PREDICTING LIKELIHOOD OF SEEKING HELP THROUGH THE EMPLOYEE ASSISTANCEPROGRAM AMONG SALARIED AND UNION HOURLY EMPLOYEES

Aims. This research investigated belief, social support and background predictors of employee likelihood to use an Employee Assistance Progr am (EAP) for a drinking problem. Design. An anonymous cross-sectional survey was administered in the home. Bivariate analyses and simultaneo us equations path analysis were used to explore a model of EAP use. Se tting. Survey and ethnographic research were conducted in a unionized heavy machinery manufacturing plant in the central states of the Unite d States. Participants. A random sample of 852 hourly and salaried emp loyees was selected. Measurements. In addition to background variables , measures included: likelihood of going to an EAP for a drinking prob lem, belief the EAP can help, social support for the EAP from co-worke rs/others, belief that EAP we will harm employment, and supervisor enc ourages the EAP for potential drinking problems. Findings. Belief in E AP efficacy directly increased the likelihood of going to an EAP. Grea ter perceived social support and supervisor encouragement increased th e likelihood of going to an EAP both directly and indirectly through p erceived EAP efficacy. Black and union hourly employees were more like ly to say they would use an EAP. Males and those who reported drinking during working hours were less likely to say they would use an EAP fo r a drinking problem. Conclusions. EAP beliefs and social support have significant effects on likelihood to go to an EAP for a drinking prob lem. EAPs may wish to focus their efforts on creating an environment w here there is social support from coworkers and encouragement from sup ervisors for wing EAP services. Union networks and team members have a n important role to play in addition to conventional supervisor interv ention.