Sigurdur O. Sigurdsson

The therapeutic workplace to promote treatment engagement and drug abstinence in out-of-treatment injection drug users: A randomized controlled trial

OBJECTIVE Determine if employment-based reinforcement can increase methadone treatment engagement and drug abstinence in out-of-treatment injection drug users. METHOD This study was conducted from 2008 to 2012 in a therapeutic workplace in Baltimore, MD. After a 4-week induction, participants (N=98) could work and earn pay for 26 weeks and were randomly assigned to Work Reinforcement, Methadone & Work Reinforcement, and Abstinence, Methadone & Work Reinforcement conditions. Work Reinforcement participants had to work to earn pay. Methadone & Work Reinforcement and Abstinence, Methadone, & Work Reinforcement participants had to enroll in methadone treatment to work and maximize pay. Abstinence, Methadone, & Work Reinforcement participants had to provide opiate- and cocaine-negative urine samples to maximize pay. RESULTS Most participants (92%) enrolled in methadone treatment during induction. Drug abstinence increased as a graded function of the addition of the methadone and abstinence contingencies. Abstinence, Methadone & Work Reinforcement participants provided significantly more urine samples negative for opiates (75% versus 54%) and cocaine (57% versus 32%) than Work Reinforcement participants. Methadone & Work Reinforcement participants provided significantly more cocaine-negative samples than Work Reinforcement participants (55% versus 32%). CONCLUSION The therapeutic workplace can promote drug abstinence in out-of-treatment injection drug users. Clinical trial registration number: NCT01416584.

Decreasing bouts of prolonged sitting among office workers

Many workers in industrialized nations spend their day seated at a desk. Research suggests that accumulated sitting time increases risk for certain diseases (van der Ploeg, Chey, Korda, Banks, & Bauman, 2012). To reduce risk, health researchers recommend frequent standing or walking breaks during the workday. In the current study, we evaluated 3 behavioral interventions to decrease bouts of prolonged sitting among office workers. Information alone was not as effective as a treatment package that consisted of a tactile prompt, feedback, and goal setting.

An Analysis of the Commonality and Type of Preintervention Assessment Procedures in the Journal of Organizational Behavior Management (2000–2015)

ABSTRACT We reviewed all issues of the Journal of Organizational Behavior Management (JOBM) from 2000 through 2015 to identify the percentage of empirical articles, which utilized some form of preintervention assessment. In addition, we categorized five types of assessment used and compared the number of assessments conducted in each category. Finally, because assessment is considered to be particularly important in the subdiscipline of behavioral safety (McSween, 2003), and prior research has not examined the commonality of assessment in this area, we also analyzed the frequency and type of assessment procedures used in behavioral safety and compared this to the use of assessment in OBM in general. Results indicated that 28% of the empirical articles in JOBM used some form of preintervention assessment. Indirect methods were the most often used type of assessment. In addition, 48% percent of the articles in JOBM, which employed a safety-related dependent variable, included some form of assessment. The most frequently used type of assessment in behavioral safety was historical assessment. Based on these data, the use of some form of preintervention assessment in OBM appears to be occurring with some regularity, and assessment in behavioral safety is more common relative to assessment in OBM in general.

Behavioral Perspectives on Variability in Human Behavior as Part of Process Safety

ABSTRACT Process safety involves worker decisions at various points in an extended process, and much remains unknown regarding sources of variability in worker behavior at these decision points. This paper seeks to explain why some workers may be deviating from sanctioned policies and procedures. Risky choice is analyzed through discussion of positive and negative reinforcement, habituation in terms of respondent and operant behavior, risk discounting, and consequence dimensions that include a review of prospect theory, heuristics, and behavioral decision theory. Recommendations are made for improving our understanding of sources of variability in process safety by conducting systematic research on the perspectives reviewed.

A quantitative review of overjustification effects in persons with intellectual and developmental disabilities.

The overjustification hypothesis suggests that extrinsic rewards undermine intrinsic motivation. Extrinsic rewards are common in strengthening behavior in persons with intellectual and developmental disabilities; we examined overjustification effects in this context. A literature search yielded 65 data sets permitting comparison of responding during an initial no-reinforcement phase to a subsequent no-reinforcement phase, separated by a reinforcement phase. We used effect sizes to compare response levels in these two no-reinforcement phases. Overall, the mean effect size did not differ from zero; levels in the second no-reinforcement phase were equally likely to be higher or lower than in the first. However, in contrast to the overjustification hypothesis, levels were higher in the second no-reinforcement phase when comparing the single no-reinforcement sessions immediately before and after reinforcement. Outcomes consistent with the overjustification hypothesis were somewhat more likely when the target behavior occurred at relatively higher levels prior to reinforcement.

Identifying the Variables Contributing to At-Risk Performance: Initial Evaluation of the Performance Diagnostic Checklist–Safety (PDC-Safety)

ABSTRACT We adapted the Performance Diagnostic Checklist to analyze the environmental events contributing to safe and at-risk behaviors by employees in organizations. We then used the resulting tool, the Performance Diagnostic Checklist–Safety (PDC-Safety), to identify variables contributing to unsafe equipment usage by 3 members of a landscaping crew at a private university. Based on PDC-Safety results, an intervention consisting of graphic feedback was implemented. The intervention increased safe performance for all participants.

Organizational Behavior Management: Systems Analysis

Abstract In this chapter, we introduce Behavioral Systems Analysis (BSA), which is an approach to performance improvement in organizations. BSA blends ABA with the General Systems Theory-an approach to understanding organizational systems by examining the relationships between parts of the system, as well as the relationships between the system and the external environment. We give a brief history of the field, introduce the three levels of BSA (organizational, process, and performer), and give examples of its most commonly used tools. We then illustrate, through examples from previous studies, the use of these tools at each of the three levels of analysis. We end this chapter with some suggestions for future research in the area of BSA.

Effects of Specified Performance Criterion and Performance Feedback on Staff Behavior A Component Analysis

The present study isolated the effects of frequently used staff training intervention components to increase communication between direct care staff and clinicians working on an inpatient behavioral unit. Written “protocol review” quizzes developed by clinicians were designed to assess knowledge about a patient’s behavioral protocols. Direct care staff completed these at the beginning of each day and evening shift. Clinicians were required to score and discuss these protocol reviews with direct care staff for at least 75% of shifts over a 2-week period. During baseline, only 21% of clinicians met this requirement. Completing and scoring of protocol reviews did not improve following additional in-service training (M = 15%) or following an intervention aimed at decreasing response effort combined with prompting (M = 28%). After implementing an intervention involving specified performance criterion and performance feedback, 86% of clinicians reached the established goal. Results of a component analysis suggested that the presentation of both the specified performance criterion and supporting contingencies was necessary to maintain acceptable levels of performance.

Applications of Behavior Analysis to Improve Safety in Organizations and Community Settings

Safety is a large concern in organizational and community settings. Behavioral safety, the application of behavioral principles to safe performance, has contributed to safe practices in many ways. This chapter first describes behavioral safety, briefly reviews its history, and then notes some of the target behaviors and industries in which it has been applied. Assessment and intervention methods in behavioral safety are then described. The chapter concludes with a description of root causes of injuries, suppression of safety data, privacy issues, and union criticisms of behavioral safety, which are topics of current interest in the field.