Enter your email address
Submit
Write your message
Volume 24, Issue 147 (5-2025)
Journal of Psychological Science 2025, 24(147): 307-323 |
Back to browse issues page
Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
Rajabi M, Bagheri F, Eskandari H, Asgari M. (2025). The Effectiveness of Employee Assistance Programs on Life Satisfaction, Presenteeism, and Job Engagement. Journal of Psychological Science. 24(147), 307-323. doi:10.61186/jps.24.147.307
URL: http://psychologicalscience.ir/article-1-2888-en.html
URL: http://psychologicalscience.ir/article-1-2888-en.html
Department of Psychology, SR.C, Islamic Azad University, Tehran, Iran. , f.bagheri@sriau.ac.ir
Abstract: (14 Views)
Background: Life satisfaction, presenteeism, and job engagement are important factors for organizational productivity. A lack of research in this area remains a fundamental challenge. Employee assistance programs, by creating supportive networks and enhancing constructive interactions, have been proposed as an effective strategy to reduce distress and presenteeism while increasing job engagement.
Aims: This study aimed to determine the effectiveness of an employee assistance program on life satisfaction, presenteeism, and job engagement.
Methods: The present research employed a quasi-experimental design with a pretest-posttest and control group. The statistical population included all employees of one of the power plant project management companies of MAPNA in Iran in 2024. A total of 48 participants were selected using convenience sampling and randomly assigned to two groups of 24 (experimental and control). The Workplace Outcomes Suite (Nox et al., 2010) and a five-session intervention protocol (one 5-hour session per week; Employee Assistance Program Association Guide, 2006) were used for the intervention. Data were analyzed using multivariate analysis of covariance (MANCOVA) in SPSS version 27.
Results: The findings indicated that, after controlling for pretest effects, there were significant differences between the posttest means of life satisfaction, presenteeism, and job engagement in the experimental and control groups. The employee assistance program reduced distress and presenteeism while enhancing job engagement (p < 0.001).
Conclusion: The employee assistance program effectively reduced work presenteeism and improved job engagement by creating supportive environments and constructive communication channels. By fostering belongingness and teaching coping strategies, these programs help employees experience excellent psychological safety and tranquility in the workplace.
Aims: This study aimed to determine the effectiveness of an employee assistance program on life satisfaction, presenteeism, and job engagement.
Methods: The present research employed a quasi-experimental design with a pretest-posttest and control group. The statistical population included all employees of one of the power plant project management companies of MAPNA in Iran in 2024. A total of 48 participants were selected using convenience sampling and randomly assigned to two groups of 24 (experimental and control). The Workplace Outcomes Suite (Nox et al., 2010) and a five-session intervention protocol (one 5-hour session per week; Employee Assistance Program Association Guide, 2006) were used for the intervention. Data were analyzed using multivariate analysis of covariance (MANCOVA) in SPSS version 27.
Results: The findings indicated that, after controlling for pretest effects, there were significant differences between the posttest means of life satisfaction, presenteeism, and job engagement in the experimental and control groups. The employee assistance program reduced distress and presenteeism while enhancing job engagement (p < 0.001).
Conclusion: The employee assistance program effectively reduced work presenteeism and improved job engagement by creating supportive environments and constructive communication channels. By fostering belongingness and teaching coping strategies, these programs help employees experience excellent psychological safety and tranquility in the workplace.
Type of Study: Research |
Subject:
Special
Received: 2025/04/1 | Accepted: 2025/05/10 | Published: 2025/05/22
Received: 2025/04/1 | Accepted: 2025/05/10 | Published: 2025/05/22
References
1. امینی، مهدی؛ بلوچی انارکی، محمد؛ آزاد، اسفندیار؛ و شیرمردی، ابوالفضل. (1401). برنامهها و راهبردهای ارتقای سلامت روانی در سازمانهای نظامی آمریکا، انگلستان، روسیه و ایران: مطالعه مروری نظاممند. طب نظامی، 21(3)، 208-220. https://militarymedj.bmsu.ac.ir/article_1000820.html
2. دماری، بهزاد؛ یعقوبی، حمید؛ دولتشاهی، بهروز؛ احمدی پیشکوهی، مهین؛ اسماعیلی، ایرج؛ ظفر، ممعود؛ و المدنی، حسین. (1399). پیمایش ملی وضعیت سلامت روان کارکنان مراکز صنعتی و تولیدی ایران. سلامت کار ایران، 17(1)، https://www.sid.ir/paper/527300/fa
3. Akbari Abdulaziz, A., Bashir, M., & Alfalih, A. A. (2022). The impact of work-life balance and work overload on teacher’s organizational commitment: do Job Engagement and Perceived Organizational support matter. Education and Information Technologies, 27(7), 9641-9663. https://doi.org/10.1007/s10639-022-11013-8
4. Amini, M., Baloochi Anaraki, M., Azad, E. and Shirmardi, A. (2022). The mental health promotion programs and strategies used in US, UK, Russia and Iranians military organizations: systematic review. Journal of Military Medicine, 21(3), 208-220. (In Persian). https://militarymedj.bmsu.ac.ir/article_1000820.html
5. Attridge, M., DeLapp, G. P., Herlihy, P. A., Ihnes, P., Jacquart, M., Lennox, R., ... & Sharar, D. A. (2017). Comparing improvement after EAP counseling for different outcomes and clinical context factors in over 16,000 EAP cases worldwide. https://archive.hshsl.umaryland.edu/handle/10713/7171
6. Attrdge M. (2019). A Global Perspective on Promoting Worplace Mental Health and the Role of Employee Asistance Programs. American journal of health promotion: AJHP, 33(4), 622–629. https://doi.org/10.1177/0890117119838101c
7. Attridge, M. (2022). Update on EAP Market and Research. http://hdl.handle.net/10713/18981
8. Avusuglo, W. S., Mosleh, R., Ramaj, T., Li, A., Sharbayta, S. S., Fall, A. A., Ghimire, S., Shi, F., Lee, J. K. H., Thommes, E., Shin, T., & Wu, J. (2023). Workplace absenteeism due to COVID-19 and influenza across Canada: A mathematical model. Journal of theoretical biology, 572, 111559. https://doi.org/10.1016/j.jtbi.2023.111559
9. Bankins, S., Ocampo, A. C., Marrone, M., Restubog, S. L. D., & Woo, S. E. (2024). A multilevel review of artificial intelligence in organizations: Implications for organizational behavior research and practice. Journal of Organizational Behavior, 45(2), 159-182. https://doi.org/10.1002/job.2735
10. Berry, C., Niven, J. E., Chapman, L. A., Valeix, S., Roberts, P. E., & Hazell, C. M. (2021). A mixed-methods investigation of mental health stigma, absenteeism and presenteeism among UK postgraduate researchers. Studies in Graduate and Postdoctoral Education, 12(1), 145-170. https://dx.doi.org/10.1108/sgpe-06-2020-0034
11. Bouzikos, S., Afsharian, A., Dollard, M., & Brecht, O. (2022). Contextualising the Effectiveness of an Employee Assistance Program Intervention on Psychological Health: The Role of Corporate Climate. International journal of environmental research and public health, 19(9), 5067. https://doi.org/10.3390/ijerph19095067
12. Brossoit, R. M., Crain, T. L., Leslie, J. J., Fisher, G. G., & Eakman, A. M. (2024). Engaging with nature and work: associations among the built and natural environment, experiences outside, and job engagement and creativity. Frontiers in psychology, 14, 1268962. https://doi.org/10.3389/fpsyg.2023.1268962
13. Cadorette, M., & Agnew, J. (2017). Mental Health in the Workplace. Workplace health & safety, 65(9), 448. https://doi.org/10.1177/2165079917716188
14. Cayupe, J. C., Bernedo-Moreira, D. H., Morales-García, W. C., Alcaraz, F. L., Peña, K. B. C., Saintila, J., & Flores-Paredes, A. (2023). Self-efficacy, organizational commitment, workload as predictors of life satisfaction in elementary school teachers: the mediating role of job satisfaction. Frontiers in Psychology, 14, 1066321. https://doi.org/10.3389/fpsyg.2023.1066321
15. Chandrakumar, D., Arumugam, V., & Vasudevan, A. (2024). Exploring presenteeism trends: a comprehensive bibliometric and content analysis. Frontiers in psychology, 15, 1352602. https://doi.org/10.3389/fpsyg.2024.1352602
16. Cheung, T., Graham, L. T., & Schiavon, S. (2022). Impacts of life satisfaction, job satisfaction and the Big Five personality traits on satisfaction with the indoor environment. Building and Environment, 212, 108783. https://doi.org/10.1016/j.buildenv.2022.108783
17. Costantini, A., & Weintraub, J. (2022). The benefits of being proactive while working remotely: Leveraging self-leadership and job crafting to achieve higher work engagement and task significance. Frontiers in psychology, 13, 833776. https://doi.org/10.3389/fpsyg.2022.833776
18. Damari, B., Yaghoubi, H., Dowlatshahi, B., Ahmadi Pishkouhi, M., Esmaeili, I., Zafar, M., & Al-Madani, H. (2019). National survey of the mental health status of physicians in industrial and manufacturing centers in Iran. Iranian Occupational Health, 17(1). (In Persian) https://www.sid.ir/paper/527300/fa
19. Desa, N. M., Asaari, M. H. A. H., & Yim, C. L. (2020). Human resource management practices and job satisfaction among courier service provider employees. International Journal of Asian Social Science, 10(6), 327-338. https://doi.org/10.18488/journal.1.2020.106.327.338
20. Dong, X., Huang, F., Shi, X., Xu, M., Yan, Z., & Türegün, M. (2023). Mediation Impact of Physical Literacy and Activity Between Psychological Distress and Life Satisfaction Among College Students During COVID-19 Pandemic. SAGE open, 13(1), 21582440231162503. https://doi.org/10.1177/21582440231162503
21. Ekpang, P. U. (2015). Counselling for effective work performance: a way for service improvement. Department of Educational Foundations, Guidance and Counselling, Faculty of Education University of Calabar, Calabar OSR Journal of Humanities and Social Science, 20(3), 39-43. https://doi.org/10.6084/M9.FIGSHARE.1353613.V1
22. Employee Assistance Professionals Association. (2006). EAPA standards and professional guidelines for employee assistance programs–Addendum: Toward the standardization of employee assistance measures. Arlington, VA: EAPA. Suggested Citation for this Research Note: Attridge, M., Amaral, T., Bjornson, T., Goplerud, E., Herlihy, P., McPherson, T., Paul R., Routledge, S., Sharar, D., Stephenson, D., & Teems, L.(2009). Utilization of EAP services. EASNA Research Notes, 1(5).
23. Farman, T. M., Tuzlukaya, Ş., & Boduroğlu, E. (2020). Can Employee Assistance Program be a solution for improving workplace health? A case of Turkey. International Journal of Health Management and Tourism, 5(1), 19-31. https://doi.org/10.31201/ijhmt.677922
24. Joseph, B., Walker, A., & Fuller-Tyszkiewicz, M. (2018). Evaluating the effectiveness of employee assistance programmes: A systematic review. European Journal of Work and Organizational Psychology, 27(1), 1–15. https://doi.org/10.1080/1359432X.2017.1374245
25. Kelloway, E. K., Dimoff, J. K., & Gilbert, S. (2023). Mental health in the workplace. Annual Review of Organizational Psychology and Organizational Behavior, 10(1), 363-387. https://doi.org/10.1146/annurev-orgpsych-120920-050527
26. LaGree, D., Houston, B., Duffy, M., & Shin, H. (2023). The effect of respect: Respectful communication at work drives resiliency, engagement, and job satisfaction among early career employees. International Journal of Business Communication, 60(3), 844-864. http://dx.doi.org/10.1177/23294884211016529
27. Lennox, R. D., Sharar, D., Schmitz, E., & Goehner, D. B. (2010). Development and validation of the Chestnut Global Partners Workplace Outcome Suite. Journal of Workplace Behavioral Health, 25(2), 107–131. https://doi.org/10.1080/15555241003760995
28. Maynard, J. (2018). World of EAP Column: EAP in France–Growing savoir faire. J Employee Assist, 48(2), 22-23. https://doi.org/10.1177/0890117119838101c
29. Mert, I. S., Sen, C., & Alzghoul, A. (2022). Organizational justice, life satisfaction, and happiness: the mediating role of workplace social courage. Kybernetes, 51(7), 2215-2232. https://doi.org/10.1108/K-02-2021-0116
30. Min, A., Kang, M., & Park, H. (2022). Global prevalence of presenteeism in the nursing workforce: A meta-analysis of 28 studies from 14 countries. Journal of nursing management, 30(7), 2811–2824. https://doi.org/10.1111/jonm.13688
31. Miraglia, M., & Johns, G. (2021). The social and relational dynamics of absenteeism from work: A multilevel review and integration. Academy of Management Annals, 15(1), 37-67. https://doi.org/10.5465/annals.2019.0036
32. Mishra, N., & Bharti, T. (2023). Exploring the nexus of social support, work-life balance, and life satisfaction in hybrid work scenario in learning organizations. The Learning Organization, 31(1), 27-47. https://doi.org/10.1108/TLO-08-2022-0099
33. Patel, C., Biron, M., Cooper, S. C., & Budhwar, P. S. (2023). Sick and working: Current challenges and emerging directions for future presenteeism research. Journal of Organizational Behavior, 44(6), 839-852. https://doi.org/10.1002/job.2727
34. Putra, R., & Ali, H. (2022). Organizational behavior determination and decision making: analysis of skills, motivation and communication (literature review of human resource management). Dinasti International Journal of Digital Business Management, 3(3), 420-431. https://doi.org/10.31933/dijdbm.v3i3.1168
35. Rosado-Solomon, E. H., Koopmann, J., Lee, W., & Cronin, M. A. (2023). Mental health and mental illness in organizations: A review, comparison, and extension. The Academy of Management Annals, 17(2), 751–797. https://doi.org/10.5465/annals.2021.0211
36. Saks, A. M., Gruman, J. A., & Zhang, Q. (2022). Organization engagement: a review and comparison to job engagement. Journal of Organizational Effectiveness: People and Performance, 9(1), 20-49. http://dx.doi.org/10.1108/JOEPP-12-2020-0253
37. Saleem, S., Rasheed, M. I., Malik, M., & Okumus, F. (2021). Employee-fit and turnover intentions: The role of job engagement and psychological contract violation in the hospitality industry. Journal of hospitality and tourism management, 49, 385-395. https://dx.doi.org/10.1016/j.jhtm.2021.10.009
38. Samtharam, S. R., & Baskaran, S. (2023). Work-life integration and workplace flexibility on life satisfaction, work productivity, and organization commitment: Contextual study. International Journal of Academic Research in Business and Social Sciences, 13(2), 1276-1289. http://dx.doi.org/10.6007/IJARBSS/v13-i2/16340
39. Sharar, D. A., & DeLapp, G. P. (2017). EAPs can and do achieve positive workplace outcomes. http://hdl.handle.net/10713/6376
40. Shimura, A., Yokoi, K., Ishibashi, Y., Akatsuka, Y., & Inoue, T. (2021). Remote Work Decreases Psychological and Physical Stress Responses, but Full-Remote Work Increases Presenteeism. Frontiers in psychology, 12, 730969. https://doi.org/10.3389/fpsyg.2021.730969
41. Song, Z., & Baicker, K. (2019). Effect of a Workplace Wellness Program on Employee Health and Economic Outcomes: A Randomized Clinical Trial. JAMA, 321(15), 1491–1501. https://doi.org/10.1001/jama.2019.3307
42. Tetrick, L. E., Quick, J. C. E., Ford, M. T., & Fisher, G. G. (2024). Handbook of occupational health psychology (pp. xiii-709). American Psychological Association.
43. Tewfik, B. A., Kim, D., & Patil, S. V. (2024). The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance. Journal of Applied Psychology, 109(2), 257–282. https://doi.org/10.1037/apl0001129
44. Toyama, H., Upadyaya, K., & Salmela-Aro, K. (2022). Job crafting and well-being among school principals: The role of basic psychological need satisfaction and frustration. European Management Journal, 40(5), 809–818. https://doi.org/10.1016/j.emj.2021.10.003
45. Uraon, R. S., & Kumarasamy, R. (2024). The impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay: the mediating role of job engagement. Employee Relations: The International Journal, 46(2), 408-431. https://doi.org/10.1108/ER-07-2022-0328
46. Van Waeyenberg, T. (2024). Why do employees attend work sick? The assessment and relevance of opposite presenteeism motivations. Journal of Occupational and Organizational Psychology, 97(2), 536–554. https://doi.org/10.1111/joop.12481
Send email to the article author
| Rights and permissions | |
 |
This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0) License. |
This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0)