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Title: Evaluation of the individual and organisational effects of an employee counselling service in the public sector.
Author: Worrall, Lisa Mary.
Awarding Body: University of Keele
Current Institution: Keele University
Date of Award: 1998
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Introduction Despite increasing provision of time-limited employee counselling schemes in the UK, relatively little research has been conducted on their individual and organisational benefits. The present thesis examined the benefits, effectiveness and factors associated with therapeutic outcome of an employee counselling scheme (Support Line). Method A series of interview studies with the services takeholders identified the evaluation objectives. A naturalistic study including a) self-report measures of client distress (i.e. mental health, personal and work functioning, general well being and problem severity) at the start, the end and 3 months following the end of counselling; counsellor practice, training and experience; and counsellor ratings of client change; and b) a baseline measure of employee distress- an organisational survey of employees was conducted. Results and Conclusions Baseline comparisons revealed that clients at the start of counselling experienced greater distress than their work colleagues. Counselling was shown to be effective for the majority of client problems and in helping clients cope more effectively with their problems. Measures of client change at the end of counselling (including effect sizes, statistical and clinically significant change) showed Support Line to be as equally effective in reducing client distress as other comparable interventions, and treatment gains were found to be maintained over the follow-up. Factors found to be most likely associated with change at the end of counselling included the quality of the counselling relationship, initial levels of client severity and counsellor competency/skill. The examination of a selection of cases showing and not showing clinically significant improvements revealed qualitative differences in the patterns and types of change experienced Organisational benefits included reductions in clients' sickness and absence rates, and help to clients to make decisions concerning their work roles. The limitations and implications of the findings and suggestions for future research are discussed.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID:  DOI: Not available
Keywords: Psychology Psychology Labor Management