ABSTRACT

Googins and Godfrey (1987) suggest that except for personnel systems,' Employee Assistance Programs (EAPs) constitute the largest program type among human service programs in the workplace. EAPs increased from about 500 programs in 1973 to more than 4,000 by 1980 (NIAAA, 1980). An employee assistance program is generally defined as the policies, procedures, and services which identify or respond to employees whose personal, emotional, or 'behavioral problems interfere directly or indirectly with work performance;(see Schmitz, 1982, p. 15; Walsh, 1982, p. 495). Services range from providing information on how and where to get help to assessment, diagnosis, referral, and treatment. There is no precise definition, for. EAPs or universality of any program type among the EAPs. They vary-in ideological assumptions and program-orientations. In addition, there is a lack of a conceptual framework or a model for developing a system of intervention in these

programs (Wrich, 1974; Shain & Groeneveid, 1980; Walsh, 1982; Roman & Blum, 1985).