ABSTRACT
Over the past two years, there have been many popular press articles about grief in the workplace. Despite this recent COVID-19-related attention, bereavement (i.e., the reaction to a loss by death) has always been a universal human experience. The intention of this short concept statement is to bring attention to and spur HRM research efforts on bereavement in the workplace. Part of the challenge in dealing with bereavement is the empathy-efficiency paradox - the perception that workplace goals often conflict with the needs of bereaved employees. After providing an overview of bereavement, I explain how this potential paradox can make bereavement more difficult-not only for bereaved employees, but for managers and coworkers as well-with formal policies and practices unintentionally disenfranchising grief. I also suggest some ways to address this perceived paradox. Subsequently, several generative research directions are suggested. Given the large role that HRM plays in making the workplace more humane, bereavement seems like a topic worthy of our research attention. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
The COVID-19 pandemic has accentuated the critical role of organizational support for the workforce. An employee assistance program (EAP) represents an inclusive strategy which organizations adopt to provide supportive and empathic care to help employees overcome undesirable situations. To date, we have limited knowledge of what EAP issues have been researched from the human resource management (HRM) perspective and what theoretical underpinning these studies have used. This article systematically reviews quantitative empirical studies on EAPs. Drawing upon 115 articles from 72 journals across 40 years (1981-2020), we trace the evolutionary trend of the construct of EAP and shed light on the internal link of EAP with HRM. After summarizing research themes, methods, theories, and approaches to the evaluation of EAPs, we identify pitfalls in the current research and contribute to extending the field by proposing several research agendas for future investigation. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Across the world among various industries, the concept of employee assistance and/or employee wellness programs are becoming increasingly more popular and widespread. Between the global pandemic, hybrid or fully remote working arrangements, increased cost of living and increasing inflation, this rapidly advancing society provides a new set of challenges that were either nonexistent or not as prominent as when employee assistance programs were first created. Originally instituted as a response to alcohol dependency, the desires and needs for employee assistance programs range from personal employee matters occurring both in the workplace and at home to general depression and anxiety support that is provided by the employer for any reason. This research presents an opportunity to better understand employee assistance programs from the perspectives of individual use and program effectiveness. A collection of literature spanning four consecutive decades is synthesized and referenced to help build a case for providing corresponding recommendations for the future implementation, management, and oversight of employee assistance programs. The major themes identified throughout the literature include but are not limited to program evaluation and effectiveness, employee retention, program participation, and mental health. [ABSTRACT FROM AUTHOR] Copyright of Journal of Applied Professional Studies is the property of Marywood University, PhD Program in Strategic Leadership & Administrative Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
ABSTRACT
To investigate across sex (i.e., biological attributes) and gender (i.e., roles and responsibilities), the support services and workplace accommodation needs for men and women with traumatic brain injury (TBI), and the impact of COVID-19 on work and mental well-being. A cross-sectional study design with an online survey. Descriptive and regression analyses were completed for sex and gender differences. Open-ended responses were analyzed through a content analysis approach. Research Electronic Data Capture application of a research teaching hospital in Ontario, Canada. Adult persons with TBI were recruited nationally. Not applicable. Differences between men and women in domains of quality of life after brain injury-overall scale (QOLIBRI-OS), health support service needs, workplace accommodations, and change in employment status and mental health due to COVID-19. Thirty-two persons with TBI (62% women;38% men) completed the study. The most needed services by women and men were physiotherapy, occupational therapy, and counselling services. The most needed workplace accommodations for men and women were modified hours/days and modified/different duties. Women expressed needing help with housekeeping and caregiving to transition to work effectively. Women also scored poorer on the daily activity domain of the QOLIBRI-OS. Women were more likely to experience no change in employment status because of COVID-19, whereas men expressed concern over job security and finances. Mental well-being was a concern for both men and women. Results revealed noteworthy differences between men and women's needs post-TBI, including during the pandemic. Rehabilitation professionals can better support men and women with TBI through awareness of their specific workplace accommodation needs. No conflict to disclose.
ABSTRACT
Over the past two years, there have been many popular press articles about grief in the workplace. Despite this recent COVID-19-related attention, bereavement (i.e., the reaction to a loss by death) has always been a universal human experience. The intention of this short concept statement is to bring attention to and spur HRM research efforts on bereavement in the workplace. Part of the challenge in dealing with bereavement is the empathy-efficiency paradox – the perception that workplace goals often conflict with the needs of bereaved employees. After providing an overview of bereavement, I explain how this potential paradox can make bereavement more difficult – not only for bereaved employees, but for managers and coworkers as well – with formal policies and practices unintentionally disenfranchising grief. I also suggest some ways to address this perceived paradox. Subsequently, several generative research directions are suggested. Given the large role that HRM plays in making the workplace more humane, bereavement seems like a topic worthy of our research attention.