Substance abuse is a major social issue within the South African Police Service (SAPS). To address this issue, the SAPS implement an Employee Assistance Programme (EAP) as an intervention to address problems that may affect the work performance of employees. Despite the existence of this programme, substance abuse is still occurring and has a negative impact on work performance. This concern has fuelled the researcher to initiate this study. The goal of this study is to gain an understanding of Port Elizabeth SAPS employees’ perceptions regarding the effectiveness of the EAP substance abuse prevention programme. A qualitative research methodology, with a descriptive, exploratory and contextual research design was implemented. The researcher elected to use non-probability sampling, specifically, purposive sampling for this study. A sample of ten employees was chosen from an area demarcated for the purpose of the study, within the SAPS in Port Elizabeth. Data was collected through semi-structured, individual interviews. Interviews were continued until saturation point was reached. The interviews were analyzed according to the detailed guidelines set out by Tesch (in Creswell, 2003:192). The data was verified according to Guba’s principles (in De Vos, Strydom, Fouche & Delport, 2002:351). The researcher also employed the services of an independent coder in order to enhance the trustworthiness of the study. The perceptions of EAP as a substance abuse prevention programme, by employees of the SAPS in Port Elizabeth, have not been highlighted adequately within the South African context. The researcher’s study will hence contribute to the existing body of knowledge of the discipline.

The purpose of this study was to assess the needs of employees in regard to their Employee Assistance Programs (EAPs) according to the program administrators' perspective. Information was collected from 62 program administrators within 54 organizations across Western Canada using a self-administered questionnaire. The 132-item questionnaire included demographic information and ten sections devoted to elicit administrators' perspectives on employees' needs (prevalence of problems, severity of problems, barriers to EAP utilization, program awareness, prevention programs, training and information for supervisors and union representatives, personal problems and the workplace, the role of the EAP in the workplace, the role of the EAP provider in the workplace, and a general overview). Results show that administrators perceive a greater prevalence and severity of problems than EAP utilization. There is also a perceived large EAP support among its participants (i.e., senior management, supervisors, union representatives, employees) as a relevant means to address employees' and their family members' problems. The outcome of the study indicates as well that personal and family members' problems affect employees and the workplace in a very significant way. Administrators believe that the EAP is a very important resource to deal with such problems. Additionally, results point out the important need for providing employees with information and prevention programs that may equip them with particular resources to address their problems before they affect them at work. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

No description available.

Between June and August, 1983, a postal survey was conducted to gather information on industrial mental health programs in mid-sized corporations in the Dallas-Fort Worth Metroplex. The sample included all companies listed in Standard and Poor's Register of Corporations, Directors, and Executives (1982) with an employee population of 500 to 2,000. Approximately 27% of the responding corporations indicated that they had formal existing industrial mental health programs. The responses indicated that the majority of formal industrial mental health programs were located in banking, insurance, high technology, media, and professional enterprises. The relationship between the size of companies and the provision of services was curvilinear.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: There has been a dramatic increase in the use of the drug methamphetamine, also known locally as tik, in the Western Cape, specifically in Cape Town. This trend impacts the availability and the quality of labour as well as the productivity of current employees. The presence of tik abuse in the workplace represents both legal and ethical challenges to employers. The Labour Relations Act of 1995 states that employers must ensure a safe working environment for their employees. The actions of tik users tend to increase the risk of injuries at work and the occurrences of workrelated accidents that may harm others. Social responsibility requires employers to operate their business in an honourable manner, to provide good working conditions and to work actively to better the quality of life of the local communities where it operates. This responsibility translates into helping the tik users that they employ. The current relationship between employer and employee regarding tik is marred by conflict and misunderstanding. Employers seem unsure what to do and are unaware of how far-reaching tik abuse is. Tik abuse causes many problems for employees and also for their family and friends. By gathering information in a structured way the study aims to improve the understanding of employers so that they can help and prevent tik-related problems in the future. The study utilized descriptive qualitative research in the form of a questionnaire given to recovering tik users at two treatment centres in Cape Town, SANCA and De Novo. The research ran for about a month and gathered 82 usable questionnaires. Results, along with a literature study, were used to create a framework to guide employers on identifying tik users and on how to deal with them. The framework, the Tik Identification and Intervention Protocol (TIIP), contains criteria to help identify employees that may be using tik. The study showed that many international trends are evident in Cape Town. Approximately 40% of participants indicated that they were absent from work more often than prescribed by labour legislation; 70% of participants experienced that tik affected their ability to perform their duties; 32% of participants admitted that they stole to obtain funding for their drug habit. Some new findings became evident, such as the impact of the family on the participant's decision to go for treatment. The Western Cape's treatment centres are severely hampered by a lack of resources and are incapable at present of dealing with the current flood of patients. While plans are in place to rectify this, it is clear that in the short term at least, employers will have to take up more of the slack. The recovery process for a drug addict takes a long time; experts suggest it may take up to two years. Therefore employers need to be involved and create support programs at work to assist employees in their recovery. Employees can be cured from their dependency on tik, so that they can become healthy and contribute to the community and to their employer. / AFRIKAANSE OPSOMMING: Daar is 'n dramatiese toename in die voorkoms en gebruik van metaphetamien (plaaslik bekend as tik) in die Wes-Kaap, spesifiek in Kaapstad. Die tendens het 'n impak op die verskaffing en die kwaliteit van beskikbare arbeid, sowel as die produktiwiteit van huidige werknemers. Die voorkoms en gebruik van tik in die werksplek het beide wetlike en etiese uitdagings vir werkgewers. Die Arbeidswet van 1995 verklaar dat die werkgewer daarvoor verantwoordelik is om te verseker dat hul werksplek veilig is vir hul werknemers. Tik gebruikers verhoog die risiko en die voorkoms van werksbeserings en werksongelukke wat ander werknemers ook mag beinvloed. Sosiale verantwoordelikheid vereis van werkgewers om hul besighede op 'n eerbare wyse te bestuur, om goeie werksomstandighede te verseker en 'n aktiewe bedrae te lewer in die plaaslike gemeenskap waar hulle hul ook mag bevind. Die verantwoordelikheid sluit tik gebruikers in. Die huidige verhouding tussen werkgewers en werknemers in verband met die misbruik van tik word gekenmerk deur konflik. Werkgewers blyk onseker te wees ten opsigte van wat hul te doen staan en hoe verreikend die impak van die misbruik van tik mag wees. Die misbruik van tik veroorsaak 'n menigte probleme vir werknemers, sowel as vir hul vriende en families. Hierdie studie poog am deur 'n gestruktureerde wyse informasie te versamel met die doel om die begrip van werkgewers te verbeter, sodat hul tik gebruikers kan help en tik-verwante probleme in die toekoms kan voorkom. Die studie is beskrywend kwalitatief van aard en gebruik 'n vraelys om informasie te versamel by twee behandelingsentrums in Kaapstad, SANCA en De Novo. Die navorsing het vir omtrent 'n maand geduur waarna 82 bruikbare vraelyste ingewin is. Die resultate, sowel as die literatuurstudie wat gedoen is, is gebruik om 'n raamwerk op te stel wat werkgewers kan help om tik gebruikers te identifiseer, sowel as hoe om hulle te ondersteun. Die eerste gedeelte van die raamwerk, die Tik Identifikasie en Ingrypings Protokol (TIIP), bestaan uit kriteria wat gebruik kan word om werknemers te identifiseer wat tik gebruik. Hierdie studie het gewys dat verskeie internasionale tendense sigbaar is in Kaapstad. Ongeveer 40% van die deelnemers het aangewys dat hulle meer as die wetlike hoeveelheid dae afwesig was van die werk, 70% van die deelnemers het erken dat tik hulle vermoe am hul werk behoorlik te kan doen beinvloed het en 32% van die deelnemers het erken dat hulle gesteel het om geld te verkry am tik te koop. Die studie het daarop gedui dat die familie 'n integrale rol gespeel het in die deelnemers se besluit om vir behandeling te gaan. Dit blyk dat die Wes-Kaapse behandelings-hulpbronne ver te kort skiet om die saak te hanteer. Daar is tans planne in plek am die probleem die hoof te bied, maar dit is duidelik dat in die korttermyn, werkgewers 'n groter rol sal moet speel. Die herstelproses is van lange duur, en kenners meen dat dit tot twee jaar mag neem voor tik gebruikers volkome herstel het. Die werkemers het ondersteuning nodig gedurende hierdie moeilike proses. Die studie het bevind dat werknemers herstel en gesond kan word om weer 'n bydrae te kan lewer vir beide die werkgewer en die bree samelewing.

This study was to determine if the importance assigned by health educators (judges) to components of corporate health promotion programs is the same as or different from program components most frequently offered by corporations for employees. This involved establishing a list of program components that judges felt were important for wellness programs and comparing this list with programs actually existing in polled corporations. A literature review was used to establish an initial list of program components. Thirty-eight judges returned questionnaires incorporating the list. A Spearman's rho and scattergram were used to test for correlations between judges' opinions and corporate practices. The report concludes that no correlation exists but that there is agreement among the judges polled that corporations should promote employee wellness programs.

M.A. / Employee assistance program (EAP) is one service model that are designed to assist troubled employees in the workplace. Its feasibility has been experienced in many different contexts. However, the school is somewhat neglected in this respect, and few EAP’s are known to exist in the school system. This study will contribute to the introduction of EAP’s within the school environment because EAP is perceived as only applicable on the companies and organisations. The goal of the study is to conduct a need assessment of teachers regarding the feasibility of an EAP in the school environment. The objectives of the study is to conduct literature study of EAP models, to develop a questionnaire for data collection, conduct survey on the teachers of the target schools, analyse data and test hypothesis and make recommendations regarding the feasibility of an EAP. The study was conducted with teachers from the low veld region in northern province. 50 teachers have completed a questionnaire. In the results the researcher found that the teacher like any other employee has problems, which can affect their well-being and the school productivity. Most of the secondary teachers have a need for employee assistance programs. / Dr. W. Roestenburg

M.A. / Please refer to full text to view abstract

Thesis (M.A. (Organisational Psychology))--University of the Witwatersrand, Faculty of Humanities, School of Human and Community Development, 2016. / The purpose of this study was to explore cashiers’ and management’s perceptions of the usefulness of a company-provided employee assistance programme (EAP) with particular reference to wellness counselling. This study focused specifically on the four principles governing EAPs, namely; confidentiality, referral system, helping process and handling of outcome. Fifteen participants were recruited for this study from a cash centre of a financial institution in Johannesburg. There were ten males and five females. A qualitative methodology was used to collect and analyse data. The instruments used to collect data were two participant-generated text schedules, one for cashiers and the other for managers. Data were analysed using thematic content analysis. The results of the study showed that both employees and management found the EAP useful in the workplace. The direction for future research in South Africa could focus on conducting a longitudinal study to evaluate the impact and effectiveness of wellness counselling / MT2017

Thesis (MDev. ) -- University of Limpopo, 2011 / The provision of Employee Assistance Programme in a working environment such as a municipality is very crucial. In order to determine the effectiveness of the implementation of the programme to justify its existence to the outside world and to assess the impact of its fulfilment to its objectives, evaluation is therefore necessary. The aim of this research study was to ascertain the implementation of the EAP at the Makhado Municipality in Vhembe District with special focus on the employees’ awareness of the programme, its utilization and also the programme adequacy. A qualitative approach was used in this study. Forty two (42) employees of various ranks or level’s in the municipality were randomly selected to participate in the study, and they were from all the four main centres of the municipality i.e. Makhado, Waterval, Dzanani and Vuwani. Summary of the Main Findings A high percentage (81%) of the employees knew of the existence of an EAP within the municipality, and meetings appeared to be the main awareness strategy. − The attitudes of employees towards the EAP were positive, this state of affairs points to the usefulness of the EAP service. − The EAP provided by the Municipality was viewed as accessible by the majority of employees. − The utilization rate of the EAP in the Municipality was very low as only 17% of respondents indicated that they had utilized the service before. − The majority of referrals were conducted by supervisors while only 9.1% were self referral. The majority of respondents did not answer the question implying various reason/s and could also mean lack or poor knowledge and information about referrals within the programme. (iv Implementation of the EAP at Makhado Municipality in Limpopo Province − The majority of employees did not respond to the question on whether they were satisfied with the EAP within the municipality, and that could translate into low knowledge and information about the programme. − The majority of employees were generally happy with the current location of EAP in the municipality. − The majority of employees viewed EAP as confidential and the level of trust in the EAP staff was high. − The majority of employees were not aware of the EAP policy and never participated in its formulation. − The majority of employees felt that EAP services were useful, and this means that provision of proper information might encourage employees to use the service. − Most employees suggested that frequent dissemination of information to employees through meetings, workshops and other regular contact sessions could enhance the EAP in the municipality. Recommendations The following recommendations with regard to the employees’ familiarity with the EAP are important: o That more awareness sessions be conducted with all employees, especially those at regions unit so that adequate information is cascaded to all employees of the municipality. o The awareness sessions should be conducted at least quarterly involving all regions, and the EAP Advisory Committee should meet at least bi-monthly to discuss aspects to improve and enhance EAP services in the municipality. o It is also recommended that additional qualified EAP personnel, with at least minimum qualifications in Social Work and, or Social Psychology, or any relevant (v Implementation of the EAP at Makhado Municipality in Limpopo Province qualifications and experience in EAP be appointed to run the programme on full-time basis. o That evaluation of the programme implementation should be conducted using the participatory strategies such as suggestion boxes, arranging focus groups and bench-marking with other institutions. The recommendation to allow employees opportunities to submit suggestions, in-puts and give feedback regarding the programme will no doubt assist in the improvement and promotion of the programme. o The Makhado Municipality should utilize different marketing strategies as recommended by EAP literature, such as the following: i. The use of promotional material such as brochures, leaflets, and posters that are user-friendly and in languages understandable by all employees of the municipality. ii. Outreach programmes: The EAP unit needs to regularly visit all the regional offices of the municipality in order to intensify information sharing to employees about the EAP. These can also include decentralising EAP workshops to the periphery offices in order to reach the employees who are far away from the head office in Louis Trichardt. The above-mentioned could serve as effective strategies in promoting and maximising the visibility of the EAP, and may close the gap on information not reaching all employees in the municipality thereby increasing its penetration rate.