Employee drinking practices and work performance
Employee drinking practices and work performance
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DOI：
10.15288/jsa.1999.60.261
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发表时间：
1999-03-01
期刊：
影响因子：
--
通讯作者：
Levine, S
中科院分区：
文献类型：
--
作者：
Mangione, TW;Howland, J;Levine, S
目的：本研究的目的是检验各种饮酒指标对自我报告的工作绩效的独立影响。方法：对来自16个工地的管理人员、主管和工人（N = 6，540）的横断面邮寄调查（回复率= 71%）的数据进行了分析。平均日产量是根据频率和通常数量报告计算的。在工作中饮酒包括在六个工作日的任何一个情况下饮酒。CAGE用于指示酒精依赖。员工们还被问到他们喝酒的频率。工作表现是通过一系列关于前一年工作问题的问题来衡量的。受访者经历工作表现问题的次数在四个饮酒指标上进行了回归，以及各种可能对工作表现产生负面影响的人口特征，工作特征和生活环境。结果：自我报告的工作表现问题的频率增加，一般来说，所有四个饮酒措施。在一个多变量模型中，控制了一些人口统计数据，工作特征和生活情况，平均每日饮酒量不再与工作绩效显着相关，但其他三个饮酒措施。有趣的是，尽管中重度饮酒者和重度饮酒者报告的工作表现问题比非常轻度、轻度或中度饮酒者多，但由于饮酒量更大，低水平饮酒的员工比重度饮酒者在工作表现问题中所占的比例更大。结论：雇主应该制定明确的政策，限制工作中饮酒，除了为问题饮酒者提供员工援助计划外，还应该制定工作场所教育干预措施，旨在让所有员工了解饮酒行为与工作绩效之间的关系。
Objective: The purpose of this study was to examine the independent effects of a variety of drinking indicators on self-reported work performance. Method: Data from a cross-sectional mailed survey (response rate = 71 %) of managers, supervisors and workers (N = 6,540) at 16 worksites were analyzed. Average daily volume was computed from frequency and usual quantity reports. Drinking on the job included drinking during any of six workday situations. The CAGE was used to indicate alcohol dependence. Employees were also asked how frequently they drank to get high or drunk. Work performance was measured through a series of questions about work problems during the prior year. The number of times respondents experienced work performance problems was regressed on the four drinking measures, and a variety of demographic characteristics, job characteristics and life circumstances that might also negatively affect work performance. Results: The frequency of self-reported work performance problems increased, generally, with all four drinking measures. In a multivariate model that controlled for a number of demographics, job characteristics and life-situations, average daily volume was no longer significantly associated with work performance but the other three drinking measures were. Interestingly, although moderate-heavy and heavy drinkers reported more work performance problems than very light, light, or moderate drinkers, the lower-level-drinking employees, since they were more plentiful, accounted for a larger proportion of work performance problems than did the heavier drinking groups. Conclusions: Employers should develop clear policies limiting drinking on the job and, in addition to employee assistance programs for problem drinkers, should develop worksite educational interventions aimed at informing all employees about the relationship between drinking behaviors and work performance.