An Analysis of Employee Assistance Programs in the Workplace

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.)

Adoption of Sustainable Technologies during Crisis: Examining Employees’ Perception and Readiness across Cultures

Studies on technology adoption have generally found significant variations across cultures, with the literature suggesting a strong reluctance to adopt new technologies, particularly in non-western countries. Given the accelerated increase in remote working and collaboration during the COVID-19 crisis, this paper compares the determinants of sustainable technology adoption by employees across Western and Non-Western countries. Using a survey of 302 participants from 13 Western and non-Western countries, four proposed hypotheses were tested using structural equation modelling and multi-group comparisons. The empirical results suggest a significant positive relationship between perceived ease of use and usefulness, influencing employees’ attitudes towards using sustainable technologies. We also found a significant positive effect between attitude towards using sustainable technologies and actual use. The indirect effect of perceived usefulness and ease of use on actual use via attitudes towards using was also positive and significant. We, however, found no significant differences between Western and non-Western countries in terms of the adoption of sustainable technologies.

Human Resource Practices in Indian Hotels: A Comparative Study of Employees’ Perception during COVID and Pre COVID ERA

Purpose: The purpose of this study is to compare the employee perception on different HRM practices followed in hotels prior and during COVID pandemic and identify the changes in their perception level. Design/Methodology/Approach: This study initiated as an independent research work before the outbreak of COVID-19 to India and covered the responses of 127 hotel employees to study their perception about Human Resource Practices in Indian Hotels. Further, the breakdown of pandemic COVID -19 impacted the hotel sector along with others largely, thus in present study same hotel employees were contacted and their responses were recorded during the COVID pandemic through a structured questionnaire. The instrument used 28 variables on different aspects of HR practices. The data collected were analysed by mean, standard deviation and independent sample T test to study the difference in perceptions. Findings: The study clearly showed that although overall there is no significant difference in employee perception on different HR practices, significant difference was recorded for the 7 HR practices related to recruitment, training on new protocols and specifically with the variables related to pay and benefits of employees. The result shows that due to the salary cuts and layoffs that was offered to employees of many hotels during COVID has created a major dent on their perception level. Practical Implication: The Study provides the insight of employees’ perception level, and provide a view to the HR managers to look into the areas like pay and benefits to retain the quality employees during this pandemic. Theoretical Implication: The finding of the study will add significant contribution to the miniscule existing data related to the Hotel’s HR ractices and Em lo ee erce tion durin the COVID era © 2021 Publishing India Group. All rights reserved.