<strong>Background:</strong> The disease, addiction to chemical substances or drugs such as alcohol (<i>ethanol, C<sub>2</sub>H<sub>5</sub>OH<span style="white-space:n...<strong>Background:</strong> The disease, addiction to chemical substances or drugs such as alcohol (<i>ethanol, C<sub>2</sub>H<sub>5</sub>OH<span style="white-space:normal;"></span></i>) is still not accepted as a diagnostic nosology by many in Ghana. Many consider addiction as a moral challenge, rather than a medical condition. This perception is propagated even in the Ministry of Health’s Occupational Health and Safety (OHS) policy document which punishes symptoms of substance use disorders. This study seeks to explore the perception and attitude of employers towards employees with alcohol use disorders (AUD) and to ascertain the level at which employee assistance programs (EAPs) are implemented in organizations. <strong>Methods: </strong>To infer outcomes, the study adopted the qualitative approach. In-depth interviews and observations which describe the perceived attitudes of employers (using HR managers as proxy) towards employees with AUD of some selected hospitals (private and public) in the Greater-Accra Metropolis. The interview was conducted face-to-face using an interview guide, which included open-ended questions. The structure of the guide helped the researchers to observe the participants and the conversations were also audio-taped after seeking the consent of the participants. On average, the interview lasted between 45 and 60 minutes. <strong>Results:</strong> Findings from the 10 interviews revealed that a number of factors such as biological, environmental, social and psychological accounted for AUD among employees regardless of the nature of their work. Although the HR managers had knowledge on the possible causes of AUD, some of them explained that they could not identify alcohol use in their organisations. The few that admitted to AUD at their workplace reported that alcohol use did not have any effect on their productivity and most of these workers were temporal or causal workers, hence were not perceived as permanent staff. In spite of prevalence of AUD in some hospitals, it was interesting to know that majority of these facilities had no EAPs and the few that had policies on AUD were not implementing them. <strong>Conclusions:</strong> This paper focused on some aspect of HR managers’ perceived attitude toward an aspect of their employees’ mental wellbeing which is AUD in a work setting. However, there are other pertinent issues that are crucial to employee total wellbeing that can be addressed in future research.展开更多
目的对国内外医院员工援助计划的效果评估指标进行范围综述。方法广泛检索中国知网、万方医学网、维普期刊、PubMed、Web Of Science、Taylor&Francis、CINAHL、Medline、Scopus、Proquest、Embase和Emerald数据库,由两名研究者独...目的对国内外医院员工援助计划的效果评估指标进行范围综述。方法广泛检索中国知网、万方医学网、维普期刊、PubMed、Web Of Science、Taylor&Francis、CINAHL、Medline、Scopus、Proquest、Embase和Emerald数据库,由两名研究者独立完成文献筛选和资料提取,并采用描述分析法进行结果汇总分析。结果初步检索出文献4683篇,依据纳入、排除标准筛选后,最终纳入文献53篇。医院员工援助计划(Employee Assistance Program,EAP)效果评估指标涵盖个人健康及行为(心理健康状况、压力应对表现、职业价值及职业倦怠程度)、组织行为(工作表现、离职率、工作满意度)、执行质量(EAP服务满意度、EAP使用率),共3个维度、8项指标。在评估内容方面,国内以个人健康及行为指标占比较大,国外以组织行为指标和执行质量指标占比较大。在评估方式方面,国内以问卷调查方式占比最大,国外以客观资料分析法、访谈法和观察法居多。结论国内医院EAP的评估维度以个人健康及行为指标为主,评估方式以问卷调查为主,评估内容缺乏整体性和系统性。未来有必要构建适用于我国医院EAP的实施标准和评价指标。展开更多
目的探讨员工援助计划服务对男护士职业价值观和职业认同感的影响。方法选取50名男护士进行团体辅导和个体心理咨询的员工援助计划服务。干预前后采用护士职业价值观量表(nursing professional values scale-r,NPVS-R)和职业认同感量表...目的探讨员工援助计划服务对男护士职业价值观和职业认同感的影响。方法选取50名男护士进行团体辅导和个体心理咨询的员工援助计划服务。干预前后采用护士职业价值观量表(nursing professional values scale-r,NPVS-R)和职业认同感量表对其进行评定。结果干预后,男护士职业价值观和职业认同感均优于干预前,差异有统计学意义(P<0.01)。结论对男护士提供员工援助计划服务,能够促进其形成积极的职业价值观,提高其职业认同感。展开更多
文摘<strong>Background:</strong> The disease, addiction to chemical substances or drugs such as alcohol (<i>ethanol, C<sub>2</sub>H<sub>5</sub>OH<span style="white-space:normal;"></span></i>) is still not accepted as a diagnostic nosology by many in Ghana. Many consider addiction as a moral challenge, rather than a medical condition. This perception is propagated even in the Ministry of Health’s Occupational Health and Safety (OHS) policy document which punishes symptoms of substance use disorders. This study seeks to explore the perception and attitude of employers towards employees with alcohol use disorders (AUD) and to ascertain the level at which employee assistance programs (EAPs) are implemented in organizations. <strong>Methods: </strong>To infer outcomes, the study adopted the qualitative approach. In-depth interviews and observations which describe the perceived attitudes of employers (using HR managers as proxy) towards employees with AUD of some selected hospitals (private and public) in the Greater-Accra Metropolis. The interview was conducted face-to-face using an interview guide, which included open-ended questions. The structure of the guide helped the researchers to observe the participants and the conversations were also audio-taped after seeking the consent of the participants. On average, the interview lasted between 45 and 60 minutes. <strong>Results:</strong> Findings from the 10 interviews revealed that a number of factors such as biological, environmental, social and psychological accounted for AUD among employees regardless of the nature of their work. Although the HR managers had knowledge on the possible causes of AUD, some of them explained that they could not identify alcohol use in their organisations. The few that admitted to AUD at their workplace reported that alcohol use did not have any effect on their productivity and most of these workers were temporal or causal workers, hence were not perceived as permanent staff. In spite of prevalence of AUD in some hospitals, it was interesting to know that majority of these facilities had no EAPs and the few that had policies on AUD were not implementing them. <strong>Conclusions:</strong> This paper focused on some aspect of HR managers’ perceived attitude toward an aspect of their employees’ mental wellbeing which is AUD in a work setting. However, there are other pertinent issues that are crucial to employee total wellbeing that can be addressed in future research.
文摘目的对国内外医院员工援助计划的效果评估指标进行范围综述。方法广泛检索中国知网、万方医学网、维普期刊、PubMed、Web Of Science、Taylor&Francis、CINAHL、Medline、Scopus、Proquest、Embase和Emerald数据库,由两名研究者独立完成文献筛选和资料提取,并采用描述分析法进行结果汇总分析。结果初步检索出文献4683篇,依据纳入、排除标准筛选后,最终纳入文献53篇。医院员工援助计划(Employee Assistance Program,EAP)效果评估指标涵盖个人健康及行为(心理健康状况、压力应对表现、职业价值及职业倦怠程度)、组织行为(工作表现、离职率、工作满意度)、执行质量(EAP服务满意度、EAP使用率),共3个维度、8项指标。在评估内容方面,国内以个人健康及行为指标占比较大,国外以组织行为指标和执行质量指标占比较大。在评估方式方面,国内以问卷调查方式占比最大,国外以客观资料分析法、访谈法和观察法居多。结论国内医院EAP的评估维度以个人健康及行为指标为主,评估方式以问卷调查为主,评估内容缺乏整体性和系统性。未来有必要构建适用于我国医院EAP的实施标准和评价指标。
文摘目的探讨员工援助计划服务对男护士职业价值观和职业认同感的影响。方法选取50名男护士进行团体辅导和个体心理咨询的员工援助计划服务。干预前后采用护士职业价值观量表(nursing professional values scale-r,NPVS-R)和职业认同感量表对其进行评定。结果干预后,男护士职业价值观和职业认同感均优于干预前,差异有统计学意义(P<0.01)。结论对男护士提供员工援助计划服务,能够促进其形成积极的职业价值观,提高其职业认同感。
