D.Comm. / The primary purpose of this study was to evaluate an insourced Employee Assistance Programme (EAP) over a one year period in terms of impact evaluation (utilisation and client's satisfaction with the programme) and efficiency evaluation (cost-effectiveness). Such evaluation studies are becoming increasingly important in the current era of organisational downsizing and coping with resource constraints. A client satisfaction survey was used to assess client's satisfaction with the program, while data obtained from the management information system of the company was used to compute both the utilisation rate as well as the cost-effectiveness of the programme. The utilisation rate was computed to be 5.2% which is within the acceptable range as posited by the available literature. The utilisation rate was further examined in terms of the demographics of the client population as well as that of the EAP. The demographic information revealed that the most common problem addressed by the EAP was marital problems (37.8%). Another finding of note was the very high percentage of management / mandatory referrals. Supervisor feedback reports indicated that the most common problem amongst employees that resulted in referral was absenteeism and morale. Supervisors rated involvement in incidents /accidents and absenteeism as being the constructs that improved the most with EAP intervention. The survey of EAP clients (self-referrals) suggested that the majority of clients were satisfied with the overall quality of EAP services. Computation of the cost-benefit ratio revealed that for every R1.00 invested in the EAP between R5 and R8 was saved in terms of recovered lost productivity.

Typescript (photocopy). / Digitized by Kansas Correctional Industries / Department: Family and Child Development.

It is estimated that 20% of American employees have some sort of a personal problem that substantially hinders their work performance. This can result in future consequences for both the employee and employer, such as loss of job by the employee and increased expenses for the employer. Employee Assistance Programs (EAP's) are one of the leading approaches used in an attempt to mitigate problems experienced by distressed workers. EAP' s are formal intervention systems that assist employees with a variety of personal problems. Studies have shown that EAP's are effective in treating employee problems, however, most employees do not take advantage of this service The goal of this study was to identify factors that predict increased likelihood of employee self referrals to an EAP and whether there were any significant differences in factors relating to self versus supervisory referrals to an EAP. Previous literature had not explored the latter issue. SeveJ1:ty-one subjects, 37 males and 34 females, from a government agency participated in the study. Of the 71 participants, 33 were supervisors and 38 were subordinate employees. Each subject completed a Likert-type survey that assessed their willingness to either self refer themselves or refer their subordinate employees to an EAP for a variety of problems. Supervisors assessed their willingness to refer subordinate employees to an EAP, while subordinates assessed their willingness to self refer to an EAP . Multiple regression analyses indicated that the variables of familiarity, embarrassment, attention, effectiveness, trust, control and referral by supervisor were significant in predicting an employees' willingness to self refer to an EAP for a variety of personal problems. Furthermore, analyses suggested that there was a difference between employees and supervisors in factors related to willingness to refer to an EAP. The primary difference was that supervisors mainly considered the overall effectiveness of the EAP program when deciding willingness to refer employees while employees mostly considered job security concerns, such as referral by supervisor or trust in confidentiality, when deciding willingness to self refer to an EAP. Future research should investigate this issue further to examine if this conclusion can be generalized to other organizations.

Thesis (M.A.) -- Central Connecticut State University, 1999. / Thesis advisor: Dr. Marc Goldstein. "...in partial fulfillment of the requirements for the degree of Master of Arts in Psychology."

Thesis (MSW(Social Work))-University of Pretoria, 2007. / Includes bibliographical references.

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2005. / Includes bibliographical references.

Thesis (MSoc.Sci (EAP))--University of Pretoria, 2005. / Includes bibliographical references.

Thesis (MSD (EAP)--University of Pretoria, 2005. / Includes bibliographical references.

Thesis (MSD (Employee Assistance Programme)) -- University of Pretoria, 2004. / Includes bibliographical references.

Thesis (M.A.(M.S.D.))--Universiteit Van Pretoria, 2003. / Includes bibliographical references (leaf 141-145).