The challenges that employees who abuse substances experience when returning to work after completion of employee assistance programme (EAP)
01 Jan 2016-Work-a Journal of Prevention Assessment & Rehabilitation (Work)-Vol. 53, Iss: 3, pp 569-584
TL;DR: How substance abuse effect the worker role of individuals employed in the open labor market, the challenges and facilitators experienced by employees who abuse substances when returning to their previous work roles and how occupation based interventions can be incorporated in EAP programs are portrayed.
Abstract: Background Employee assistance programs (EAPs) are responsible for helping employees cope with problems such as: mental distress, alcoholism and other drug dependencies, marital and financial difficulties--in short, the whole host of personal and family troubles endemic to the human condition. Objective The study explored the challenges that employees who abuse substances experience when returning to work after the completion of an employee assistance program. Methods The study used a qualitative exploratory descriptive research design. Three male participants and two key informants participated in the study. One semi structured interview was conducted with each one of the participants and one semi structured interview with the key informants. Results Four themes emerged: 1) Loss of one's worker role identity, 2) Negative influences of the community continues to effect the success of EAP, 3) EAP as a vehicle for change and, 4) Healthy occupations strengthen EAP. Conclusions This study portrayed the following: how substance abuse effect the worker role of individuals employed in the open labor market, the challenges and facilitators experienced by employees who abuse substances when returning to their previous work roles and how occupation based interventions can be incorporated in EAP programs. Occupational therapists could use the health promotion approach, work simplification, energy conservation techniques and ergonomic analysis techniques.
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TL;DR: Strong methodologies are needed for studies into RFs and protective factors in the construction industry, and the primary tool used was the Depression Anxiety Stress Scale.
Abstract: Mental ill health is a significant cause of suicide and disability worldwide. It has particularly affected the construction industry. The construction labor sectors in Australia and the United Kingdom have suicide rates 2 and 3.7 times higher, respectively, than their overall national averages, which has attracted the attention of researchers and the industry. However, few studies have examined the state of construction workers' mental health. This paper systematically reviews the existing body of knowledge on mental health in the construction industry. In total, 16 journal articles met inclusion criteria, and 32 risk factors (RFs) were deduced. The foremost RFs were related to job demand and job control. A conceptual framework and checklist to aid in better understanding these RFs were developed. In assessing mental health, the primary tool used was the Depression Anxiety Stress Scale. The findings of this study help to deepen the understanding of professional mental health assessment scales and relevant RFs and protective factors as used in the construction industry. The study concludes that stronger methodologies are needed for studies into RFs and protective factors in the construction industry.
67 citations
Dissertation•
01 Nov 2017
13 citations
TL;DR: Employment is important to women in substance abuse recovery, not only as a means for financial support, but also as a life priority, and the results highlight how employer scheduling practices, low-level positions, and lack of employment supports impact recovery.
Abstract: Background Women in metropolitan areas have lower employment participation and employment rates than men Although women face multiple challenges in the labor market, those who have a history of substance use and are abstinent may have a greater disadvantage in obtaining viable employment opportunities due to factors associated with substance use No research to date has examined employment experiences among women in recovery from substance use Objective This study examined employment characteristics and experiences of women who had a history of substance use and lived in sober-living environments in urban areas Method Data were collected through telephone interviews to sober living homes that were located in 20 urban areas Results Themes identified through thematic analysis included employment challenges, the importance of work to substance abuse recovery, job satisfaction, employment aspirations, and employment support in the sober living home Conclusion Employment is important to women in substance abuse recovery, not only as a means for financial support, but also as a life priority The results highlight how employer scheduling practices, low-level positions, and lack of employment supports impact recovery Findings provide insight into the need for employment support services, including employer education and flexible policies for women in recovery
10 citations
TL;DR: In this article, the authors report on the aftercare needs of nyaope users from both the users' and the significant others' points of view in Hammanskraal (a South African township).
Abstract: Nyaope is a relatively new drug on the South African market and mostly (mis)used by youths. Without targeted intervention, this drug could negatively affect the wellbeing of the people involved. Aftercare and reintegration services are often downplayed, with little emphasis in both research and practice. This article reports on the aftercare needs of nyaope users from both the users’ and the significant others’ points of view in Hammanskraal (a South African township). A collective case study was implemented through semi-structured interviews with both nyaope users and significant others. Recommendations are offered to role players involved in aftercare and reintegration services.
7 citations
01 Jan 2019
TL;DR: Geographically distributed employees' perceptions of Employee Assistance Program access were surveyed by as mentioned in this paper, who found that 75% of the surveyed employees perceived the program access as easy or easy to access.
Abstract: Geographically Distributed Employees’ Perceptions of Employee Assistance Program Access by
5 citations
Cites background from "The challenges that employees who a..."
..., 2015; Willbanks, 1999) to help employees’ address an extensive list of modern-day emotional, physical, familial and organizational issues (Milot, 2017; Levers Mugari et al., 2014; Richmond et al., 2017; Soeker et al., 2016; Wang & Zhang, 2011)....
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...Employers typically provide an EAP to offer social support in the workplace (Eisenberger, Malone, & Presson, 2016; Soeker et al., 2016; Swayze & Burke, 2013; Torun, 2013)....
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...Employers typically provide an EAP to offer social support in the workplace (Eisenberger, Malone, & Presson, 2016; Soeker et al., 2016; Swayze & Burke, 2013; Torun, 2013)....
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...…& Rangongo, 2014; Hargrave & Hiatt, 2005; Li et al., 2015; Willbanks, 1999) to help employees’ address an extensive list of modern-day emotional, physical, familial and organizational issues (Milot, 2017; Levers Mugari et al., 2014; Richmond et al., 2017; Soeker et al., 2016; Wang & Zhang, 2011)....
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References
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Book•
15 Jun 2002
TL;DR: The Model of Human Occupation, the ICF, and the Occupational Therapy Practice Framework: Connections to Support Best Practice Around the World .
Abstract: Chapter 1 Introduction to the Model of Human Occupation Section One: Theoretical arguments Chapter 2 Motives, Patterns and Performance of Occupation: Some Basic Concepts Chapter 3 The Dynamics of Human Occupation Chapter 4 Volition Chapter 5 Habituation: Patterns of Daily Occupation Chapter 6 Performance Capacity and the Lived Body Chapter 7 The Environment and Occupation Chapter 8 Dimensions of Doing Chapter 9 Crafting Occupational Life Chapter 10 Doing and Becoming: Occupational Change and Development Section Two: Client-centered Approaches to Applying the Model in Therapy Chapter 11 A Framework for Therapeutic Reasoning Chapter 12 Gathering Client Information Chapter 13 Observational Assessments Chapter 14 Self-Report Assessments Chapter 15 Talking with Clients: Assessments that Collect Information through Interviews Chapter 16 Assessments Combining Methods of Information Gathering Chapter 17 How to Best Know the Client: Choosing and Using Structured Assessments and Unstructured Means of Gathering Information Chapter 18 The Process of Change in Therapy Chapter 19 Therapeutic Strategies for Enabling Change Section Three: Case Illustrations Chapters 20 Putting Theory into Practice Chapters 21 Re-crafting Occupational Narratives Chapters 22 Applying MOHO to Clients Who Are Cognitively Impaired Chapters 23 Facilitating Participation Through Community-Based Interventions Chapters 24 Enabling Clients to Reconstruct Their Occupational Lives in Long Term Rehabilitation Chapter 25 Use of MOHO to Complement Other Models of Practice Section Four: Program Development, Research, and Further Resources Chapter 26 Program Development Chapter 27 Research: Investigating MOHO Appendices Appendix A References Appendix B A Guide to the MOHO Website
1,670 citations
TL;DR: Employee engagement is a vast construct that touches almost all parts of human resource management facets we know hitherto as mentioned in this paper, and it is a predictor of positive organizational performance clearly showing the two-way relationship between employer and employee compared to the three earlier constructs: job satisfaction, employee commitment and organizational citizenship behaviour.
Abstract: Employee engagement is a vast construct that touches almost all parts of human resource management facets we know hitherto. If every part of human resources is not addressed in appropriate manner, employees fail to fully engage themselves in their job in the response to such kind of mismanagement. The construct employee engagement is built on the foundation of earlier concepts like job satisfaction, employee commitment and Organizational citizenship behaviour. Though it is related to and encompasses these concepts, employee engagement is broader in scope. Employee engagement is stronger predictor of positive organizational performance clearly showing the two-way relationship between employer and employee compared to the three earlier constructs: job satisfaction, employee commitment and organizational citizenship behaviour. Engaged employees are emotionally attached to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going extra mile beyond the employment contractual agreement.
770 citations
"The challenges that employees who a..." refers background in this paper
...According to Markos & Sridevi [40], performance of employees need to be improved by addressing human resources because if they are not addressed employees fail to engage in their job requirements....
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Book•
01 Jan 2003
TL;DR: Vital pedagogical features, including case studies, Practice Dilemmas, and Provocative questions, help position students in the real world of occupational therapy practice to help prepare them to react appropriately.
Abstract: This edition includes coverage of new topics such as clinical reasoning, ethics and cost containment, pain, child psychiatry and AIDS. It is organized in two sections: professional issues; and practice issues, which follows lifespan sequence, emphasizing paediatric and geriatric content.
495 citations
TL;DR: Results from randomized clinical trials and quasi-experimental designs suggest that providing individualized risk reduction for high risk employees within the context of comprehensive programming is the critical element of worksite interventions.
Abstract: Purpose. This article is the fifth in a series of critical reviews of the clinical effectiveness and cost-effectiveness studies of comprehensive, multifactorial health promotion and disease management programs conducted in worksites. As with the previous reviews, the purpose of this article is to review and assess the randomized control trials that have focused on both clinical and cost outcomes of worksite health promotion and disease management programs. For this current review, a new category of quasi-experimental studies has been added because this represents a major new trend in such interventions over the last 2 years. Comprehensive worksite programs are those that provide an ongoing, integrated program of health promotion and disease prevention that integrates specific components into a coherent, ongoing program that is consistent with corporate objectives and includes program evaluations of both clinical and cost outcomes. Data Sources. A comprehensive search was conducted using a multist...
353 citations