Team and informational trainings for workplace substance abuse prevention.

Abstract

This chapter describes the evaluation of a team-oriented training for workplace substance abuse prevention. Traditionally, workplace substance abuse prevention has relied on a didactic approach that provides employees with information on substance abuse policy (e.g., drug-testing procedures and disciplinary approaches) and, when available, the employee assistance program (EAP). In contrast, the team-oriented training described here uses a psychosocial approach that emphasizes team responsibility for alcohol and other drug (AOD) use, including the reduction of tolerance and enabling; team communication; and the benefits of getting help for problems (as opposed to getting caught). The approach is based on established theoretical constructs and was designed to be interactive and participatory in nature. This chapter also describes a model of workplace psychosocial risks to help identify situations in which team-oriented training may be of greatest use.Increasing evidence that psychosocial or group-level training is needed in some workplaces led to the development of the team-oriented approach. National surveys estimate that 1 in 10 employees report problems Preparation of this chapter was supported by National Institute on Drug Abuse grant DA04390

A Systematic Review of Alcohol Interventions Among Workers in Male-Dominated Industries

“…41 Such a policy should be considered in conjunction with other workplace policies, such as risk assessment, occupational health and safety, and absenteeism, and should involve training for frontline workers and managers. 43 Further research to identify specific and effective interventions to address alcohol and drug use in the workplace, 60 LEE ET AL.…”

Methamphetamine use among Australian workers and its implications for prevention

“…Work-place education programmes can raise awareness of work-place health, safety and welfare implications of drug use, and influence employees' drug-related attitudes and behaviours [23,24]. Education strategies also need to address the association between use and worker well-being, including absenteeism rates and measures of psychological distress.…”

Workgroup Temperance of Alcohol and Safety Climate Moderate the Cognitive Effects of Workplace Substance‐Abuse Prevention1

“…Employees who received the Team Awareness and informational training had significantly greater policy knowledge at posttest than did the employees who received no training, after adjusting for the pretest policy quiz score (Δ R 2 = .021), F change (2, 338) = 4.77, p < .05 (see also Lehman et al., 2002). The prevention trainings still had a significant effect on policy knowledge after adjusting for the effects of the four covariates (Δ R 2 = .023), F change (2, 338) = 5.11, p < .05.…”

“…Team training had stronger effects on drinking norms in City 2 than in City 1. Informational training had stronger effects on policy and EAP attitudes in City 1 than in City 2 (Lehman et al., 2002). Some of the differences in program effectiveness across the two samples might be explained by workgroup factors (e.g., drinking norms).…”

“…Cultures that discourage drinking have been labeled temperate or prohibitive, while groups that permit drinking have been called tolerant, permissive, and intemperate (Room & Makela, 2000). Intemperate culture has been quantitatively measured with self‐reports of perceived drinking climate and subjective drinking permissiveness norms (Ames & Janes, 1992; Lehman, Reynolds, & Bennett, 2002; MacDonald, Wells, & Wild, 1999). Perceived drinking‐tolerant climates involve exposure to others' drinking, talking about drinking, and the availability of alcohol on a lunch menu or in a coworker's flask or cooler.…”