Employee Assistance Program as the Supporting System  of Quality of Work Life to Cope with Occupational  Stress

Numerous programs addressing employee alcohol abuse and dependence have appeared in organizations in the U.S. since the 1940s. Employee Assistance Programs (EAPs) have effectively used a dual strategy of constructive confrontation and counseling for dealing with problem drinkers at the work site. In many organizations, however, practitioners have begun to treat problem drinkers by altering this strategy and/or relying on health promotion programs (HPPs) and quality of work life (QWL) efforts. This article compares EAPs, HPPs, and QWL, discussing their theoretical underpinnings, methods, and demonstrated effectiveness in treating alcohol abuse and dependence. The author encourages cooperation among EAP, HPP, and QWL practitioners in addressing work place factors related to drinking problems, and makes several recommendations for future research.

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Employee assistance programmes (EAPS) and quality of work life in a public sector organization: Biographical influences

Corporate Ownership and Control ◽

10.22495/cocv12i3c2p4 ◽

2015 ◽

Vol 12 (3) ◽

pp. 242-249 ◽

Cited By ~ 1

Author(s):

N R Bophela ◽

Patsy Govender

Keyword(s):

Public Sector ◽

Work Life ◽

Employee Perceptions ◽

Quality Of Work Life ◽

Employee Assistance ◽

Length Of Service ◽

Quality Of Work ◽

Public Sector Organization ◽

Significant Difference

This study aims to determine biographical influences on facets of employee assistance programmes (EAPs) and the quality of work life of employees in a public sector organization. Employee perceptions were conducted via questionnaire distribution and the data was analyzed using descriptive and inferential statistics. A sample 85 employees was drawn using the stratified random sampling. Significant differences surfaced with the length of service and with the three components of the study, that is, the programme on stress-related problems, the programme on personal issues and, mentoring programmes. Also, a significant difference emerged for the programme for substance abuse and the highest educational level. The literature review and the results highlight a compelling need for quality of work life and for spearheading EAPs programmes effectively in organizations

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Development of a Theoretical Model for the Appreciation of the Perception of Quality of Work Life and Occupational Stress, and Its Validation through Statistical Analyses

Journal of Advances in Medicine and Medical Research ◽

10.9734/jammr/2017/35959 ◽

2017 ◽

Vol 23 (5) ◽

pp. 1-12

Author(s):

Sabrine Battal ◽

Taoufiq Fechtali ◽

Saida Toufik

Keyword(s):

Theoretical Model ◽

Occupational Stress ◽

Work Life ◽

Statistical Analyses ◽

Quality Of Work Life ◽

Quality Of Work ◽

Perception Of Quality

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OCCUPATIONAL STRESS AND DISSATISFACTION WITH QUALITY OF WORK LIFE IN NURSING

Texto & Contexto - Enfermagem ◽

10.1590/0104-07072017003940015 ◽

2017 ◽

Vol 26 (1) ◽

Author(s):

Bruno Del Sarto Azevedo ◽

Adriana Alves Nery ◽

Jefferson Paixão Cardoso

Keyword(s):

Social Support ◽

Occupational Stress ◽

Cross Sectional Study ◽

Work Life ◽

Quality Of Work Life ◽

Total Quality ◽

Cross Sectional ◽

Quality Of Work ◽

Nursing Managers

ABSTRACT Objective: to analyze the association between occupational stress, quality of work life and associated factors among nursing workers. Method: 309 nursing workers of a public general hospital participated in this cross-sectional study. The Total Quality of Work Life and the Job Stress Scale instruments were used to evaluate the quality of work life and occupational stress, respectively. Results: associations were estimated using Poisson regression analysis combined with robust variance. We found association between dissatisfaction with quality of work life and smoking (PR=1.53; 95%CI: 1.02-2.31), work at the care units for highly dependent or critically ill patients (PR=2.47; 95%CI: 1.18-5.19), low social support at work (PR=1.76; 95%CI: 1.29-2.40) and the quadrants of the demand-control model "active job" (PR=1.74; 95%CI: 1.04-2.92) and "high-strain job" (PR=2.54; 95%CI: 1.51-4.27) . Conclusion: these results may help the hospital and nursing managers to develop and implement strategies in order to reduce excessive demands and work overload and increase social support among the nursing staff.

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