Aspectos relevantes de las dimensiones analíticas para el análisis del

The significance of a study relates to the justification or motivation of the reasons advanced for the study being undertaken in the first place. It is specifically on the strength/weakness of the reasons advanced that a study is regarded as either

relevant or irrelevant. In this regard, the study should necessarily be assessed by its contributions to the body or field of knowledge; its practical socio-economic implications; and its specific contributions or meaningfulness to institutions or organisations. These three aspects of significance could apply collectively or individually to a study, depending on the focus of the particular study. The significance/ justification/ motivation of this study is mainly premised on the following three pillars.

1.6.1 Discipline-related Significance

Discipline-related significance relates to the extent to which the study meaningfully or reasonably contributes to the corpus of knowledge in a particular discipline/field of study –which in this case relates to EAP roles and functions in an organisational context. The role of EAPs in organisational/ institutional context has not been expansively researched both locally and internationally. It is the researcher’s considered view that the current study’s discipline-related significance/ scientific value and contribution is premised on the extent to which it address the inherent and observable lacunae in the roles of EAPs in organisations as a field of study. Based on the findings and attendant recommendations of the study, due recognition will be accorded to the roles of Employee Assistance Professionals and improvement frameworks developed for fully functional Employee Assistance Programmes.

I.6.2 Institution-specific Significance

The institution-specific significance of the study relates to the extent to which the study is relevant (or otherwise) to the enhancement of the particular organisation’s or institution’s performance or reputation. In this case, the City of Johannesburg is located as the particular institution/organisation being referred to, as well as the focal point of the research milieu. As employer to the EAPs, the City of Johannesburg will benefit immensely from the collective findings and recommendations of the study.

Wellness management is a useful concept to employ in relation to HIV/AIDS and sexually transmitted infection (STIs), as it clearly highlights the need and importance of preventing the spread of HIV/AIDS and STIs in the workplace. HIV/AIDS and STI services should be integrated into other workplace health and education programmes. Tuberculosis control and occupational health and safety programmes are useful examples with links to other workplace health and education programmes with useful links to.

Patients who require counselling and testing services should be referred to healthcare facilities outside the workplace if these services and facilities are not available on-site (at the workplace). External health services – such as public health services, traditional healers, and private practitioners – may also be able to supply relevant information on HIV/AIDS, TB and STI prevalence. However, external health service agencies should take cognisance that doctor-patient confidentiality should still be observed in the provision of information (Workplace HIV and AIDS Guidelines:

2007).

Having observed that it was unnecessary for organisations to struggle with the personal challenges of their staff, the EAP Programme will be able to explore and determine the specific workplace challenges experienced by employees and contribute towards the resolution of such challenges, such as providing professional psychological counselling where needed. As a form of short-term results-oriented therapy initiative, the EAP Programme focuses on clarifying the workplace health and wellness problem, implementing plausible solutions, and monitoring progress being made on the identified problems.

The EAP’s role therefore focuses on the effectiveness of the programme and the issues concerning HIV/AIDS-infected employees and the manifest HIV/AIDS psychological effects, such as: discrimination, VCT support, and access to medical care. Furthermore, the EAP Programme also becomes the primary mechanism by which an organisation/institution (that is, the City of Johannesburg) could improve both its performance and reputation insofar as employee health and wellness is concerned.

This study should help employees in management positions and practitioners to contribute to the achievement of organisational goals and motivate them to improve their overall effectiveness; as well as identify issues that influence the effectiveness of the EAP programme.

1.6.3 Practical Socio-economic Significance

The practical socio-economic significance of the study relates to the extent to which the study meaningfully addresses, and contributes to social and economic development both within the City of Johannesburg (microcosmically) and the country

as a whole (macrocosmically). People/employees, as well as their health and material well-being, become pivotal factors in this regard.

It is an irrefutable and acknowledged fact that the HIV/AIDS epidemic has adversely impacted on the South African working population. As a result of HIV/AIDS and STI related deaths and infections, a plethora of socio-economic challenges have emerged, such as: increasing absenteeism from work; a declining workforce and loss of family incomes and support due to breadwinners’ resultant deaths; families headed by children and/or single parents; increased medical and health insurance costs, as well as a myriad of other psycho-social instabilities experienced by sufferers.

At the 52^nd session of the World Health Organisation (WHO) Regional Committee for Africa, it was succinctly articulated that one of the major challenges experienced by African countries has been the slow or inefficient manner of improving employees’

productivity levels by ensuring that relevant health interventions are efficiently and effectively delivered, as these interventions/programmes are instrumental in defining employer-employee relations and workforce productivity (WHO 2002: 2). It was further noted that insufficient personnel and performance levels were some of the major constraints to achieving the millennium development goals for reducing poverty and diseases by 2015. Some of the actions proposed to rectify this situation included the enhancement of staff motivation, retention, productivity, and performance strategies (WHO 2002: 2).

Organisations and decision makers present at this WHO session proposed implementable goals that were to be put in place in this regard. It was envisaged that such implementable goals would result in a healthier and more productive employees who demonstrated improved relations at home and at work.