Employee assistance programs (EAPs) function to treat a variety of work- and nonwork-related problems that may interfere with an employee’s job performance and/or productivity. EAPs were originally developed in the 1950s to treat employees whose job performance was negatively affected by alcohol abuse, but they have evolved greatly over the past several decades. The scope
The Employee Aptitude Survey (EAS), used for more than 50 years in selection and career counseling, was developed to yield “maximum validity per minute of testing time” (Ruch, Stang, McKillip, & Dye, 1994, p. 9). Derived from earlier ability tests, it consists of 10 short tests that may be given singly or in any combination.
Employee participation in organizational decision making allows employees to have a say in decisions that affect their working lives in some way. Nevertheless, this apparently benign definition masks a number of complexities. The main problem is that different parties in the employment relationship may differ on the procedure by which employee voice is expressed and
The Employee Aptitude Survey (EAS), used for more than 50 years in selection and career counseling, was developed to yield “maximum validity per minute of testing time” (Ruch, Stang, McKillip, & Dye, 1994, p. 9). Derived from earlier ability tests, it consists of 10 short tests that may be given singly or in any combination.
Grievance systems are formal organizational procedures designed to address employee complaints. These employee complaints, hereafter referred to as grievances, can range from general disputes about organizational policies (e.g., disputes about interpreting the vacation policy), to specific disputes about how the employee was treated (e.g., conflict with coworkers), to disputes that have legal implications (e.g., racial
Employee selection is the process employers use to determine which candidates to choose for particular jobs or roles within the organization. (Some organizations select for a particular job, e.g., customer service representative, whereas others select for a role, e.g., management.) Often, employee selection connotes preemployment selection—that is, determining which external applicants to hire. However, the
Employee theft refers to the wrongful taking of money, goods, or property by an organization member. The target is most commonly the organization itself, but the definition would also encompass stealing from coworkers or customers. The psychological literature on employee theft focuses on money and physical goods, although the definition would also encompass intellectual property.
This article explores the role of Employee Assistance Programs (EAPs) in managing workplace stress within the framework of health psychology. The introduction outlines the historical development of EAPs, emphasizing their significance in addressing the prevalent issue of stress in the modern workplace. The body of the article is divided into three parts: Understanding Stress in