The employee as client: perceptions of a work-based alcohol treatment program.
The clients' reports provide invaluable insights into the EAP in which they participated. Overall, they reaffirmed the viability of occupational alcoholism programs as an effective intervention in problem drinking. They did raise serious questions about the fit between the theoretical expectations of EAPs and actual practice. They felt work performance problems were poorly documented and therefore were not used in the confrontation-referral process. As a consequence, early problem identification, seen as one of the major advantages of occupational intervention, does not seem to take place. Most of the clients felt they were referred only after long periods of problem drinking. While the reports of the clients represent an insider's view of the EAP, an obvious question that arises is how valid are their reports? Precisely because they are the targets of the EAP activity and because their problem drinking is generally seen as deviant behavior, their reports may be clouded by fear, rationalization, attempts to please others in the work organization and endless other personal concerns. The validity of self-reports are always difficult to assess. The usual precautions were taken in collecting the data, including assurance of confidentiality, voluntary participation in the study, assurance that the research team was independent of any work-related interest group and the use of neutral grounds for data collection. While all of these add some measure of confidence to the reports, they do not constitute guarantees of validity. Another source of evidence for validity is corroborating evidence.(ABSTRACT TRUNCATED AT 250 WORDS)
D000428:Alcohol Drinking; D000437:Alcoholism / Q000523:psychology / Q000534:rehabilitation*; D004650:Employee Performance Appraisal; D006801:Humans; D009786:Occupational Health Services; D012017:Referral and Consultation