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


METHODS
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.


METHODS
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.


METHODS
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.


METHODS
Self-reports measured alcohol use (frequency, drunkenness, hangovers, and problems) and work drinking climate (enabling, responsiveness, drinking norms, stigma, and drink with co-workers).


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.


CONCLUSIONS
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.
Bennett
Joel B
JB
Organizational Wellness and Learning Systems, Fort Worth, Texas 76109, USA.
Patterson
Camille R
CR
Reynolds
G Shawn
GS
Wiitala
Wyndy L
WL
Lehman
Wayne E K
WE
D000328:Adult; D000428:Alcohol Drinking / Q000517:prevention & control*; D000704:Analysis of Variance; D016009:Chi-Square Distribution; D003299:Cooperative Behavior; D003430:Cross-Sectional Studies; D005260:Female; D007722:Health Knowledge, Attitudes, Practice; D006293:Health Promotion / Q000379:methods*; D006801:Humans; D007318:Inservice Training; D008297:Male; D009786:Occupational Health Services / Q000458:organization & administration*; D010379:Peer Group; D015397:Program Evaluation; D012931:Social Environment; D012944:Social Support; D013315:Stress, Psychological / Q000150:complications; D017132:Workplace / Q000523:psychology