Scholars across disciplines (e.g., medicine and health, human resource management, organizational behaviour) have paid increasing attention to employee assistance programmes (EAPs) over the past 40 years. Our study systematically reviewed 327 EAP studies published in peer-reviewed journals from 1980 to December 2021. We provided both descriptive and thematic analyses of this body of literature. We revealed that existing research has not paid sufficient attention to the role of multiple stakeholders, the importance of context and the strategic nature of EAPs, all of which are critical to EAP effectiveness. To fill these gaps, we develop an integrated conceptual model for EAP research that highlights the stakeholder perspective, strategic human resource management and contextual approach. We argue that EAPs cannot yield desirable outcomes without three forms of ‘strategic fit’: the internal fit between EAPs and a bundle of HR strategies; the organizational fit between EAPs and business strategies; and the environmental fit between EAPs and the environmental contexts. We suggest that employees and other diverse stakeholders should proactively engage in the EAP process to achieve mutual gains.

中文翻译：

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构建员工援助计划的战略、利益相关者和背景观点：系统回顾和综合概念模型

过去 40 年来，跨学科（例如医学与健康、人力资源管理、组织行为）的学者越来越关注员工援助计划 (EAP)。我们的研究系统地回顾了 1980 年至 2021 年 12 月在同行评审期刊上发表的 327 项 EAP 研究。我们对这些文献进行了描述性分析和主题分析。我们发现，现有的研究没有充分关注多个利益相关者的作用、环境的重要性以及 EAP 的战略性质，所有这些对于 EAP 的有效性都至关重要。为了填补这些空白，我们为 EAP 研究开发了一个综合概念模型，强调利益相关者的观点、战略人力资源管理和情境方法。我们认为，如果没有三种形式的“战略契合”，EAP 就无法产生理想的结果：EAP 与一系列人力资源战略之间的内部契合；EAP 与业务战略之间的组织契合度；以及 EAP 与环境背景之间的环境适应性。我们建议员工和其他不同利益相关者应积极参与EAP流程，以实现互利共赢。