Measuring the success of occupational alcoholism programs.
Measuring the success of occupational alcoholism programs.
复制标题
衡量职业性酗酒计划的成功。
DOI：
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发表时间：
1984
期刊：
影响因子：
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通讯作者：
W. Howard
中科院分区：
文献类型：
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作者：
N. Kurtz;B. Googins;W. Howard
本文综述了职业性酒精中毒项目（OAPs）的成功研究。衡量老年退休金计划成功的一个标准是饮酒行为的改变。这似乎是最相关的衡量标准，但其可靠性存在问题，因为研究人员通常依赖于受试者的自我报告，并且没有很好地定义成功结果的标准。此外，雇主试图规定其雇员的饮酒习惯可能难以自圆其说。据报道，这一措施的成功率各不相同。受试者通常能够长期控制饮酒，但随着时间的推移，他们的控制能力会减弱。衡量老年退休金计划成效的第二项标准，是工作表现，包括缺勤、纪律处分、意外、病假和受伤日数、离职率和工作效率。由于雇主的记录保存不佳以及难以制定衡量成果成功的标准，对这一衡量标准的研究受到阻碍。一般来说，研究设计较弱的研究在这一指标上表现出更大的改善。第三个衡量标准是老年退休金计划的成本效益，这体现在老年退休金计划为雇主带来的直接节省，例如减少缺勤，以及间接节省，例如提高工作的准确性。这一措施似乎是与雇主的利润动机最相关的措施。对成本效率的研究结果模棱两可。第四项量度指标是普及率，即老年退休金计划惠及目标人口的程度。这项措施从未被成功地研究过。所有被审查的研究的一个问题是它们的设计不佳（缺乏对照组，随访期太短，受试者的选择有问题），这对它们的有效性提出了严重的问题。还讨论了衡量成果成功的障碍-雇主的文件记录不佳、缺乏接触科目的机会以及雇主和治疗工作人员不愿意允许学习。
The research on the success of occupational alcoholism programs (OAPs) was reviewed. One measure of the success of OAPs has been a change in drinking behavior. This may seem like the most relevant measure but there are questions about its reliability because researchers usually depend on subjects' self-reports and do not define their criteria for successful outcome well. In addition, attempts by employers to dictate the drinking habits of their employees may be difficult to justify. Varying rates of success on this measure have been reported. Subjects have generally been able to control drinking in the long term, but it is suggested that their control erodes over time. A second measure of the success of OAPs has been work performance, as revealed by absenteeism, disciplinary actions, accidents, sick and injured days taken, turnover rate and job efficiency. Studies of this measure have been hindered by employers' poor record keeping and by the difficulty of developing standard measures of outcome success. In general, studies with weaker research designs have shown more improvement on this measure. A third measure has been the cost efficiency of OAPs, as revealed by direct savings for employers resulting from OAPs such as decreases in absenteeism and indirect savings such as increased accuracy of work. This measure seems to be the one most relevant to employers' profit motives. Studies of cost efficiency have had ambiguous findings. A fourth measure has been the penetration rate--the extent to which an OAP reaches its target population. This measure has never been studied successfully. A problem with all the studies reviewed has been their poor design (a lack of control groups, follow-up periods that were too brief and problems with selection of subjects), which raises serious questions about their validity. The obstacles to measuring outcome success were also discussed--poor documentation by employers, lack of access to subjects and reluctance on the part of employers and treatment staff to allow studies.