EAP utilization patterns and employee absenteeism: Results of an empirical, 3-year longitudinal study in a national Canadian retail corporation.

Despite the increasing need for employee assistance program (EAP) providers and human resources (HR) departments to demonstrate outcomes resulting from the availability and use of EAP services, few empirical studies have examined the relationship between EAP utilization and objective organizational outcome measures. This study made use of a unique longitudinal archival data set to examine EAP utilization, the problems for which help was sought, and the relationship of EAP utilization to absenteeism over 3 consecutive years among all EAP-eligible (N = 3,448) employees in all locations of a large national Canadian retail store. Patterns of usage were examined by gender and age with a clearly defined EAP utilization statistic. Most frequently, the reasons for help seeking were personal issues, marital/family problems, and (a distant third) work-related issues. Longitudinal hierarchical linear modeling (HLM) was used to examine the differences in yearly absentee hours between EAP users versus non-EAP users. The results showed that EAP users generally had higher rates of absenteeism than nonusers during the year in which EAP was used but (with some exceptions) did not differ from the non-EAP user groups in the year(s) before and after treatment. Implications for consulting psychology are suggested. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The role of the EAP in the identification and treatment of substance abuse

Employee Assistance Programs (EAPs) are cost-effective strategies for employers to contain the substantial direct and indirect costs of substance abuse in the workplace. EAPs offer prevention, early detection, assessment of referral, and after-care programs to help stem the enormous costs of substance abuse in the workplace. Most effective employer substance abuse programs integrate drug-testing and EAP services to ensure a well coordinated, cost-effective program.     

Factors that influence the use and perceptions of employee assistance programs at six worksites

Employee assistance programs (EAPs) have gained significant importance in contemporary worksites. This article uses data from 6 case studies to examine several research questions regarding the relationship between worker demographic (e.g., gender, job tenure, and marital status), substance use, and workplace policies and the actual and potential use of the company EAP. Unlike in most of the existing literature, the authors did not find that gender, marital status, or job dissatisfaction are statistically related to actual or potential EAP use at most worksites. However, job tenure and some substance use behaviors were related to actual EAP use in a positive and statistically significant way. Another important finding, underlying the credible integration of EAPs into worksite culture, is the positive and robust relationship between employee trust and confidence in the EAP and actual use. The results of our study both reinforce some long-established principles in the EAP field and encourage further consideration of other beliefs.     

Employee assistance programs: a preventive, cost-effective benefit

Employee Assistance Programs (EAPs) provide a much-needed service to the employees of corporations. In these times of reduced benefits and diminished community resources, EAPs can dramatically compensate for those shortages. This article will explore the role of an EAP, the models of service available, and the selection process for choosing a program.     

The relation of the supervisory training and span of control to EAP referrals.

Surveyed 114 supervisors from a large company regarding their referrals of employees to employee assistance programs (EAPs). Based on G. A. Bayer and L. H. Gerstein's (see record 1988-31304-001) model of EAP helping behavior, it was predicted that supervisors who participated in training would refer a greater proportion of their employees than those who did not participate in training and that supervisors with a small span of control to refer would refer a greater proportion of their subordinates than those with a large span of control. There was the predicted main effect for span of control but no effect for training nor an interaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effectiveness of error management training: A meta-analysis.

Error management training (EMT) is a training method that involves active exploration as well as explicit encouragement for learners to make errors during training and to learn from them. Past evaluation studies, which compared skill-based training outcomes of EMT with those of proceduralized erroravoidant training or of exploratory training without error encouragement, have yielded considerable variation in effect sizes. The present meta-analysis compiles the results of the existing studies and seeks to explain this variation. Although the mean effect of EMT across all 24 identified studies (N = 2,183) was positive and significant (Cohen's d = 0.44), there were several moderators. Moderator analyses showed effect sizes to be larger (a) for posttraining transfer (d = 0.56) than for within-training performance and (b) for performance tasks that were structurally distinct (adaptive transfer; d = 0.80) than for tasks that were similar to training (analogical transfer). In addition, both active exploration and error encouragement were identified as effective elements in EMT. Results suggest that EMT may be better suited than error-avoidant training methods for promotion of transfer to novel tasks. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relative success of a self-help and a group-based memory training program for older adults.

This study evaluates self-help and group-based memory training programs to test for their differential impact on memory beliefs and performance. Self-help participants used a manual that presented strategies for name, story, and list recall and practice exercises. Matched content from that same manual was presented by the trainer in 2-hr weekly group sessions for the group-based trainees. Relative to a wait-list control group, most memory measures showed significant gains for both self-help and group-based training, with no significant training condition differences, and these gains were maintained at follow-up. Belief measures showed that locus of control was significantly higher for the self-help and group-based training than the control group; memory self-efficacy significantly declined for controls, increased for group-trained participants, and remained constant in the self-help group. Self-efficacy change in a self-help group may require more opportunities for interacting with peers and/or an instructor emphasizing one’s potential for memory change. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interacting Dimensions of Diversity: Cross-Categorization and the Functioning of Diverse Work Groups.

The authors conducted an experiment to show how the interplay between informational diversity and other dimensions of diversity can account for some of the inconsistent effects of informational diversity in previous research. A total of 70 four-person groups involved in a decision-making task received homogeneous or heterogeneous information. By manipulating gender composition and bogus personality feedback, the authors created groups that were heterogeneous (i.e., had a strong basis for subgroup categorization) or were homogeneous on these dimensions. In diverse groups characterized by a diversity faultline, heterogeneity of information either converged with or cross-cut the faultline. Results showed that informational diversity enhanced group functioning when it was crossed rather than converged with the existing faultline, which became manifest in increased information elaboration, higher satisfaction, reduced relationship and task conflict, and a better team climate. Extending previous work, these findings show that informational diversity may have positive effects on team functioning even when teams are not homogeneous on other diversity dimensions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managing diversity and enhancing team outcomes: The promise of transformational leadership.

In a sample of 62 research and development (R&D) teams, the authors examined transformational leadership as a moderator of the relationship of age, nationality, and educational background diversity with team outcomes. When levels of transformational leadership were high, nationality and educational diversity were positively related to team leaders' longitudinal ratings of team performance. These relationships were nonsignificant when transformational leadership was low. Age diversity was not related to team performance when transformational leadership was high, and it was negatively related to team performance when transformational leadership was low. Two mediated moderation effects help explain these findings. Transformational leadership moderated the relationship of the 3 examined diversity dimensions with the elaboration of task-relevant information, which in turn was positively associated with team performance. Moreover, transformational leadership moderated the relationship of the 3 diversity types with collective team identification, which in turn was positively related to the elaboration of task-relevant information. The authors discuss the theoretical and practical implications of these results. Overall, this study suggests that transformational leadership can foster the utilization of the potential, but frequently untapped, benefits entailed by both demographic and informational/cognitive team diversity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Team resilience for young restaurant workers: Research-to-practice adaptation and assessment.

This paper describes a method for taking a known prevention intervention and modifying it to suit young restaurant workers. Such workers are at high risk for alcohol and other drug (AOD) abuse according to national surveys. While evidence-based programs for AOD prevention exist, they have not been delivered to restaurants. Accordingly, an adaptation methodology was developed by integrating curricula from a previous evidence-based program with research on resilience and input from stakeholders, such as young restaurant workers, their managers, trainers, and subject matter experts. A new curriculum (Team Resilience) maintained fidelity to the original program while incorporating stakeholder insights. At the end of each of three training sessions, participants (n = 124) rated their awareness of AOD risks, help-seeking orientation, and personal resilience. Ratings tended to increase across sessions, showing participants perceived benefits from Team Resilience. Discussion highlights the need for research-to-practice protocols in occupational health psychology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predictors of Psychological Help Seeking in Clinical and Counseling Psychology Graduate Students.

Psychologists are often called upon to provide supervision, mentorship, and training to graduate student therapists-in-training. In these roles, psychologists may influence whether graduate students enter personal therapy during their training. This study investigated variables (including perceived faculty attitudes about students in personal therapy) that predict psychotherapy help seeking in clinical and counseling psychology graduate students (N = 262). The findings indicated that confidentiality issues, general attitudes about therapy, and perceptions of the importance of personal therapy for professional development were important predictors of graduate student help seeking. The implications for faculty, supervisors, and mentors of therapists-in-training are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Enhancing the transfer of computer-assisted training proficiency in geographically distributed teams.

The authors examined factors that determine whether knowledge gained from computer-assisted (i.e., technology-based) team training in a geographically distributed team (GDT) context transfers to organizational results. They examined the moderating effects of team trust, technology support, and leader experience on the relation between teams' average individual training proficiency on a computer-assisted (i.e., CD-ROM-based) training program and team performance as assessed by team customer satisfaction ratings. Using data collected from 40 GDTs in a high-technology company, the authors found that the relation between teams' average training proficiency and team performance was complex and moderated by several factors. In particular, teams' average training proficiency had a positive association with customer satisfaction when GDTs were higher, rather than lower, in both trust and technology support and when team leaders had longer, rather than shorter, levels of tenure with their specific team. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Anticipations of developments during the next decade which will influence psychology.

"The Education and Training Board is committed to the assumption that educational policy should be forward looking." It is anticipated that within the next decade there will be an increased social demand for psychologists and psychological services. Factors which will bring about this demand include: (1) increased productivity resulting from automation; (2) effects of scientific and technological developments; and (3) the effects of population growth. Among problems anticipated are: (1) the pressure for professional training and orientation; and (2) pressures toward team and program research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of acquisition training schedule on extinction and reinstatement of cocaine self-administration in male rats.

Partial reinforcement is known to increase resistance to extinction (Rn) relative to training with continuous reinforcement. This phenomenon, referred to as the partial reinforcement extinction effect, is one of the most robust in learning and conditioning studies. Experiment 1 investigated manipulations known to affect the partial reinforcement extinction effect and determined their possible relevance for drug use patterns. Male rats received intravenous cocaine self-administration training under partial reinforcement (FR-10) training or continuous reinforcement (FR-1) conditions with either a low (0.25 mg/kg infusion) or a high cocaine dose (1.00 mg/kg infusion). Animals were placed on an extinction (recurrent nonreward) schedule for 10 days (1-hr sessions) prior to being tested for cue-induced reinstatement (single 2-hr session). Experiment 2 involved acquisition of cocaine self-administration under FR-1 conditions of short training (15 days) or extended training (30 days) with a low dose (0.25 mg/kg infusion) or a medium dose (0.50 mg/kg infusion) of cocaine reward prior to extinction or reinstatement. Experiment 1 showed that rats trained with FR-10-high dose outcomes exhibited greater Rn than the remaining groups. Additionally, FR-10-high dose and FR-10-low dose rats were more likely to return to active drug seeking during the reinstatement test. In Experiment 2, rats trained under FR-1-medium dose conditions were more persistent during extinction following short acquisition training than comparable rats experiencing extended acquisition training. The reinstatement test was conducted following extinction, in which it was observed that overtraining under FR-1-medium dose reward schedules resulted in a decrease in the tendency to return to active drug seeking. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Issues in psychotherapy with EAP clients.

Suggests that employee assistance programs (EAPs) are growing at a rapid rate, partly in response to the success of psychotherapy. This emerging service delivery pattern remains unregulated, and the consumer is potentially easily abused. Several cases highlight the unique blend of business, clinical, ethical, legal, and moral concerns arising in the relationship between the provider, EAP counselor, and consumer. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The accelerate study: The longitudinal effect of speed of processing training on cognitive performance of older adults.

Objective: Examine the short-term and long-term impact of speed of processing training on cognitive performance in older adults. Study Design: Randomly assigned, 2-group experimental design with assessment periods at baseline, immediately after training, and at 2 subsequent annual points. Setting: Laboratory. Participants: Older adults (N=159) with speed of processing impairments. Interventions: Speed of processing training group or a social contact Internet control group. Participants in both groups received approximately ten 1-hr training sessions. Main Outcome Measures: Cognitive measures. Results: Speed of processing training resulted in improved performance on two measures of information processing (Useful Field of View and the Starry Night tests). Conclusions: Speed of processing training produced significant processing speed improvement that was robust over a 2-year period. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of training on peer counseling responses to human sexuality problems.

Examined the effects of an 8-hr human sexuality training program on the manner in which college-level peer counselors dealt with questions or problems related to pregnancy, birth control, or abortion. Pre–post training changes in peer counselor mode of response to 721 such cases were contrasted with a control group of 1,462 cases of non-sex-related personal problems. Following training, peer counselors significantly less frequently functioned solely as referral agents and significantly more frequently provided direct counseling or counseling plus referral for human sexuality cases but not for control cases. Thus, the effects of training were specific to the target class of problems. Differential effects were obtained for the 3 types of human sexuality problems. Implications of these results for the development and evaluation of paraprofessional training programs are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of selection and training on unit-level performance over time: A latent growth modeling approach.

Surprisingly few data exist concerning whether and how utilization of job-related selection and training procedures affects different aspects of unit or organizational performance over time. The authors used longitudinal data from a large fast-food organization (N = 861 units) to examine how change in use of selection and training relates to change in unit performance. Latent growth modeling analyses revealed significant variation in both the use and the change in use of selection and training across units. Change in selection and training was related to change in 2 proximal unit outcomes: customer service performance and retention. Change in service performance, in turn, was related to change in the more distal outcome of unit financial performance (i.e., profits). Selection and training also affected financial performance, both directly and indirectly (e.g., through service performance). Finally, results of a cross-lagged panel analysis suggested the existence of a reciprocal causal relationship between the utilization of the human resources practices and unit performance. However, there was some evidence to suggest that selection and training may be associated with different causal sequences, such that use of the training procedure appeared to lead to unit performance, whereas unit performance appeared to lead to use of the selection procedure. (PsycINFO Database Record (c) 2010 APA, all rights reserved)