la main-d’œuvre Caractéristiques organisationnelles / This study aims to explore the links among the characteristics of firms and their workforce and the presence of an EAP. This practice should not be randomly distributed in firms operating in the private sector in Canada. In the literature, there are three factors that are identified to be related to the presence of an EAP : 1- workforce characteristics, 2- firm characteristics, and 3- labour market characteristics. This study search to evaluate the relative value of each factor in predicting the presence of an EAP. One hypothesis or one research proposal is made for each factor. In order to empirically test the hypotheses and the research proposals, secondary data from the Workplace and Employee Survey (WES) are used. This survey was conducted in 2005 by Statistics Canada. This survey collected data from employers and their employees. Almost all variables used in this study come from the employers’ database. The sample comprises 5,630 establishments operating in the private sector. Results show that organizational characteristics are better determinants of the presence of EAP than the characteristics of the workforce. EAPs are not randomly distributed in firms in Canada. Indeed, firms that adopt an EAP often have fewer immigrants. They are more likely to have a larger proportion of employees who have completed a high school level and working full time. EAPs are more likely to be found in larger companies that are unionized, and whose work organizations are more flexible. Compare to firms in the secondary and in the tertiary sectors, it is firms in the primary sector that are more likely to have adopted an EAP. Overall, the results of this study indicate that EAP are available only to the better off workers. These workers have access to the best social and mental services. Keywords: Employee Assistance Programs Characteristics of the workforce Organizational Characteristics

The focus of this study is to add to the outcome research on effective school counseling interventions and to specifically evaluate the effectiveness of the Student Success Skills (SSS) small group intervention with students identified as having drop out potential in the 9th grade. This study analyzed two years of pre-existing, non-identifiable student data (N = 167) collected by school counselors at one high school in South Florida. An Analysis of Covariance (ANCOVA) was used to determine differences in academic grades, standardized test scores, and absences between the students who did participate in the SSS small group intervention when compared to those students who did not participate. Statistically significant differences were found between groups in all three dropout potential factors (GPA, test scores, and absences) supporting the use of SSS small group school counseling intervention with students at risk for dropping out. Effect size estimates were reported for each of the measures. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2013.

Many youth are able to be successful in the traditional school setting. Large numbers are not successful. Dropout rates are alarming. There is little research that examines the drop out problem from the perspective of the youth. Traditionally programs that are designed to help have been designed by adults. This qualitative study focused on the voices of youth. Participants in this study were male clients aged fifteen to seventeen who were adjudicated and court mandated to receive treatment in a drug treatment center. All of the participants had a history of delinquency and poor academic achievement. They had dropped out of school prior to entering the treatment program. This qualitative study addressed two questions: 1. What are the factors that prevent at-risk youth from being successful in school? 2. What can schools do to help these youth be successful at school? This study provided information about what schools could have done to help these youth be more successful. It also looked at their current academic success in the treatment program as a possible model to help other youth. Five youth volunteered to participate in the study. All interviews were confidential. Interviews were also conducted with a probation officer, program administrator, teacher, and a parent that had a youth in the program in order to triangulate results. The voices of students supported the literature with respect to the factors that contribute to students being at risk for delinquency and dropping out of school. Some of these factors include issues surrounding anger management, academic issues, nurturing at school, family situations, school at a treatment center, hiring teachers, childhood experiences, drug use, obtaining drugs, crime and drugs, treatment programs, dual diagnosis, communication and issues surrounding success and failure. The strength of this qualitative research project lies in the fact that the real voices of students did support the quantitative literature in this field. / Graduation date: 2004

The purpose of this study was to examine the experiences of foster alumni in community and technical colleges, with a focus on Washington State, using a qualitative research approach. Foster alumni may be considered a sub-set of first generation students, yet they have needs that extend beyond those of other first-generation students (e.g., housing). Examination of this issue is timely. Funding designated for foster alumni in higher education has increased in recent years, leading to a variety of support structures and levels of service at the colleges. Yet in the current budget climate, with state support diminishing, the two-year colleges face increasing challenges in providing support not only for foster alumni but for all students. Foster alumni moving into adulthood and through the state colleges represent the quintessential case of in loco parentis, yet their emerging status as adults needs to be supported with appropriate services, not forced dependency. This dissertation consists of three major manuscripts: a summary of the literature and two research reports, one focused on overall findings and the second focused on moving from the findings to considerations for practice. All three manuscripts utilized the critical social science or social justice perspective. The research manuscripts report the findings of a qualitative study using a collective case study design. Two colleges that serve foster alumni were identified and both staff and foster alumni students at the sites were interviewed, for a total of 10 students and 4 staff members. Participant selection utilized both purposive and convenience sampling methods. The study focused on three themes relevant to college participation which were identified based upon the review of the literature: Academic preparedness, psycho-social factors, and meeting basic needs. Interviews were recorded and transcribed verbatim; staff interviews served as both triangulation of the student data as well as a source of additional information on college services to foster alumni. Responses were analyzed for direct responses to interview questions as well as for emerging themes. In addition, case records (e.g., transcripts) were reviewed as an additional method of data triangulation. Findings of the study were reported through individual case summaries in manuscript two as well as cross-case analysis in both manuscripts. While the participants in this study had high rates of high school completion and many had shown signs of "early promise" for academic achievement, all needed pre-college level course remediation in at least one area. A majority of participants indicated having felt depressed, yet only one participant had a diagnosis of depression; most seemed to consider some level of depression to be a natural outcome in their situation. Indications of resilience and internal locus of control were evident. Many continued to struggle to meet basic needs while in college, and eight of the ten student participants reported having experienced periods of homelessness since leaving foster care. Based upon the findings of this study, foster alumni share certain characteristics with other first-generation students, yet their needs in particular areas necessitate additional on-campus services and/or stronger connections with community partners. Considerations for enhancing support services in the community and technical colleges in seven different areas are given, including designating staff contacts, building community partnerships to support housing, arranging for priority registration and financial aid processing to avoid enrollment gaps, and providing optional (not mandatory) mentoring relationships. / Graduation date: 2012 / Access restricted to the OSU Community at author's request from Dec. 7, 2011 - Dec. 7, 2012

Thesis (Dr.P.H.)--University of Texas Health Science Center at Houston, School of Public Health, 1983. / Typescript. Dissertation Abstracts International order no. 84-08513. Includes bibliographical references (leaves 140-143).