Wayne E. K. Lehman

Employee substance use and on-the-job behaviors.

Substance use and job behaviors were assessed in a sample of municipal employees from a large city in the southwestern United States. Job behaviors included psychological and physical withdrawal, positive work behaviors, and antagonistic work behaviors. Employees who reported substance use at or away from work were found to more frequently engage in withdrawal activities and antagonistic work behaviors than did nonusers, although users and nonusers did not differ on positive work behaviors. We tested hierarchical regression models to determine whether substance use contributed unique variance to the prediction of job behaviors after we controlled for variance associated with personal and job background domains. Substance use added unique variance to the prediction of psychological and physical withdrawal behaviors but not to positive or antagonistic work behaviors.

Addiction Careers: Etiology, Treatment, and 12-Year Follow-up Outcomes

Follow-up interviews were conducted with 405 black and white male opioid addicts 12 years after admission to drug abuse treatments in the Drug Abuse Reporting Program. Outcomes over time in this longitudinal data system showed that the behavioral improvements observed throughout the first 6-year posttreatment follow-up period (compared with pretreatment baselines) tended to stabilize between Years 6 and 12. About one-fourth of the sample still used opioid drugs daily in Year 12. Demographic and background measures generally failed to predict Year 12 outcomes, although Year 6 outcomes were related to those in Year 12. Reasons for starting, continuing, and terminating opioid addiction were also examined, as well as the importance of treatment during addiction careers.

Change, Transfer Climate, and Customer Orientation A Contextual Model and Analysis of Change-Driven Training

The success of large-scale or “paradigm change” training programs often hinge on work climate factors that support transfer of training. Focus groups (N = 70) and survey data from both trained (N = 564) and untrained (N = 345) municipal employees were used to assess perceptions related to change (e. g., role ambiguity) and transfer climate that constrained or facilitated their use of Total Quality (TQ) training. Employees who felt blocked from applying training reported significantly less customer orientation than untrained employees, whereas those reporting a helpful transfer climate reported significantly more customer orientation than the untrained group. Regression analyses suggested that controlling for contextual factors (e. g., department affiliation), both a change and stress climate and, to a lesser extent, transfer climate (e. g., supervisor and coworker support) predicted customer orientation. Results have implications for organizational development practitioners and managers who seek to improve transfer of training in the midst of organizational change and stress.

Employee accidents: Influences of personal characteristics, job characteristics, and substance use in jobs differing in accident potential

Relationships between employee substance use and accidents (i.e., injury and noninjury accidents) at work were assessed in a sample of municipal employees in a large southwestern city in the United States. Employees were classified into low- and high-risk job samples and discriminant function analyses were computed within job samples to classify employees into “no accident” and “some accident” classifications. Variables from personal, job, and substance-use domains were used as discriminators. Results indicated that employees likely to have accidents tended to have dysfunctional personal backgrounds and reported that they were dissatisfied and tense at work. Drug and alcohol use were major discriminators of accident groups for the high-risk job sample but not for the low-risk job sample.

Team awareness, problem drinking, and drinking climate: workplace social health promotion in a policy context.

Purpose. (1) To determine the effectiveness of classroom health promotion/prevention training designed to improve work climate and alcohol outcomes; (2) to assess whether such training contributes to improvements in problem drinking beyond standard workplace alcohol policies. Design. A cross-sectional survey assessed employee problem drinking across three time periods. This was followed by a prevention intervention study; work groups were randomly assigned to an 8-hour training course in workplace social health promotion (Team Awareness), a 4-hour informational training course, or a control group. Surveys were administered 2 to 4 weeks before and after training and 6 months after posttest. Setting and Subjects. Employees were surveyed from work departments in a large municipality of 3000 workers at three points in time (year, sample, and response rates are shown): (1) 1992, n = 1081, 95%; (2) 1995, n = 856, 97%; and (3) 1999, n = 587, 73%. Employees in the 1999 survey were recruited from safety-sensitive departments and were randomly assigned to receive the psychosocial (n = 201), informational (n = 192), or control (n = 194) condition. Intervention. The psychosocial program (Team Awareness) provided skills training in peer referral, team building, and stress management. Informational training used a didactic review of policy, employee assistance, and drug testing. Measures. Self-reports measured alcohol use (frequency, drunkenness, hangovers, and problems) and work drinking climate (enabling, responsiveness, drinking norms, stigma, and drink with coworkers). Results. Employees receiving Team Awareness reduced problem drinking from 20% to 11% and working with or missing work because of a hangover from 16% to 6%. Information-trained workers also reduced problem drinking from 18% to 10%. These rates of change contrast with changes in problem drinking seen from 1992 (24%) to 1999 (17%). Team Awareness improvements differed significantly from control subjects, which showed no change at 13%. Employees receiving Team Awareness also showed significant improvements in drinking climate. For example, scores on the measure of coworker enabling decreased from pretest (mean = 2.19) to posttest (mean = 2.05) and follow up (mean = 1.94). Posttest measures of drinking climate also predicted alcohol outcomes at 6 months. Conclusion. Employers should consider the use of prevention programming as an enhancement to standard drug-free workplace efforts. Team Awareness training targets work group social health, aligns with employee assistance efforts, and contributes to reductions in problem drinking.

Workplace substance abuse prevention and help seeking: comparing team-oriented and informational training.

Employees fail to seek help for alcohol or drug (AOD) abuse because of unhealthy work climates, stigma, and distrust in Employee Assistance Programs (EAPs). To address such problems, the authors randomly assigned groups of municipal employees (N = 260) to 2 types of training: a 4-hr informational review of EAPs and policy and an 8-hr training that embedded messages about AOD reduction in the context of team building and stress management. Pre- and posttraining and 6-month follow-up surveys assessed change. Group privacy regulation, EAP trust, help seeking, and peer encouragement increased for team training. Stigma of substance users decreased for information training. EAP/policy knowledge increased for both groups. A control group showed little change. Help seeking and peer encouragement also predicted EAP utilization. Integrating both team and informational training may be the most effective for improving help seeking and EAP utilization.

Prediction of Substance Use in the Workplace: Unique Contributions of Personal Background and Work Environment Variables

Relationships of personal and job factors with employee substance use in a sample of municipal workers were assessed. Logistic regression results showed that personal and job domains each significantly predicted substance use at and away from work, although the best fit was provided by a model including both domains. The profile of the employee most likely to be a substance abuser was a young male with low self-esteem and an arrest history, who came from a family with substance abuse problems, and associated with substance-using peers. The drug-using employee was also likely to be estranged from work and to work under risky job conditions.

Inpatient vs outpatient treatment of alcohol and drug abusers.

The literature on inpatient and outpatient treatment of alcohol and drug abusers is reviewed. In addition, attrition as a major factor in treatment is examined. While several hypothesized advantages for both inpatient and outpatient treatment are advanced, it is pointed out that, because of methodological and situational differences among the studies, comparisons are difficult and risky to make. After suggesting that there is little evidence to cause one to tout either inpatient or outpatient treatment based on relative effectiveness, it is proposed that a flexible treatment program utilizing both inpatient and outpatient treatment with a focus on reducing attrition is most likely to maximize effectiveness.

Employee exposure to coworker substance use and negative consequences: the moderating effects of work group membership.

The current study assesses: (1) whether the relationship between individual exposure to coworker substance use and negative consequences resulting from exposure depends on work group membership, and (2) whether group-level characteristics moderate the relationship between exposure and consequences. At the group-level, we assessed occupations involving safety risk or high mobility and social factors of drinking climate and group cohesiveness. We conducted Hierarchical Linear Modeling (HLM) across two samples of municipal employees (ns = 650, 878; n of groups = 50, 49). Our results revealed that groups with higher proportions of jobs involving risk (e.g., machine work) and, to a lesser extent, groups with a higher level of drinking climate were those most vulnerable to consequences under conditions of exposure. Importantly, our findings controlled for individual risk factors (e.g., personal drinking, job stress). Our discussion examines the implications of this study for theory and policy related to workplace substance abuse.

Job risk and employee substance use: The influence of personal background and work environment factors

Previous studies have noted that employees who work in jobs with physical risk report more substance use than employees working in nonrisky jobs. This study examined the extent to which this relationship could be explained by personal background, specifically general deviance or psychosocial functioning, or work characteristics, including job stressors, organizational bonding, or work group drinking climate. Results from two worksites (ns=943, 923) indicated that the relationship of job risk and alcohol problems could be fully explained by personal characteristics, particularly deviant behavior styles. Interaction effects were also found. Employees with more deviance indicators were particularly susceptible to recent drug use and problem drinking when they worked in drinking climates or exposed to co-worker drinking. These results suggest the joint influence of personal and job factors and support prevention programs that target the workplace social environment.