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Orientation: Artificial intelligence is increasingly transforming employee assistance programmes (EAPs) by enabling proactive, data-driven and context-sensitive approaches to employee well-being. In South African context, however, socio-economic inequalities, pronounced digital divides and cultural and linguistic diversity continue to constrain the adoption of artificial intelligence (AI)-enhanced EAPs, leaving ethical, cultural and structural considerations insufficiently examined. Research purpose: To address this gap, this study employed a systematic review of peer-reviewed literature from 2012 to 2024 to examine and synthesise the ethical, cultural and digital transformation requirements influencing the adoption of AI-driven EAPs in South African workplaces. Motivation for the study: The integration of AI in EAPs has not been fully explored in the South African context, where challenges of diversity, ethics and digital equity remain prominent. Research approach/design and method: In accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses 2020 guidelines, a review of the Scopus, Web of Science, PubMed and EBSCOhost databases resulted in the identification of 50 relevant articles, which were analysed thematically. Main findings: The synthesis produced six interconnected themes: (1) adoption and implementation dynamics (2) infrastructure and digital competency barriers (3) cultural and linguistic appropriateness (4) ethical governance and data privacy (5) economic and structural constraints and (6) employee well-being outcomes. Practical/managerial implications: To unlock the potential of AI in EAPs, it is essential to create strategies that are culturally responsive, ethically governed and technologically inclusive. Contribution/value-add: This review offers insights to assist policymakers, Human Resource (HR) professionals and EAP designers in developing fair and contextually relevant digital well-being interventions within South African workplaces.

PurposeEmployee assistance programmes (EAPs) and wellness practitioners (WPs) are the first line of support for employees returning from substance use rehabilitation. However, many workplaces need more guidance and support provisions to address these needs effectively. The purpose of this paper is to present a 10-week aftercare intervention programme that EAPs and WPs can use to support employees returning to work after a period of substance use rehabilitation.Design/methodology/approachThe qualitative methodological approach involved two distinct stages of data collection and consensus search activities. Stage 1 involved three data collection activities with three stakeholder groups, and Stage 2 consisted of two consensus-seeking engagements with the intended audience of the intervention programme.FindingsParticipants in the consensus-seeking activities endorsed the inclusion of content in the proposed intervention programme and structural and organisational arrangements. Specific recommendations were made, namely, increased reliance on faith-based and spiritual support, the need to include community support structures and ensuring that workplace interventions include counselling, skills training and motivational speakers.Practical implicationsThose working in the EAP environment are offered a systematic and holistic plan for managing and supporting employees recovering from substance abuse disorders (SUDs) to maintain their recovery and return to productive work.Originality/valueImplementing the intervention programmes can reduce the ad hoc nature of current approaches to workplace aftercare. The WPs are placed in a central role while stressing the valuable input of other key role players within the workplace or part of the family and community networks of the employee.

\"The International Handbook of Workplace Trauma Support provides a comprehensive overview of contemporary standards and best practice techniques for organizations that draws from the latest research findings and experience of clinicians, academics, practitioners, and other leading authorities on trauma support from around the world\"--

OrientationWorkplace stress has reached endemic proportions, affecting mental, physical and organisational health. Research indicates that trainee accountants experience higher levels of stress compared to other accounting professionals. Employee Assistance Programmes (EAPs) have been developed to assist trainees in managing workplace stress.Research purposeThe purpose of this study was to determine if participating in an EAP focussed on stress management can reduce perceived levels of stress among trainee accountants.Motivation for the studyWorkplace stress impacts the performance and mental health of trainee accountants. Employee Assistance Programmes can assist in providing stress management strategies.Research approach/design and methodThe study utilised a quantitative, pre-experimental single-group pre-test and post-test design without the use of a control group. Out of a population of 350 trainee accountants, a purposeful sample of 166 trainees who participated in an EAP was chosen to participate in the study. Their perceived stress levels were assessed before and after attending an EAP.Main findingsThe research indicated a statistically significant decrease in the perceived stress levels among trainee accountants who attended an EAP (t = −3.43; p = ≤ 0.01; small effect size).Practical/managerial implicationsThe implications are that auditing firms should use EAPs to lower stress among trainee accountants.Contribution/value-addThe study demonstrated that an effective EAP could help trainee accountants lower their stress levels. In addition, this research is distinctive because it is the first in South Africa to examine the effect of an EAP on the perceived stress levels of trainee accountants.

Social benchmarking is an evaluation method in which the performance levels of different public social programs are compared, either relatively to each other or to an absolute value. The first part of this research discusses the use of social benchmarking for the evaluation of active labour market policies. This part also develops a social benchmark model, which can be used to assess the performance of active labour market policies in general, and work-based employment programs in specific.

Employee Assistance Programs (EAPs) are commonly used to manage stress and well-being in organizations in Thailand; however, their utilization rates remain low among employees. This study investigates the factors that influence employees’ utilization of an EAP, focusing on the moderating roles of perceived privacy protection and perceived trust, using the Health Belief Model (HBM). Data were collected by surveying 434 employees from organizations providing EAPs in Thailand. Structural Equation Modelling was employed to analyze the data and test the hypotheses. The findings indicated that employees’ intention to use EAPs was significantly influenced by perceived benefits, cues to action, and privacy protection, whereas self-efficacy had a negative effect. Moreover, perceived privacy protection can strengthen the relationship between self-efficacy and EAP utilization, while it weakens the relationship between cues to action and perceived barriers. Perceived trust further enhances the impact of perceived severity and self-efficacy on EAP utilization. The practical implications for organizations are also discussed. Plain Language Summary What makes employees in Thailand use or not use stress management programs Companies in Thailand often have Employee Assistance Programs (EAPs) to help workers manage stress and improve their well-being. However, not many employees use these programs. This study looks at what factors influence employees to use EAPs, focusing on how much they trust these programs and believe their privacy is protected. Researchers surveyed 434 employees from companies that offer EAPs. They used a method called Structural Equation Modelling to analyze the data. The study found that employees are more likely to use EAPs if they see clear benefits, get reminders to use them, and believe their privacy is protected. Interestingly, employees with high confidence in managing their own stress (self-efficacy) were less likely to use EAPs. The study also found that believing their privacy is protected makes employees’ confidence in managing stress less important and reduces concerns about using EAPs. Additionally, when employees trust the program, they are more likely to use it if they think stress is a serious issue and believe they can handle it with the program’s help. The study offers practical advice for organizations on how to encourage more employees to use EAPs.

Orientation: The coronavirus disease 2019 (COVID-19) has led to an increased focus on the effectiveness of employee assistance programmes (EAPs).Research purpose: To evaluate the impact of COVID-19 on the value, utilisation and scope of an EAP within the South African insurance sector.Motivation for the study: Higher levels of stress and anxiety experienced by employees because of COVID-19 has necessitated the need to better understand the reasons for EAPs utilisation and its effectiveness within organisations.Research approach/design and method: The study provided an overview of employee well-being and an overview of the origins and evolution of EAPs. The study utilised thematic analysis to analyse 1002 cases with a sample of n = 907, pre-and post-onset of the COVID-19 pandemic.Main findings: The utilisation of EAPs increased because of COVID-19, yet the reasons for accessing these programmes remained largely consistent before and during COVID-19. At a sub-theme level, the priority of themes differed across the time periods influenced by external context and circumstance.Practical/managerial implications: The study found a need to clearly define employee well-being and reposition the role of EAPs within the organisation. Organisations need to broaden the scope of EAPs and through continuous education and awareness create an environment where employees feel like they can safely access these services.Contribution/value-add: The study contributes towards the current literature on employee well-being and providing a perspective on the relevance, value and utilisation of EAPs before and during a pandemic.

PurposeThis study aims to investigate critical differences between police officer willingness to use and recommend an employee assistance program (EAP) to a peer, including the relationship between officer perceptions of macro-level organizational support and micro-level EAP support.Design/methodology/approachA survey of 213 police officers from a large, urban police department in the Northeast United States of America is used to evaluate the relationship between officer perceptions of the EAP and the officers' willingness to use and recommend the EAP to peers. Generalized linear regression models are used to evaluate the moderating effect of perceived organizational support (POS) on perceived EAP support.FindingsThe findings of this study suggest that POS strongly predicts willingness to use the EAP, but POS has no significant relationship with willingness to recommend the EAP. There is evidence that POS moderates the relationship of EAP support on willingness to recommend the EAP to a peer. When POS decreases, the relationship of EAP support with willingness to recommend the EAP to peers becomes stronger.Research limitations/implicationsThe current study is limited by the study's focus on only one police department and the department's use of cross-sectional data, which may limit the generalizability of the results to agencies that differ in size and type.Practical implicationsThis research has practical implications for those who seek to improve officer receptivity to mental health support and improve the quality of police services provided to the public. The findings demonstrate that improving officer willingness to recommend the EAP to peers may be a more sustainable pathway to addressing officer mental health than willingness to use the EAP considering the current movement toward police reform.Originality/valueThe research unveils significant differences in police officer decision-making between using the EAP and recommending it to a peer. The research also adds empirical evidence to existing research on the role of POS in policing and the altruistic, peer-focused nature of the police subculture.

Purpose The prevention of mental health issues at work represents a significant challenge for organizations. The transformation of workplaces whose future promises to be virtual or hybrid can make the anticipation and prevention of these health issues more challenging, considering the potential distance that it may create between employees and their employers. The recent health crisis undermined individual mental health but also highlighted the importance of new technologies which greatly paved the way for the future of workplaces. This paper aims to examine these new technologies, specifically the use of blockchain technologies in organizations to predict and prevent mental health issues at work, specifically psychological distress, in times of crisis, and beyond. It addresses the main challenges and opportunities and presents research avenues as well as insights for human resource management (HRM) practitioners. Design/methodology/approach This paper is a viewpoint that addresses the use of blockchain technology in the prevention of employees’ mental health at work in times of crisis and beyond. Literature was used to support this viewpoint and highlight the importance of addressing mental health issues at work and preventing their occurrence in the future. Findings Blockchain is one of the disruptive new technologies that can be used as a strategic tool for organizations to prevent mental health issues among employees in the workplace in times of crisis, and beyond. It facilitates the collaboration between employees, their organization, healthcare and employee assistance program (EPA) providers, as well as insurance companies. In this context, a specific type of blockchain should be used to support this type of collaboration. Practical implications Blockchain can generate both opportunities and challenges for the prevention of mental issues at work. It can transform the future of workplaces and help organizations as well as healthcare and EPA providers to anticipate potential employees’ mental health issues in 2019. Organizations need to address their readiness to implement this new technology and the possible reluctance of their employees to use it. This paper presents insights for managers and HRM practitioners. Originality/value The studies that have addressed the use of blockchain in organizations to prevent employees’ mental health issues are sparse. This paper is an attempt to address this gap and examine the challenges as well as the opportunities associated with the use of this disruptive new technology that can significantly reshape the future of workplaces.

PurposeThis study investigates the relationship between police officer's willingness to use Employee Assistance Program (EAP) and their perceptions about stress and help-seeking in policing, considering the effect of gender and ethnicity in this association.Design/methodology/approachA survey of 431 Illinois police officers is used to measure officer's perceptions about help-seeking and organizational stressors. The conditional PROCESS modeling (Hayes, 2012) was employed to analyze the hypothesized mediation model. The ANOVA test was used to determent the effect of gender and ethnicity on organizational stressors in policing.FindingsFindings suggest police officer's willingness to use EAP is shaped by the perceived negative effect of stress on promotion through the mediator, confidence in their departments to receive adequate assistance, with noticeable gender and ethnic differences. The analysis demonstrated that female police officers feel stressed because of unfair promotional opportunities and poor relationships with supervisors. Female police officers are less willing to apply for the EAP services to mitigate stress than male police officers. The findings reveal that ethnicity is a significant predictor of the police officers' willingness to apply for EAP services to mitigate stress.Research limitations/implicationsThe current study is limited by its focus on only one police department located in the Illinois, USA. This may limit the generalizability of the results. The cross-sectional nature of data used to draw conclusions and variation in departments' characteristics and compositions could influence results.Practical implicationsThe research has practical implications for those who are interested to understand organizational stressors and perceptions on help-seeking in policing. This study provides suggestions for police administrators to make effort in creating more sensitive working environment to reduce stressors for female police officers and representatives of ethnic groups.Originality/valueThe research unveils the significance of officer's confidence in their departments in modifying their willingness to use EAP, revealing the effect of organizational stressors on confidence. The study adds empirical evidence to existing research on impact of gender and ethnicity on their willingness to use EAP.