Submitted in partial fulfillment of the requirements for the Degree of Master of Human Resources, Durban University of Technology, Durban, South Africa, 2017. / The aim of this study was to assess the employee assistance programme related to substance abuse within a selected private hospital in KwaZulu Natal. A paucity of information within the South African context on how employees with substance abuse problems were being managed within the workplace provided the motivation for this study. The objective of this study was to evaluate existing employee assistance programmes, the line manager model and existing human resource policies and procedures within the selected private hospital. The research design adopted a mixed method approach using a questionnaire, followed by an interview based on findings of the questionnaires. The intended sample size was 185 out of 460 staff and the final return of questionnaires was 219. Of significance is the response rate of over a 40% which implies a margin error of 5%. The data was analysed using the computerised Statistical Program for Social Sciences (SPSS version 22.0 for Windows). This study concluded with the findings that emerged from the research. The findings suggest that employees with substance abuse problems are not being effectively managed and that there are no awareness models apart from the employee wellness provider. The limit of the employee wellness provider is that it markets “employee wellness” rather than an emphasis on substance abuse. A suggestion is that the human resource department and the wellness provider partner in inspiring a substance abuse prevention and assistance campaign. Another recommendation highlights the training of all line managers in identification of recognising employees with substance abuse problems prior to work performance being affected. The study concluded with suggestions for future research in this field. / M

The research was conducted to evaluate the Employee Assistance Programme (EAP) of Sasol Nitro, Ekandustria. The researcher used questionnaires to collect information from the managers, supervisors, and employees. The information collected from all respondents indicated that the structure responsible for evaluating the EAP is not representative. The information also indicated that the EAP is appropriate and a better option to assist the employees with addressing their problems which impact on their job performance negatively. The employees are informed about the programme, while managers and supervisors are skilled on EAP procedures. The programme was utilized by the employees and this improved their job performance. The model adopted is rated poor by employees in terms of confidentiality and accessibility. Finally, it is concluded that the EAP is utilized and, therefore, the programme improved the employees’ job performance at Sasol. / Dissertation (MSW)--University of Pretoria, 2012. / Social Work and Criminology / unrestricted

Please read the abstract in the dissertation Copyright / Dissertation (MSW)--University of Pretoria, 2010. / Social Work and Criminology / unrestricted

In the Department of Correctional Services (DCS), as the role of workers in the workplace changed after demilitarisation in 1996, the needs of the employees also changed. The changing work environment placed different demands on them, unlike those that they had been used to in the past. Because of the growth of personal problems at the workplace, the EAP was introduced in the DCS in the late 1990’s. The EAP in the DCS has been formally in existence since 2000 and has not been formally evaluated according to the EAPA SA standards. The EAPA SA standards are the benchmark against which all EAPs in South Africa could be measured. This research attempts to ascertain whether the EAP in the DCS has been implemented according the prescripts of the EAPA SA standards. The research approach involved both the qualitative as well as the quantitative approaches. The qualitative approach was used in documenting the processes followed in the conceptualisation, introduction and creation of the EAP in DCS. The quantitative approach was used to evaluate the EAP in DCS using the EAPA SA standards as a benchmark. In the first chapter a general orientation to the study as well as the researcher’s rationale and structure for the research is provided. The literature review in chapter two took a retrospective look at the developments in the EAP industry by focussing on the most modern interventions in the EAP field initially and moving to the origins of the EAP later. Chapter three focussed on the evaluation of the EAP in the DCS which included a systematic collection of information about that programme. In chapter four each standard as it appears in the standards document and brief comment on each standard was presented. The standards were also reviewed in relation to recent literature on the subject. The empirical analysis in the following chapter included a quantitative analysis followed by a qualitative analysis of the responses. The first phase included the development of a questionnaire based on the standards. The distribution and completion of the questionnaire were part of phase two. In the final phase the questionnaire was analysed by the Department of Statistics at the University of Pretoria, under the leadership of Professor Smith and Dr. Mike van der Linde. In the final chapter a consolidation of all the chapters as well as recommendations for further research is presented. The formulated problem was addressed through the choice of different approaches, strategy and design during the research process. The researcher was able to combine the research approaches to compare and subsequently verify the findings. Based on the findings the following conclusions can be made: firstly that the DCS does not comply fully with many of the standards as set out by EAPA SA, secondly that the DCS is understaffed when attempting to deliver EAP services and finally that there is a resounding plea for EAP services in the DCS. In addition to the proposals a revised standards document has also been integrated into the findings. / Thesis (PhD)--University of Pretoria, 2010. / Social Work and Criminology / unrestricted

Employees and organisations of the modern workplace exist in an extremely stressful, demanding, and competitive environment, which adversely affects the health and well-being of the individual employee and the organisation. Employees are recognised as the most important asset of any organisation, and their health and well-being play a critical role in the productivity, profitability and competitiveness of the organisation. Employers can improve employee performance and consequently organisational productivity by promoting both healthier individuals and healthier work environments. The extent to which employers are able to maintain optimal performance, together with commitment, high morale, and well-being of their employees, will ultimately determine their level of success. Employers are, therefore, constantly searching for means that would promote employee health and well-being, and as a result also enhance organisational issues, such as productivity, efficiency, and competitiveness. The implementation of an Employee Assistance Programme (EAP) is a conventional and trusted programme that produces such outcomes. The presence of pets in the workplace could possibly contribute to the field of employee assistance. According to research, the human-animal bond, and the positive interaction between humans and animals have a beneficial impact on the well-being, and quality of life of people from all age, and target groups. If these general health-enhancing benefits of pets on their human companions are experienced in the workplace, it may benefit the economically active adult population, as well as the organisation. Consequently, the implementation of a pet-friendly workplace policy may be an innovative means to enhance the outcomes of an EAP. The goal of this study is to explore the potential for implementing a pet-friendly workplace policy in a South African work environment as a means to enhance the outcomes of an EAP. The study was conducted in conjunction with employees from Lowe Bull Calvert Pace (LBCP), a leading advertising company in South Africa. Twenty-eight employees participated in the study. The study complies with a quantitative approach, as an electronic semi-structured self-completion questionnaire was developed and utilised to explore perceptions and opinions about the presence of pets in the workplace. Several interesting findings were made about the perceived functions, benefits, and drawbacks of pets in the workplace, as well as the overall opinion to the idea of pets in the workplace. The study also identified issues that need to be considered during the actual formulation of a pet-friendly workplace policy. Generally, research describes the benefits of pets for the more vulnerable people in society - those who are often not part of the economically active adult population. However, a pet-friendly workplace policy could benefit the economically active adult population and the organisation. This exploratory study reveals that a great deal still needs to be done before pets can be introduced into the South African work environment. It may however, in the near future, be possible to integrate a pet-friendly workplace policy as a logical, but limited, component of a comprehensive EAP as a means to enhance the outcomes of the programme. / Dissertation (MSoc.Sc (Employee Assistance Programme))--University of Pretoria, 2006. / Social Work / unrestricted

My purpose with the envisaged study was to determine the effect a critical incident have on employees and how their functioning, psychosocially and at work is affected. Furthermore the goal was to determine if the employees who was affected by a critical incident was exposed to Critical Incident Stress Management (CISM) intervention, and if so did it have an impact on their functioning ( Psychosocial and work performance). An extended literature study was conducted to comprehend the meaning of trauma, the different facets of trauma, how it can impact on an emotional, physical, cognitive and behavioural level. The literature study further focused on the impact of a critical incident on the work performance and family life of the employee. Attention was given to the models in CISM intervention, the role of Employee assistance programs as well as the perceived outcomes of interventions the respondents were exposed to. In the study, data was collected in a qualitative as well as a quantitative manner. In the quantitative study two questionnaires were used as tool to collect information. In the qualitative study the researcher used clinical case notes as part of the document analysis as well as a semi structured interview with both the employee as well as the manager as data sources. Respondents (therapists) were selected according to the probability sampling procedure for the quantitative study and respondents volunteered to participate in the qualitative study after participating in the quantitative study. Participation in the study was voluntary and the participation rate in the quantitative study was 67.5% and in the qualitative study 22.22% It was evident from the study that employees were affected by a variety of critical incidents divergent in severity, circumstances and duration. The impact on each individual was unique and responses ranged in terms of severity. It was evident from the study that employees were affected by the critical incident and subsequently their work performance and psychosocial functioning was affected. The study managed to provide sufficient evidence on the impact of the critical incident on the psychosocial functioning and work performance of the employee. The research proved that individual counselling is effective in working through the incident and improving the psychosocial functioning and work performance significantly. The study also proved that intervention in the form of defusing, debriefing, individual counselling and aftercare is effective in addressing employees' reactions, supporting them to recover emotionally from the critical incident and improving their psychosocial functioning and subsequently their work performance. Conclusions and recommendations were made in terms of the empirical findings. The researcher hope that these conclusions and recommendations will be of value and contribute to the study field of CISM and EAP and have a positive impact on employees exposed to critical incidents and their recovery process. / Thesis (DPhil)--University of Pretoria, 2011. / Social Work and Criminology / unrestricted

M.A. / Health problems, physical and mental, in industry have an enormous influence on productivity of organisations in South Africa. Certain models of stress implied the perspective that many stressors may serve as possible inputs into the system, for example remuneration, substance abuse, teamwork, management support, change and self control. Outputs from the system include aspects such as accidents, illness, low productivity levels and psycho-social problems. The problem is that illness and absenteeism often have unspecific causes and a complex interaction perspective has been developed in looking at the employee as system in his working environment.

The Employee Assistance Programme is regarded as a tool that could assist employees in organisations with both their personal and work-related problems. This has become evident as more employers are offering these services to their employees. The goal of this study was to gain an in-depth understanding of social workers’ views and experiences in rendering EAP services in the Gauteng Department of Health (GDoH). The study used a qualitative research approach by focusing on the explorative, descriptive, and contextual designs. Constructivist theory and the person-environmentfit model formed the framework of this study. Purposeful sampling (a criterion-based sample) was used to select social workers rendering EAP services in the GDOH. Eleven social workers who met the criteria participated in the study and their ages ranged between 33 and 50 years. Data was collected by means of semi-structured interviews. The Tesch’s eight steps of data analysis was used, and data verification was conducted based on the Guba model. The findings in this study indicate that EAP is an important programme. However, it is not prioritised by the GDoH. Consequently, EAP practitioners experience challenges that negatively affect the provision of quality EAP services. Despite the challenges, most of the EAP practitioners nonetheless continue to render these services albeit under difficult circumstances since they love and have a passion for the work they do. / Social Work / M.A. (Social Work)

No description available.

The goal of this study was to explore the factors impacting on the well-being of ICU employees. The objectives of the study were: <ul> <li> To theoretically conceptualise the factors impacting on employees in a hospital ICU.</li> <li> To explore the role of personal factors such as personality, behaviour risks and resilience that impact on the well-being of ICU employees.</li> <li> To explore the organisational and work related factors that impinge on ICU employees and the impact these factors have on their well-being.</li> <li> To make recommendations regarding the implementation of proactive strategies.</li></ul> The research question of the qualitative study is: What are the factors impacting on the well-being of intensive care employees at the Chris Hani Baragwanath Hospital? This is an applied, qualitative research study. The research design used was a collective case study using focus group interviewing. The research study was conducted at Chris Hani Baragwanath Hospital Intensive Care Unit. The sample was selected using non-probability, purposive sampling. The sample consisted of ten doctors, thirteen nursing personnel and seven allied professionals (four physiotherapists and three dieticians). A pilot study was conducted with two doctors, two nurses and a social worker to test the interview schedule. This group did not form part of the sample. The researcher did her best to adhere to ethical considerations. Participants were informed of the nature of the research and completed informed consent forms. Anonymity was ensured through presenting responses collectively. No individual names or responses will be identified. A semi-structured interview schedule was used to collect data during focus group interviewing. The four focus group sessions were tape recorded. After completion of the focus group interviewing, the data was transcribed verbatim and then the data was organised into themes and sub-themes. The findings were released in a mini-dissertation. The report is accurate and reflects the true facts. All sources, references and assistance are acknowledged. The themes and sub-themes identified were: <ul> <li> Theme one: Job Satisfaction and sub-themes-Fulfilment, Meaning to Work, Emotions experienced, Changes healthcare workers would like implemented.</li> <li> Theme two: Stressors and sub-themes- What the stressors are, Control over the Stressors, Self-care techniques utilised, Personal Resources and Ways of de-stressing.</li> <li> Theme three: Trauma</li> <li> Theme four: Interpersonal Relationships and sub-themes- Connectivity amongst team, Impact connectivity has on functioning and Teamwork.</li> <li> Theme five: Role Demands and sub-themes- Job Description, Role Conflict and Balance between work and personal life.</li> <li> Theme six: Job Resources and sub-themes- Adequacy of resources, Resources Lacking and Impact job resources have on functioning.</li> <li> Theme seven: Job Conditions and sub-themes- Work Overload, Job Security and Working Conditions.</li></ul> The findings of the study were as follows: <ul> <li> CHBH employees experience high job satisfaction as they are doing what they want to do. They feel that they make a difference and enjoy trauma work. They are where things happen and where they want to be.</li> <li> The stressors faced by ICU employees can be divided into emotional and physical/resource stressors. The physical stressors were found to be: long working hours, lack of resources, untrained staff, budget, procuring equipment and resources, lack of human resources, equipment and linen shortages. The emotional stressors were related to having to deal with trauma and the impact thereof, dealing with death and dying, decisions regarding the switching off of life support machines, not always knowing if you did the right thing and wondering if you did everything you could for the patient to save their life.</li> <li> Daily, employees are faced with dealing with trauma and the impact thereof. This has an impact on well-being and can lead to compassion fatigue or soul weariness.</li> <li> It is important to examine the interplay of job resources and job demands. If job demands are high and job resources lacking, well-being is impacted. Job resources may buffer the impact of job demands and thus reduce burnout, exhaustion and increase motivation.</li> <li> If job demands are high and job resources low, job demands will exceed the individuals’ capacity to cope and overtax or stretch ability to cope. ICU employees experience being overstretched and overtaxed due to high job demands and being under-resourced. Work overload results in exhaustion.</li> <li> Relationships are an important aspect of organisational support. Employees value their relationships with colleagues and this provides opportunities for discussing patients, sharing knowledge and obtaining assistance with patient care. By pooling resources the team has additional resources to resolve complex situations.</li> <li> The working conditions of ICU employees are impacted by shortages in human and equipment resources.</li></ul> Recommendations arising from the study are: <ul> <li> A lifestyle and health management program dealing with issues of nutrition, exercise, relaxation, self awareness and disease management.</li> <li> An educative stress management program which is presented at induction and orientation.</li> <li> Preventative programs that enhance knowledge and skills on coping and self-care.</li> <li> Self awareness programs designed to assist employees in understanding their own stressors and reactions, enhance their self-esteem by developing strengths, resilience and coping.</li> <li> Human capital management- developing strategies to attract retain and reduce staff shortages.</li> <li> Facilities for exercise and relaxation- the provision of a gym facility.</li> <li> Program to reduce fatigue and recovery time.</li> <li> Group sessions focussing on catharsis and ventilation of feelings.</li> <li> A comprehensive Employee Wellness Program. </ul> / Dissertation (MSW)--University of Pretoria, 2010. / Social Work and Criminology / Unrestricted