This interactive slide deck (from 1999) walks through the grounded theory behind our original Team Awareness program.
The deck is a supplement to our 2000 article:
Bennett, J. B., Lehman, W. E., & Reynolds, G. S. (2000). Team awareness for workplace substance abuse prevention: The empirical and conceptual development of a training program. Prevention Science, 1(3), 157-172. https://link.springer.com/article/10.1023/A:1010025306547;
Wisdom of Well-Being (Joel Bennett, Mim Senft, John Weaver)Joel Bennett
Creating Workplace Well-Being | Time for Evidence-Based Wisdom
This is a slide deck from the 2016 National Wellness Conference where we presented on the chapter we wrote for the "Handbook of Stress & Health" (Wiley).
Listen to presentation: https://podiumcast.com/store/events/41st-annual-national-wellness-conference/201612129
Read chapter: https://www.researchgate.net/publication/313824919_Creating_Workplace_Well-Being
Three Approaches to Workplace Alcohol, Drug, and Rx Prevention: 20 Years of R...Joel Bennett
Reviews 20 years of research disseminating evidence-based workplace substance misuse prevention through innovative diffusions
Co-authors: Shawn Reynolds, PhD, Research Scientist, Organizational Wellness & Learning
Systems; Joel Bennett, PhD, President, Organizational Wellness & Learning Systems; Gale Lucas,
PhD, Director of Research, Organizational Wellness & Learning Systems; Brittany Linde,
PhD, Research Associate, Organizational Wellness & Learning Systems; Michael Neeper, MA,
Research Assistant, Organizational Wellness & Learning Systems
Psychological depression prevention programs for 5-10 year olds: What’s the e...Health Evidence™
This webinar reviewed evidence on organizational interventions for preventing workplace stress. It found that participatory interventions where employees have input into addressing stressors can significantly reduce stress, burnout, and absenteeism. Training and education interventions combined with role playing can also moderately reduce stress in the short term. Ensuring employees have control over their work and providing flexible working hours improved psychological wellbeing. However, the evidence was mixed on the effectiveness of other interventions like job redesign. Overall, more rigorous research is still needed to determine the most effective workplace stress prevention strategies.
Review of hrm, vol. 2, april 2013 35 proceedings of SHIVA101531
This document summarizes a research paper on the effects of organizational change on employee motivation, adjustment, and values. The research was conducted on 50 employees who had experienced a major organizational change. The findings showed that employees tried to maintain moderate motivation levels after the change and make necessary adjustments. Their values shifted from achievement to personal survival values in order to function well in the new organization.
Psychological Health and Safety in the Workplace CCOHS
CSA Z1003/BNQ 9700-803-5: Psychological health and safety in the workplace. An overview of the new standard, why it matters, and resources on getting started.
This study investigated the effectiveness of two types of employee motivation policies - pay-for-performance (PFP) and employee involvement in organizational leadership (EIOL) - on young workers aged 18-25. An experimental study was conducted to compare the impact of each policy type on motivation levels. The results showed that EIOL policies were favored over PFP policies, especially among female participants. The level of information provided about the PFP policies was also found to significantly affect motivation levels, with more information leading to higher motivation. The study recommends implementing EIOL policies and keeping employees well-informed about motivation policies to improve outcomes.
This document summarizes methods for overcoming resistance to change based on a literature review. It discusses common causes of resistance to change like disagreeing with the need for change or details of the solution. It also addresses managing employee reactions to change through clear communication and understanding instructions. Theories on organizational change are explored, like Foucault's views on how knowledge, power, and ethics provide insight into analyzing change. Different models of change are also examined, like Dewey's sequential approach to learning and change. The literature review aims to understand resistance to change better and identify strategies managers can use to reduce resistance and encourage acceptance of necessary changes.
Clarifying Work-Family Intervention Processes: The Roles of Work-Family Confl...Bianca Weiler
This study evaluated a supervisor training and self-monitoring intervention aimed at increasing family-supportive supervisor behaviors. The intervention involved computer-based and in-person supervisor training, followed by instructions for supervisors to self-monitor their supportive behaviors. Surveys were completed by 239 employees pre- and post-intervention at 6 intervention and 6 control grocery store sites. Results showed the intervention had a positive effect on employee outcomes like job satisfaction and health for those with high family-to-work conflict, but a negative effect for those with low conflict. This moderating effect was mediated by changes in employee perceptions of supportive supervisor behaviors. The findings suggest interventions may need to target those most in need of support to be effective.
Wisdom of Well-Being (Joel Bennett, Mim Senft, John Weaver)Joel Bennett
Creating Workplace Well-Being | Time for Evidence-Based Wisdom
This is a slide deck from the 2016 National Wellness Conference where we presented on the chapter we wrote for the "Handbook of Stress & Health" (Wiley).
Listen to presentation: https://podiumcast.com/store/events/41st-annual-national-wellness-conference/201612129
Read chapter: https://www.researchgate.net/publication/313824919_Creating_Workplace_Well-Being
Three Approaches to Workplace Alcohol, Drug, and Rx Prevention: 20 Years of R...Joel Bennett
Reviews 20 years of research disseminating evidence-based workplace substance misuse prevention through innovative diffusions
Co-authors: Shawn Reynolds, PhD, Research Scientist, Organizational Wellness & Learning
Systems; Joel Bennett, PhD, President, Organizational Wellness & Learning Systems; Gale Lucas,
PhD, Director of Research, Organizational Wellness & Learning Systems; Brittany Linde,
PhD, Research Associate, Organizational Wellness & Learning Systems; Michael Neeper, MA,
Research Assistant, Organizational Wellness & Learning Systems
Psychological depression prevention programs for 5-10 year olds: What’s the e...Health Evidence™
This webinar reviewed evidence on organizational interventions for preventing workplace stress. It found that participatory interventions where employees have input into addressing stressors can significantly reduce stress, burnout, and absenteeism. Training and education interventions combined with role playing can also moderately reduce stress in the short term. Ensuring employees have control over their work and providing flexible working hours improved psychological wellbeing. However, the evidence was mixed on the effectiveness of other interventions like job redesign. Overall, more rigorous research is still needed to determine the most effective workplace stress prevention strategies.
Review of hrm, vol. 2, april 2013 35 proceedings of SHIVA101531
This document summarizes a research paper on the effects of organizational change on employee motivation, adjustment, and values. The research was conducted on 50 employees who had experienced a major organizational change. The findings showed that employees tried to maintain moderate motivation levels after the change and make necessary adjustments. Their values shifted from achievement to personal survival values in order to function well in the new organization.
Psychological Health and Safety in the Workplace CCOHS
CSA Z1003/BNQ 9700-803-5: Psychological health and safety in the workplace. An overview of the new standard, why it matters, and resources on getting started.
This study investigated the effectiveness of two types of employee motivation policies - pay-for-performance (PFP) and employee involvement in organizational leadership (EIOL) - on young workers aged 18-25. An experimental study was conducted to compare the impact of each policy type on motivation levels. The results showed that EIOL policies were favored over PFP policies, especially among female participants. The level of information provided about the PFP policies was also found to significantly affect motivation levels, with more information leading to higher motivation. The study recommends implementing EIOL policies and keeping employees well-informed about motivation policies to improve outcomes.
This document summarizes methods for overcoming resistance to change based on a literature review. It discusses common causes of resistance to change like disagreeing with the need for change or details of the solution. It also addresses managing employee reactions to change through clear communication and understanding instructions. Theories on organizational change are explored, like Foucault's views on how knowledge, power, and ethics provide insight into analyzing change. Different models of change are also examined, like Dewey's sequential approach to learning and change. The literature review aims to understand resistance to change better and identify strategies managers can use to reduce resistance and encourage acceptance of necessary changes.
Clarifying Work-Family Intervention Processes: The Roles of Work-Family Confl...Bianca Weiler
This study evaluated a supervisor training and self-monitoring intervention aimed at increasing family-supportive supervisor behaviors. The intervention involved computer-based and in-person supervisor training, followed by instructions for supervisors to self-monitor their supportive behaviors. Surveys were completed by 239 employees pre- and post-intervention at 6 intervention and 6 control grocery store sites. Results showed the intervention had a positive effect on employee outcomes like job satisfaction and health for those with high family-to-work conflict, but a negative effect for those with low conflict. This moderating effect was mediated by changes in employee perceptions of supportive supervisor behaviors. The findings suggest interventions may need to target those most in need of support to be effective.
The key issues identified in the Children's Hospital case are leadership, accountability, and communication. As COO, Morath aims to improve patient safety but lacks a detailed plan and ability to implement changes. The hospital has short-term problems with communication and priorities, and long-term problems with structure and accountability for reporting errors. Alternative solutions include implementing best practices through leadership training, communication, and continuing education. The recommended solution is for Morath to conduct a focus group using participatory action research to gather staff input and promote cultural change from the bottom-up.
The document discusses organizational diagnosis and outlines the diagnostic process. It defines diagnosis as identifying system parameters, symptoms, problems, and causes of ineffectiveness. The diagnostic process involves gathering data through methods like surveys and interviews, analyzing the data, and identifying problems and potential solutions. When evaluating diagnosis, factors to consider include the validity and scope of data collection, time and cost required, and how it may be impacted by organizational culture. Common pitfalls discussed are over-diagnosis, threats to confidentiality, and diagnoses made for other motives beyond addressing problems.
This document summarizes a qualitative study that investigated stress intervention strategies implemented at five Australian universities over three years. The study aimed to understand the types of interventions used and the level (individual, organizational, or both) they were directed at. It also explored the priority initiatives at each university. Senior HR directors from the universities completed an online survey identifying stress reduction strategies in areas like awareness, job design, work-life balance, and communication. The interventions focused mainly on organizational-level primary strategies to reduce or eliminate stressors, like improving training, career development, pay, and fairness of policies. Enhancing work-life balance and leadership development programs were also common. The findings provide insight into university management's views of work stress causes
The presentation will address how corporate climate relates to worker psychological health, and what can be done to
improve it. It will discuss the Psychosocial Safety Climate Observatory, a UniSA research platform to gather, analyse, and
synthesise, national and international data relating to corporate PSC. The idea is to inspire Australian world-class
researchers and organisations to build state of the art knowledge and tools for work climate change. In this Australia will be an authoritative leader in human-centred, more psychologically healthy, innovative and productive workplaces
- The study investigated employees' use of paid time off (PTO) at M&C Saatchi LA. While employees viewed PTO as important and beneficial, over a quarter did not fully use their PTO entitlement.
- Workload concerns and career concerns were identified as significant barriers to using PTO. Issues related to working at a small agency compounded these barriers.
- Recommendations focused on addressing these barriers, such as encouraging a positive culture around PTO, role modeling by managers, and strategies to promote better work-life balance and manage workload.
This document discusses how promoting employee wellbeing through physical, mental, and social health initiatives can increase workplace productivity and business growth. It provides evidence that lack of exercise and sitting for long periods negatively impact physical health and productivity. Mental health issues from stress are also rising and impacting businesses through absenteeism. Flexible work schedules and support for working parents can improve social health and work-life balance. The document recommends specific initiatives employers can implement in each area of wellbeing to reap financial benefits from higher employee productivity and retention.
The Effect of Job Satisfaction on Organizational Commitment of Healthcare Per...IOSRJBM
The purpose of this study is to assess the effect of the job satisfaction of health care personnel on organizational commitment’s components. The data of the research were collected by way of a survey that was conducted on 501 health care workers who work in a public university hospital in Turkey. Structural equation modeling (path analysis) was conducted to test the hypotheses. From the results of the analyses, there was no statistically significant influence of intrinsic satisfaction on organizational commitment was found. Only extrintic satisfaction was determined significantly negative effect on continuance commitment and positive effect on normative commitment. In other words, an increase in the level of extrinsic satisfaction causes a decrease in continuance commitment and an increase in normative commitment.
This document discusses burnout among social workers and proposes ways to address it. It begins by defining burnout and explaining how it negatively impacts employees, employers, and clients. Common factors that can lead to burnout are then reviewed, such as low autonomy, role ambiguity, caseload demands, and lack of support. Preventative measures are discussed, like flexible schedules, social support, training, and employee assistance programs. The document argues that while burnout poses serious problems, increased resources for social workers could help lower turnover and improve effectiveness.
This study investigated factors that helped or hindered employee wellbeing when facing poor leadership in the workplace. The researcher interviewed 8 participants who experienced poor leadership and were able to maintain their wellbeing. The interviews identified 7 categories of factors: personal qualities and attitudes, stress management, social support, problem solving, workplace support, communication, and work experience. The results suggest employee wellbeing is impacted by personal behaviors as well as workplace support, and employees largely rely on themselves to protect their wellbeing despite challenges presented by organizational leadership. Counselors can help clients by promoting adaptive attitudes, perceptions, and responses to adverse workplace situations, as well as utilizing social support as a resource.
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
EUSPR SPAN workshop on developing interventions Emma L Daviesi_am_emma
There is a paucity of guidance about how to specify
and define behaviour change techniques for less well
researched theories or apply existing theories to new
behavioural domains. In this part of the workshop I
will outline a systematic approach to identifying an
appropriate theoretical basis for a novel intervention
and steps to take to determine behaviour change
techniques. Workshop attendees will be supported in
a small group activity to explore how they might
undertake the suggested steps in the design of a
parenting intervention to reduce alcohol misuse in
young people.
Mindfulness in the Workplace-Cultivation of Engaged and Effective WorkforceKendra I. Reece
This document discusses how mindfulness training in the workplace can help combat employee burnout and cultivate an engaged workforce. It begins by outlining how high levels of occupational stress are leading to widespread burnout. It then discusses how mindfulness involves cultivating awareness, observation, and presence. Mindfulness training programs being introduced in workplaces aim to improve employee well-being, performance, and health. The document analyzes mindfulness through the lenses of industrial-organizational psychology and positive psychology, looking at how it can boost factors like motivation, emotional intelligence, job performance, and resilience. It finds that developing awareness through mindfulness enhances implicit motivation and emotional intelligence, which leads to benefits both for individuals and organizations.
The document discusses a stress management program called Stress Matters that uses a three step process:
1. A workplace stress analysis is conducted to identify stress hazards and risks.
2. Stress management training is provided to employees, using an interactive method called G.I.F.T. that focuses on practical stress reduction techniques.
3. Individual therapy is optionally available to employees seeking private guidance on managing personal stress levels.
Change management by neurological aspects of organizational behaviourIAEME Publication
Dynamic changes affect inter-relationships between different stakeholders of organization.
The remarkable impact may be on individual and group decisions, performance at work, work-life
balance etc. Group dynamics and leadership have direct impact on cognitive behaviour. This paper is
an outcome of a research focused on impact of neurological aspects on behaviour affecting change
management initiatives. It includes changes in performance, decision making ability, team work,
creativity and engagement among employees from selective micro and small scale enterprises. This
study attempts to formulate suitable design of change management policy to cope up with probable
deviations in the organizational behaviour.
Role presentation ethical decision making-finalKatelyn Taylor
This document discusses ethical decision making for advanced practice nurses. It defines ethical decision making as the identification, deliberation and resolution of difficult moral problems that arise in healthcare. The document outlines Hamric's four phase model of ethical decision making: knowledge development, knowledge application, creating an ethical environment, and promoting social justice. Key traits of ethical decision making include quality of care, virtue, humility and holistic decisions. The document also provides two examples of ethical dilemmas that advanced practice nurses may face in practice.
This document summarizes a study that examined the effects of stress on the work attitudes of staff at the College of Distance Education in Ghana. The study found that workload pressures, unpleasant work environments, and a lack of work-life balance caused stress for staff. This stress manifested in staff delegating tasks, arriving late to work, making mistakes, disliking work, feeling nervous and irritated, and leaving early. The study recommends that the college implement health screening programs, stress management seminars, recreational activities for staff, and improve work scheduling and office environments to help manage stress.
The document discusses organizational diagnosis (OD) and provides an overview of its key aspects:
1) OD is a process that involves entering an organization, collecting valid data about members' experiences, and sharing that information to promote understanding and determine if change is needed.
2) There are three main models of OD - symptom-specific, system, and statistical. The statistical model uses formal methods to identify factors, form hypotheses, collect data to test hypotheses, and present findings to facilitate discussion of solutions.
3) The phases of OD include entry, data collection, analysis, feedback, and conclusion. Effective feedback is key to increasing organizational self-understanding.
This document outlines Kevin Novak's thesis defense presentation on nurse retention from a workplace aggression perspective. It includes an overview of topics to be covered such as nurse retention, workplace aggression, antecedents and outcomes of aggression, and a proposed conceptual model. Hypotheses are presented that supervisor aggression will be more predictive of job satisfaction and turnover intentions than coworker or patient aggression. The presentation also discusses the transactional stress model and the potential moderating role of prosocial motivation.
This document discusses prevention research and strategies for substance abuse prevention. It summarizes key theories for identifying risk and protective factors that can predict and prevent substance abuse issues. The document also outlines the six strategies from the Center for Substance Abuse Prevention (CSAP) for comprehensive prevention programs, including information dissemination, prevention education, alternative activities, community-based processes, environmental approaches, and problem identification and referral.
PSY 108 Milestone Three Guidelines and Rubric Plan Suppo.docxaryan532920
PSY 108 Milestone Three Guidelines and Rubric
Plan Support
Overview: As the final project for PSY 108, you will choose a problem or issue from a provided list to which you can apply the concepts or theories learned in this
class. You will then develop an action plan for how you will use psychological ideas and principles in addressing the problem. This assessment will help you
recognize the value of psychology, the value of supporting your claims with established views and research, and how psychology can be applied to personal
situations.
Prompt: For this milestone, you will identify two relevant psychological theories that will support your future action plan and describe how each of these can be
applied to address the problem you described in Milestone One. You will also discuss how the perspectives of psychologists in different subject areas can inform
how you approach your problem in preparation for your action plan.
Specifically, the following critical elements must be addressed:
II. Plan Support: In this part of the assessment, you will identify theories and perspectives in psychology that will support your future action plan.
A. Identify relevant fundamental theories in psychology discussed in the course which could be applied to address the problem.
B. Describe how you would apply these fundamental theories in psychology to address the problem.
C. Explain how you can use the perspectives of psychologists in different subject areas within the field to approach your problem.
D. Describe the ethical implications that will need to be considered in the creation of your action plan.
Guidelines for Submission: You will upload the polished version of the Word document you downloaded from Soomo to the Blackboard submission link for
instructor grading and feedback. Please see the feedback provided by your instructor in Blackboard. Your submission for Milestone Three should be 3 to 4
paragraphs in length, with 12-point Times New Roman font and double spacing.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value
Plan Support:
Fundamental Theories
Identifies relevant fundamental
theories discussed in the course
which could be applied to
address the problem
Identifies fundamental theories
discussed in the course but
identified theories are not
relevant or could not be applied
to the problem
Does not identify fundamental
theories discussed in the course
23
http://snhu-media.snhu.edu/files/production_documentation/formatting/rubric_feedback_instructions_student.pdf
Plan Support: Apply Describes how the fundamental
theories would be applied to
address the problem
Describes how the fundamental
theories would be applied to
address the problem but
description is cursory ...
The key issues identified in the Children's Hospital case are leadership, accountability, and communication. As COO, Morath aims to improve patient safety but lacks a detailed plan and ability to implement changes. The hospital has short-term problems with communication and priorities, and long-term problems with structure and accountability for reporting errors. Alternative solutions include implementing best practices through leadership training, communication, and continuing education. The recommended solution is for Morath to conduct a focus group using participatory action research to gather staff input and promote cultural change from the bottom-up.
The document discusses organizational diagnosis and outlines the diagnostic process. It defines diagnosis as identifying system parameters, symptoms, problems, and causes of ineffectiveness. The diagnostic process involves gathering data through methods like surveys and interviews, analyzing the data, and identifying problems and potential solutions. When evaluating diagnosis, factors to consider include the validity and scope of data collection, time and cost required, and how it may be impacted by organizational culture. Common pitfalls discussed are over-diagnosis, threats to confidentiality, and diagnoses made for other motives beyond addressing problems.
This document summarizes a qualitative study that investigated stress intervention strategies implemented at five Australian universities over three years. The study aimed to understand the types of interventions used and the level (individual, organizational, or both) they were directed at. It also explored the priority initiatives at each university. Senior HR directors from the universities completed an online survey identifying stress reduction strategies in areas like awareness, job design, work-life balance, and communication. The interventions focused mainly on organizational-level primary strategies to reduce or eliminate stressors, like improving training, career development, pay, and fairness of policies. Enhancing work-life balance and leadership development programs were also common. The findings provide insight into university management's views of work stress causes
The presentation will address how corporate climate relates to worker psychological health, and what can be done to
improve it. It will discuss the Psychosocial Safety Climate Observatory, a UniSA research platform to gather, analyse, and
synthesise, national and international data relating to corporate PSC. The idea is to inspire Australian world-class
researchers and organisations to build state of the art knowledge and tools for work climate change. In this Australia will be an authoritative leader in human-centred, more psychologically healthy, innovative and productive workplaces
- The study investigated employees' use of paid time off (PTO) at M&C Saatchi LA. While employees viewed PTO as important and beneficial, over a quarter did not fully use their PTO entitlement.
- Workload concerns and career concerns were identified as significant barriers to using PTO. Issues related to working at a small agency compounded these barriers.
- Recommendations focused on addressing these barriers, such as encouraging a positive culture around PTO, role modeling by managers, and strategies to promote better work-life balance and manage workload.
This document discusses how promoting employee wellbeing through physical, mental, and social health initiatives can increase workplace productivity and business growth. It provides evidence that lack of exercise and sitting for long periods negatively impact physical health and productivity. Mental health issues from stress are also rising and impacting businesses through absenteeism. Flexible work schedules and support for working parents can improve social health and work-life balance. The document recommends specific initiatives employers can implement in each area of wellbeing to reap financial benefits from higher employee productivity and retention.
The Effect of Job Satisfaction on Organizational Commitment of Healthcare Per...IOSRJBM
The purpose of this study is to assess the effect of the job satisfaction of health care personnel on organizational commitment’s components. The data of the research were collected by way of a survey that was conducted on 501 health care workers who work in a public university hospital in Turkey. Structural equation modeling (path analysis) was conducted to test the hypotheses. From the results of the analyses, there was no statistically significant influence of intrinsic satisfaction on organizational commitment was found. Only extrintic satisfaction was determined significantly negative effect on continuance commitment and positive effect on normative commitment. In other words, an increase in the level of extrinsic satisfaction causes a decrease in continuance commitment and an increase in normative commitment.
This document discusses burnout among social workers and proposes ways to address it. It begins by defining burnout and explaining how it negatively impacts employees, employers, and clients. Common factors that can lead to burnout are then reviewed, such as low autonomy, role ambiguity, caseload demands, and lack of support. Preventative measures are discussed, like flexible schedules, social support, training, and employee assistance programs. The document argues that while burnout poses serious problems, increased resources for social workers could help lower turnover and improve effectiveness.
This study investigated factors that helped or hindered employee wellbeing when facing poor leadership in the workplace. The researcher interviewed 8 participants who experienced poor leadership and were able to maintain their wellbeing. The interviews identified 7 categories of factors: personal qualities and attitudes, stress management, social support, problem solving, workplace support, communication, and work experience. The results suggest employee wellbeing is impacted by personal behaviors as well as workplace support, and employees largely rely on themselves to protect their wellbeing despite challenges presented by organizational leadership. Counselors can help clients by promoting adaptive attitudes, perceptions, and responses to adverse workplace situations, as well as utilizing social support as a resource.
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
EUSPR SPAN workshop on developing interventions Emma L Daviesi_am_emma
There is a paucity of guidance about how to specify
and define behaviour change techniques for less well
researched theories or apply existing theories to new
behavioural domains. In this part of the workshop I
will outline a systematic approach to identifying an
appropriate theoretical basis for a novel intervention
and steps to take to determine behaviour change
techniques. Workshop attendees will be supported in
a small group activity to explore how they might
undertake the suggested steps in the design of a
parenting intervention to reduce alcohol misuse in
young people.
Mindfulness in the Workplace-Cultivation of Engaged and Effective WorkforceKendra I. Reece
This document discusses how mindfulness training in the workplace can help combat employee burnout and cultivate an engaged workforce. It begins by outlining how high levels of occupational stress are leading to widespread burnout. It then discusses how mindfulness involves cultivating awareness, observation, and presence. Mindfulness training programs being introduced in workplaces aim to improve employee well-being, performance, and health. The document analyzes mindfulness through the lenses of industrial-organizational psychology and positive psychology, looking at how it can boost factors like motivation, emotional intelligence, job performance, and resilience. It finds that developing awareness through mindfulness enhances implicit motivation and emotional intelligence, which leads to benefits both for individuals and organizations.
The document discusses a stress management program called Stress Matters that uses a three step process:
1. A workplace stress analysis is conducted to identify stress hazards and risks.
2. Stress management training is provided to employees, using an interactive method called G.I.F.T. that focuses on practical stress reduction techniques.
3. Individual therapy is optionally available to employees seeking private guidance on managing personal stress levels.
Change management by neurological aspects of organizational behaviourIAEME Publication
Dynamic changes affect inter-relationships between different stakeholders of organization.
The remarkable impact may be on individual and group decisions, performance at work, work-life
balance etc. Group dynamics and leadership have direct impact on cognitive behaviour. This paper is
an outcome of a research focused on impact of neurological aspects on behaviour affecting change
management initiatives. It includes changes in performance, decision making ability, team work,
creativity and engagement among employees from selective micro and small scale enterprises. This
study attempts to formulate suitable design of change management policy to cope up with probable
deviations in the organizational behaviour.
Role presentation ethical decision making-finalKatelyn Taylor
This document discusses ethical decision making for advanced practice nurses. It defines ethical decision making as the identification, deliberation and resolution of difficult moral problems that arise in healthcare. The document outlines Hamric's four phase model of ethical decision making: knowledge development, knowledge application, creating an ethical environment, and promoting social justice. Key traits of ethical decision making include quality of care, virtue, humility and holistic decisions. The document also provides two examples of ethical dilemmas that advanced practice nurses may face in practice.
This document summarizes a study that examined the effects of stress on the work attitudes of staff at the College of Distance Education in Ghana. The study found that workload pressures, unpleasant work environments, and a lack of work-life balance caused stress for staff. This stress manifested in staff delegating tasks, arriving late to work, making mistakes, disliking work, feeling nervous and irritated, and leaving early. The study recommends that the college implement health screening programs, stress management seminars, recreational activities for staff, and improve work scheduling and office environments to help manage stress.
The document discusses organizational diagnosis (OD) and provides an overview of its key aspects:
1) OD is a process that involves entering an organization, collecting valid data about members' experiences, and sharing that information to promote understanding and determine if change is needed.
2) There are three main models of OD - symptom-specific, system, and statistical. The statistical model uses formal methods to identify factors, form hypotheses, collect data to test hypotheses, and present findings to facilitate discussion of solutions.
3) The phases of OD include entry, data collection, analysis, feedback, and conclusion. Effective feedback is key to increasing organizational self-understanding.
This document outlines Kevin Novak's thesis defense presentation on nurse retention from a workplace aggression perspective. It includes an overview of topics to be covered such as nurse retention, workplace aggression, antecedents and outcomes of aggression, and a proposed conceptual model. Hypotheses are presented that supervisor aggression will be more predictive of job satisfaction and turnover intentions than coworker or patient aggression. The presentation also discusses the transactional stress model and the potential moderating role of prosocial motivation.
This document discusses prevention research and strategies for substance abuse prevention. It summarizes key theories for identifying risk and protective factors that can predict and prevent substance abuse issues. The document also outlines the six strategies from the Center for Substance Abuse Prevention (CSAP) for comprehensive prevention programs, including information dissemination, prevention education, alternative activities, community-based processes, environmental approaches, and problem identification and referral.
PSY 108 Milestone Three Guidelines and Rubric Plan Suppo.docxaryan532920
PSY 108 Milestone Three Guidelines and Rubric
Plan Support
Overview: As the final project for PSY 108, you will choose a problem or issue from a provided list to which you can apply the concepts or theories learned in this
class. You will then develop an action plan for how you will use psychological ideas and principles in addressing the problem. This assessment will help you
recognize the value of psychology, the value of supporting your claims with established views and research, and how psychology can be applied to personal
situations.
Prompt: For this milestone, you will identify two relevant psychological theories that will support your future action plan and describe how each of these can be
applied to address the problem you described in Milestone One. You will also discuss how the perspectives of psychologists in different subject areas can inform
how you approach your problem in preparation for your action plan.
Specifically, the following critical elements must be addressed:
II. Plan Support: In this part of the assessment, you will identify theories and perspectives in psychology that will support your future action plan.
A. Identify relevant fundamental theories in psychology discussed in the course which could be applied to address the problem.
B. Describe how you would apply these fundamental theories in psychology to address the problem.
C. Explain how you can use the perspectives of psychologists in different subject areas within the field to approach your problem.
D. Describe the ethical implications that will need to be considered in the creation of your action plan.
Guidelines for Submission: You will upload the polished version of the Word document you downloaded from Soomo to the Blackboard submission link for
instructor grading and feedback. Please see the feedback provided by your instructor in Blackboard. Your submission for Milestone Three should be 3 to 4
paragraphs in length, with 12-point Times New Roman font and double spacing.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value
Plan Support:
Fundamental Theories
Identifies relevant fundamental
theories discussed in the course
which could be applied to
address the problem
Identifies fundamental theories
discussed in the course but
identified theories are not
relevant or could not be applied
to the problem
Does not identify fundamental
theories discussed in the course
23
http://snhu-media.snhu.edu/files/production_documentation/formatting/rubric_feedback_instructions_student.pdf
Plan Support: Apply Describes how the fundamental
theories would be applied to
address the problem
Describes how the fundamental
theories would be applied to
address the problem but
description is cursory ...
This document discusses a study on how to increase influence and drive behavioral change. The key finding is that those who use all six sources of influence - personal motivation, personal ability, social motivation, social ability, structural motivation, and structural ability - are up to 10 times more successful at creating sustainable change.
The study examined organizational change initiatives and personal challenges. It found that while many rely on just one influence strategy like training, those who apply four or more strategies combining individual, social, and structural sources are much more likely to succeed.
The document outlines the six sources of influence and provides case studies of organizations that successfully drove change by applying multiple, aligned sources of influence rather than relying on any single approach.
Course Textbook Edberg, M. (2015). Essentials of health behavi.docxvanesaburnand
Course Textbook
Edberg, M. (2015). Essentials of health behavior: Social and behavioral theory in public health (2nd ed.). Burlington, MA: Jones & Bartlett Learning.
QUESTION 1
Please define the concept of a political-economic approach. What are some of its key principles? Using HIV/AIDS as an example, please address/answer the following question: What issues would a political-economic approach address in terms of potential action or actions?
Your response should be at least 200 words in length.
QUESTION 2
As you are aware by now, the concept of social marketing is being widely used to influence health behavior. Please define the term social marketing and then discuss some of this concept’s key principles. Also, explain how social marketing is being used in various health promotion programs.
Your response should be at least 200 words in length.
QUESTION 3
The Social Cognitive Theory (SCT) explains how people acquire and maintain certain behavioral patterns. Please outline some of those patterns, and explain why they occur in the first place. Also, indicate how health promotion practitioners use this theory’s principles in order to design effective behavior change interventions.
Your response should be at least 200 words in length.
25 points
QUESTION 4
Diffusion of Innovation (DOI) Theory explains how, over time, an idea or product gains momentum and diffuses (or spreads) through a specific population or social system. The end result of this diffusion is that people, as part of a social system, adopt a new idea, behavior, or product. Define the term social system as it is being used in this context. Then, discuss the key aspects/elements of these three factors that influence adoption of an innovation. Please provide a couple of supporting examples applicable to each of these three factors:
1
compatibility
2
complexity, and
3
observability
Your response should be at least 200 words in length.
Unit Lesson HELP
The Importance of Theories in Health Promotion
Public health promotion programs are designed to improve health, prevent disease, and mitigate death. These programs also promote a better quality of life and advocate conditions in which people can be healthier and have a better quality of life. Successful health promotion programs are designed in such a way that they assess the fundamental cause or causes of certain health problems or unhealthy behaviors. The program then incorporates actual interventions to address the problems and behaviors linked to the public health problem. In order to do that, health promotion workers/practitioners are using various theories related to health behaviors during the various phases of planning, implementing, and evaluating a certain proposed intervention.
Theories assist the public health practitioners in understanding the nature of certain targeted health behaviors. The theories are then used to explain the dynamics of the behavior, the process of changi.
How to 10X Your Influenceby Joseph Grenny, David Maxfield, A.docxpooleavelina
How to 10X Your Influence
by Joseph Grenny, David Maxfield, Andrew Shimberg
named The Change Management Approach of the Year
by MIT Sloan Management Review
influencer
How to 10X Your Influence 2
Our Serious Problems Are Rooted in Human Behavior
The U.S. financial sector has some of the most sophisticated risk
assessment technologies and most sound regulatory policies of
any nation in the world. Yet from 2003 to 2007 the world watched
a number of this country’s most mature financial institutions
fling themselves off a fiscal cliff. And this in spite of the fact that
the capital markets had experienced a catastrophic “bubble”
just seven years earlier. How could this happen? How could our
behavior diverge so profoundly from painfully recent knowledge?
Unfortunately, the trend doesn’t stop in the financial sector.
In fact, the knowing/doing gap pervades every sector of the
economy and every facet of our lives. For example, this year U.S.
healthcare organizations—some of the finest in the world—will
harm hundreds of thousands of patients by making millions of the
same mistakes they’ve been making for decades. How could this
happen? And why will more than three-fourths of management
innovations like Six Sigma, process reengineering, mergers and
acquisitions, and major IT investments continue to fall far short of
their potential for improving results?
And why, with our abundant knowledge about human health, are
we running headlong toward illness? We live in an age—for the
first time in human history—when the leading causes of death
in developed countries are, at some level, consensual. It is not
a failure of knowledge that increases our risks of suffering from
heart disease or cancer—it is a failure of human behavior.
Planetary problems like terrorism, global warming, and the AIDS
epidemic make the point just as profoundly. Some of the most
important problems facing the human race escalate through
human behavior. And why?
Because we lack influence.
In a world filled with never-ending streams of new advances in
technology and improvements in leadership methods, problems
that can be solved with an invention, a well-delivered speech,
or an influx of capital and equipment have already been solved.
If articulating an argument or writing a check will eliminate a
challenge, you can bet that challenge has already been put to rest.
However, chronic, persistent problems can’t be solved so easily.
That’s because they’re rooted in human behavior, and behavioral-
based challenges typically won’t go away with a single potent
intervention. Unless and until we develop far more effective ways
of thinking about and exerting influence on human behavior, we
will never solve the most profound and persistent problems in our
organizations, our personal lives, and our world.
Why Quick Fix
Solution
s Fall Short
Unfortunately, we live in a quick-fix world full of people who are
gimmicked into believing that a simple so ...
This document provides strategies for exponentially increasing influence and success when trying to change behaviors. It discusses the importance of using multiple sources of influence simultaneously rather than relying on a single approach. The six main sources of influence are personal motivation, personal ability, social motivation, social ability, structural motivation, and structural ability. Case studies show that leaders who use four or more of these six sources are ten times more likely to successfully drive meaningful, sustainable change.
This document discusses approaches to drug prevention and education. It covers topics like the goals of prevention, levels of prevention from primary to tertiary, risk factors for drug abuse, and the effectiveness of different prevention strategies. School-based drug education programs are most effective when they are developmentally appropriate, teach social resistance skills, involve normative education, and receive sufficient time and support. Peer-led and health education models can also be effective approaches.
This document outlines a problem solving framework to help address challenges on campus. It presents a strategic model based on social science and public health models. The framework involves defining the problem, identifying contributing factors, envisioning how to intervene in the chain of events, and evaluating outcomes. Key aspects include taking a comprehensive, research-based approach using multiple strategies to create sustainable change. The goal is to prevent behaviors by addressing underlying factors through strategic, targeted initiatives.
2o C Parte 3 Primary Prevention Mental Health Programsc.meza
The document discusses several topics related to primary prevention mental health programs including methodology, outcomes, prevention in other areas, issues with study inclusion and classification, ecological impact, parent programs, and cost analyses. Key points include that collectively studies have examined large samples and focused on outcomes like antisocial behavior, aggression, and risk status. Prevention research tends to be categorized which limits learning across fields, and some non-mental health focused programs have achieved positive mental health outcomes. Involving parents in programs remains a challenge with low attendance rates. Cost analyses have shown some prevention programs can return $8-45 for every dollar spent but support depends on multiple factors beyond cost savings.
This document discusses three types of research: fundamental/basic research, applied research, and action research. It provides details about each:
- Fundamental research aims to improve scientific theories without immediate practical applications. It expands knowledge for knowledge's sake through questions of why, what, or how without generalizing. Findings may later revolutionize practices.
- Applied research aims to solve practical problems and has immediate implications. It uses academic theories and techniques for specific purposes. It seeks to generalize while assuming other variables don't change.
- Action research is initiated to solve immediate problems through reflection and teams working to improve practices. It has two types: participatory research involving stakeholders, and practical research assisting organizations. It
3. Ecological framework in health promotion.pptx (1).pdfPujaDey19
The document discusses the ecological framework for health promotion and disease prevention. It explains that the ecological model recognizes multiple levels of influence on health behaviors, including intrapersonal, interpersonal, organizational, community, and public policy factors. The ecological perspective provides a useful framework for understanding the range of factors that influence health and for designing comprehensive health promotion programs that address multiple levels of influence simultaneously.
Good intentions and tradition are no longer reasons to engage in prevention strategies research has shown to be ineffective, or that promote harm instead of health. Learn what not to do so you can be more effective as a school district, coalition and community.
The document discusses the health belief model, which is a theoretical framework used in healthcare to guide health promotion plans and disease prevention. It has five stages: precontemplation, contemplation, preparation, action, and maintenance. The model focuses on perceived susceptibility, severity, benefits, and confidence. It can be used to understand behaviors like substance abuse in youth. Barriers to implementing it include lack of resources. Benefits are improving health knowledge and behaviors.
QUESTION 1What are the main streams of influence, according to.docxmakdul
QUESTION 1
What are the main streams of influence, according to the Theory of Triadic Influence? Please provide examples factors/attributes that belong to each of those streams. What is the relationship/correlation between each of those streams?
Your response should be at least 200 words in length.
QUESTION 2
The PRECEDE-PROCEED approach has several key assessment/diagnosis phases. Please describe the epidemiological assessment. What are some key sources of data used in this assessment? Which main questions is this assessment is trying to address/answer?
Your response should be at least 200 words in length.
QUESTION 3
What specific questions the evaluators are bringing forward as they are trying to collect the necessary evaluation data? What are the three main types of evaluation discussed in the PRECEDE-PROCEED approach? What is each of them trying to identify, measure, evaluate?
Your response should be at least 200 words in length.
QUESTION 4
What are some of the key assumptions behind the PRECEDE-PROCEED approach? What are some of the key benefits of using this approach? What are some of the “real-life” examples of using this approach?
Your response should be at least 200 words in length.
Unit Lesson Study Guide
In Unit 4, we will continue to discuss health behavior and its association with factors that could influence such behaviors. These types of influences are referred to as multilevel factors of behaviors, and they typically fall into five main categories:
1. individual factors,
2. inter-personal factors,
3. organizational factors,
4. community factors, and
5. policy factors
Consider the following scenario:
A 50-year-old man may purposely postpone getting a prostate cancer test because he is scared of finding out that he may have prostate cancer. This is an example of an individual- level factor. However, we need to look into this further and consider the following: his inaction might also be influenced by his primary physician’s failure to actually recommend and insist that he would need to take the prostate test. Another factor might be the difficulty of scheduling an appointment due to either unavailable equipment or the unavailability of staff at his local clinic. Another limiting factor could be that the fee for the exam is so high he cannot afford it, and his insurance does not cover this type of procedure. Thus, all these interpersonal, organizational, and policy factors are influencing this man’s behavior to not complete the prostate test. Therefore, for health promotion practitioners, it is very important to be aware of all these factors so effective change strategies or interventions can be prescribed.
One of the multilevel theories that will be discussed is the Theory of Triadic Influence (TTI). TTI behaviors arise due to one’s current social situation, general cultural environment, and their personal characteristics. Any health-related behaviors are influenced by an individual’s decisions.
What wo ...
The document outlines the key topics in a chapter on social responsibility and ethics. It discusses classical and socioeconomic views of social responsibility, and how social obligation evolves into social responsiveness and responsibility. It examines research on the relationship between social involvement and economic performance. It also defines values-based management, managerial ethics, and how organizations can improve ethical behavior through codes of ethics, training, and leadership.
This document discusses how hydraulic fracturing impacts families and substance use in communities. It begins with an abstract stating that hydraulic fracturing is needed for continued oil production but can negatively impact families through substance abuse issues and strained relationships.
The author then states their focus question is on how fracking affects family relationships within communities and the extent that substance use plays a role. Literature from psychology and addictive disorders is reviewed, including studies linking poor sleep from shift work to heavy drinking in oil workers.
The author analyzes relevant theories from psychology around family and children's needs. They also discuss disease and character models of addiction. The document aims to understand how fracking impacts substance abuse and family dynamics using an interdisciplinary lens.
This document summarizes a presentation on risk-focused prevention of criminal development. It discusses identifying risk factors like poor parenting that can increase crime risk and implementing prevention programs. The background describes how criminology adopted risk prevention from health. One program evaluated 526 children, with 100 in a conduct problems clinic receiving parent training, child skills training, or both. Results found improved behavior for children in the parent training groups compared to the control group, with the most impact from combined parent-child training. Future research could study multi-generational family histories to better address the root causes of risky parenting.
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This is the slide deck for a presentation delivered to the Institute of Coaching in 2022. This interactive session will introduce participants to the 10 principles of the Resilience to Thrive (R2T) Coaching model/training developed and researched by Dr. Joel Bennett and colleagues from Organizational Wellness & Learning Systems. At its core, R2T situates resilience as one step in a broader aspirational framework that treats human beings as having an innate power to transform stress and challenges into positive growth experiences, across the lifespan. Participants will learn about resilience stories, set-point, working with triggers, job crafting, creating the “couch” of coaching, and the use of cognitive-behavioral worksheets and coaching tools that support the resilience to thrive journey. We will also showcase a 1-year follow-up evaluation study of coaching students who went through the R2T training. Results suggest the model holds promise as an adjunct to both wellness coaching and mental health practice. To access the video recording please checkout IOC
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Employee Prescription Drug Abuse: Tips, Prevention Guidelines & EducationJoel Bennett
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Rx spend is rising for employers and the opioid problem is only one aspects of the public health issue. This presentation encourages integration Rx Awareness with workplace health promotion, wellness, or well-being initiatives.
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http://www.apa.org/wsh/final-program.pdf
Originally presented at Symposium
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The 10th International Conference on Occupational Stress and Health
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VicHealth Centre for Community Wellbeing, Melbourne School of
Population and Global Health, University of Melbourne, Australia
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The room also has experts from the community available for consultation.
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This guideline is directed principally toward new Molecular Entities that are
likely to have significant use in the elderly, either because the disease intended
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because the population to be treated is known to include substantial numbers of
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Are you looking for a long-lasting solution to your missing tooth?
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Team Awareness for Mental Well-Being in the Workplace: Original Theoretical Article
1. Slide 1 of 52
Workplace Substance Abuse Prevention
Concepts, Research, and Innovation of a Team
Awareness Training
The TCU Drugs in the Workplace Project
This deck was originally created in 1999 and was downloadable from the Institute of Behavioral
Research at Texas Christian University. This deck is a supplement to the published article:
Bennett, J. B., Lehman, W. E., & Reynolds, G. S. (2000). Team awareness for workplace substance abuse
prevention: The empirical and conceptual development of a training program. Prevention Science, 1(3), 157-172.
Available at ResearchGate
2. Slide 2 of 52
Workplace SubstanceAbuse Prevention:
An IntegratedResearchModel
Integrated Research Model
Introduction: Social Factors
at Work
Research Abstracts
Innovative Training Model
This poster has four sections.
Please click on the section title to the
left that you wish to go to.
You can return here to this “Home”
page by clicking the symbol
in the lower right corner.
To proceed through this presentation,
you may click anywhere on the screen
when you see the “Click to proceed”
message.
Click to proceed
3. Slide 3 of 52
The great majority of jobs and occupations require
that people work together to get the job done
Introduction: Social Factors at Work
Click to proceed
4. Slide 4 of 52
Workers rely
on each other
to provide information,
tools, and support
in all kinds
of work
Click to proceed
5. Slide 5 of 52
Many jobs require
attention to security
or safety to help
protect coworkers,
customers, and the
general public
Click to proceed
6. Slide 6 of 52
These examples indicate that
many jobs include one or more of these factors:
• Tasks require that we work together
• Jobs require we rely on each other
• Our actions have effects on others
• Sometimes these effects involve safety and security
Click to proceed
7. Slide 7 of 52
Even when
employees
work in isolation,
they will sometimes
get together just to
talk or socialize
Click to proceed
8. Slide 8 of 52
Our research team
has studied how employee
misuse of alcohol or
drugs can be, and
often is, influenced
by these workplace
social factors
Click to proceed
9. Slide 9 of 52
Substance abuse rarely
occurs in isolation;
coworkers can be affected
and they can play a
role in enabling the problem
or encouraging their peers to get help
Click to proceed
10. Slide 10 of 52
P o l i c y
In recent years the federal
government has required
businesses to have a drug free
workplace policy.
As a rule, these policies focus on
dealing with workers as individually
susceptible to substance use
problems, rather than on the social
context that may surround
substance use.
Click to proceed
11. Slide 11 of 52
The research described in this
presentation is in three parts.
P o l i c y
W o r k
E n v i r o n m e n t
Work
Groups
Research covers employee attitudes
toward drugs and policy, effects of
substance use on employees and
coworkers, and the role of the work
environment and the work group.
The first part describes an
“Integrated Research Model,” and
reviews ten years of psychological
and organizational research.
Click to proceed
12. Slide 12 of 52
The second part briefly shows how
we developed an interactive
substance abuse prevention training
for workplaces.
Click to proceed
This “Innovative Training Model” is
based upon the following:
1 – ideas and concepts from the
Integrated Research Model
2 – research summarized in the
Abstracts
3 - ideas about Social Factors at
Work, as described earlier
13. Slide 13 of 52
The third part of this presentation
shows “Research Abstracts” of over
20 different research studies.
PolicySubstance
Use
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Click to proceed
Much of this research was used to
build the “Integrated Research
Model.”
These research abstracts are
summaries of papers that have been
published in scientific journals.
14. Slide 14 of 52
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Social
Integration
Organizational
Wellness
Team
Cohesion
Support
Policy
Safety-related
Occupations
Drinking
Climate
Neutralization
& Enabling
Exposure to
Coworker Use
Tolerance
Organizational
Influence
Psychological
influence
Social
influence
Performance
Personal
Background
This section of slides describes the
different elements in the full model
that seeks to understand job-
related risks and strengths
associated with employee
substance abuse.
Integrated Research Model
Click to proceed
15. Slide 15 of 52
Employee
Substance Abuse
Misuse of alcohol or
Prescription drugs
Illicit Drug use
Potential Performance
Problems
Unscheduled Absences
Accidents
Psychological Withdrawal
Antagonism
Violence Risk
Performance
Concerns
The model described here
assumes that employee
substance abuse can
potentially or eventually
lead to performance
problems.
Click to proceed
16. Slide 16 of 52
Policy Formation
Over the past twenty years, an increasing number of workplaces have
developed substance use policies.
This model shows a standard view of how policy is formed.
First, the possibility of
substance use leads to
the development of policy,
which can include testing,
education, discipline, and
access to help, usually
through an Employee
Assistance Program or
EAP.
leads to
Individual &
Problematic
Substance Use
These policy
components are
designed to regulate
individual and
problematic substance
use.
regulates
Policy
Testing
Education
Discipline
EAP
Click to proceed
17. Slide 17 of 52
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
TheWorkplace Context
• Factors in the work setting may have an
important influence on employees
• a) over and above the effects of formal,
written policy, or
• b) in interaction with employee attributes
• Policy does not operate in a vacuum. The
effect of policy on employee substance
use depends on a number of factors in
the work setting.
Workplace
Context
Click to proceed
18. Slide 18 of 52
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
TheWorkplace
Context
• The current model is
sensitive to these
factors but focuses
more on reaching
and understanding
employees once
they are in the work
setting.
Personal
Background
• Employees are also
vulnerable to
substance abuse
because of personal
background factors.
Employees inthe
context of their
worksetting
Click to proceed
19. Slide 19 of 52
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
TheWorkplace
Context
Risks Strengths
Risks &
Strengths
The workplace
contains two types of
factors that relate to
employee substance
use.
Factors associated
with decreased
substance use are
considered strengths.
Factors associated
with increased
substance use are
considered risks.
Click to proceed
20. Slide 20 of 52
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
Risks Strengths
Risks &
Strengths
Risk factors include
working in safety
sensitive occupations,
coworkers who drink
together socially, and
employees who
enable, ignore, or
tolerate coworker use.
Safety-related
Occupations
Drinking
Climate
Neutralization
& Enabling
Exposure to
Coworker Use
Tolerance
Strength factors
include socially
healthy work settings,
wellness policies, an
an atmosphere of
team cohesiveness,
and employee
knowledge and
support of policy.
Social
Integration
Organizational
Wellness
Teamwork
(cohesion)
Support
Policy
Click to proceed
21. Slide 21 of 52
Policy
Testing
Education
Discipline
EAP
leads to
regulates
Individual &
Problematic
Substance Use
Three Levels
In the Work
Context
Risk and Strengths
exist at three
levels
Group or
Team
Organizational
Individual
Click to proceed
22. Slide 22 of 52
Policy
Testing
Education
Discipline
EAP
leads to
regulates
Individual &
Problematic
Substance Use
Organizational
Workplace
Environment
Safety-related
Occupations
Drinking
Climate
Social
Integration
Organizational
Wellness
The overall work
environment or culture of
an organization can
contain factors
associated with alcohol or
drug use.
Conversely, healthy work
cultures that emphasize
employee involvement,
family friendly policies,
and good communication
may show lower levels of
abuse.
For example, occupations
involving safety risk
(machinery use, toxic
chemicals, vehicles)
tend to have higher
use levels.
Risks Strengths
Click to proceed
23. Slide 23 of 52
Policy
Testing
Education
Discipline
EAP
leads to
regulates
Individual &
Problematic
Substance UseSocial and psychological
processes within work
groups can also influence
employee attitudes and
behaviors toward alcohol
and drugs.
Group or Team
Group
Processes
Team
Cohesion
Neutralization
& Enabling
Conversely, alcohol and
drug use is less when
employees report
working in positive team
environments and with
cohesive work groups.
For example, research
shows that coworkers
can ignore, minimize, or
enable employees who
use alcohol or drugs.
Risks Strengths
Click to proceed
24. Slide 24 of 52
Policy
Testing
Education
Discipline
EAP
leads to
regulates
Individual &
Problematic
Substance UseJob-related perceptions
and attitudes of individual
employees also correlate
with substance abuse.
Perceptions &
Attitudes
Support
Policy
Exposure to
Coworker Use
Tolerance
Individual
Conversely, employees
with clear and positive
attitudes toward policy
are less likely to abuse
alcohol or drugs.
For example, employees
who are willing to tolerate
(cover for, fail to report)
coworkers who use are
themselves more likely to
be drug user than those
who are less tolerant.
Risks Strengths
Click to proceed
25. Slide 25 of 52
Following from our previous
research (described in the
Abstracts section), the Drugs in
the Workplace Project developed
two types of training programs to
help prevent employee substance
abuse.
Innovative Training Model
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Social
Integration
Organizational
Wellness
Team
Cohesion
Support
Policy
Safety-related
Occupations
Drinking
Climate
Neutralization
& Enabling
Exposure to
Coworker Use
Tolerance
Organizational
Influence
Psychological
influence
Social
influence
Performance
Personal
Background
Click to proceed
26. Slide 26 of 52
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Social
Integration
Organizational
Wellness
Team
Cohesion
Support
Policy
Safety-related
Occupations
Drinking
Climate
Neutralization
& Enabling
Exposure to
Coworker Use
Tolerance
Informational
Training
Informational Training
is an enhanced version
of the standard
educational training.Education
TeamTraining
Team Training is an
advanced training that
combines team building
exercises along with
peer referral skills and
in depth policy training.
The team training focuses on enhancing strengths and
reducing risks within work groups.
Group
Processes
Team
Cohesion
Neutralization
& Enabling
Click to proceed
27. Slide 27 of 52
Problem
Presentation
Problem
Neutralization
Problem
Continuance
Climate
Reinforcement
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
The Team Awareness training was
developed in three conceptual stages
and according to previous research.
Stage 1: The Negative Cycle
Previous research suggested that a
negative cycle may prevent coworkers
or work groups from dealing with
employee problems.
an employee shows some problem behavior (e.g.,
excessive absence, working with a hangover),
coworkers neutralize (enable,
minimize, deny, rationalize),
the problem continues,
a climate of enabling develops
Click to proceed
28. Slide 28 of 52
Problem
Presentation
Problem
Neutralization
Problem
Continuance
Climate
Reinforcement
Poor
Communication
Inadequate
Coping
Tolerance &
Resignation
Withdrawal/
Antagonism
Disconnected
from Policy
(not meaningful)
Stage 2: Correlates of Neutralization
Our research suggest five factors
correlate with this negative cycle.
5 – Employees with substance abuse
problems are psychologically
withdrawn or antagonistic.
4 – Employees tolerate coworkers who
have problems.
3 – Employees experience stress or job
tension.
2 – Work groups lack communication
skills to deal with the problem (i.e.,
alienation, low group cohesion).
1 – Employees are either not aware of
policy or consider it meaningless.
Click to proceed
29. Slide 29 of 52
Stage 3: Training Goals
For each of the five areas
that relate to enabling and
neutralization, we
developed training
objectives.
These five training
objectives were used to
help develop actual
training materials and
manuals.
These materials are
available from this web-
site.
• Purpose
Enhance team communication for work groups
to help reduce any risks related to substance use
• Objective 1: Relevance
Explore how this training can help you and
your group and identify Risks and Strengths
• Objective 2: Team Ownership of Policy
Understand how substance use policy protects
employees and requires shared responsibility
• Objective 3: Understanding Stress
Understand the relationship between stress,
substance abuse, and communication. Identify
resources for healthy (versus unhealthy) coping.
• Objective 4: Understanding Tolerance
Identify risky levels of tolerance at individual
and group levels and adjust if necessary.
• Objective 5: Support, Encourage Help
Improve effective listening, nudge coworkers
to get help, address resistance to change.
• Goals
1 - Increase supportive group climate
2 - Improve attitudes (policy, tolerance)
3 - Increase help-seeking behavior/peer referral
Poor
Communication
Inadequate
Coping
Tolerance &
Resignation
Withdrawal/
Antagonism
Disconnected
from Policy
(not meaningful)
Click to proceed
30. Slide 30 of 52
To summarize, the team
awareness training was
developed from three
areas:
1 - ideas about Social
Factors at Work, as
described in the
Introduction
2 – ideas and concepts
from the Integrated
Research Model
3 – research summarized
in the Abstracts
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Social
Integration
Organizational
Wellness
Team
Cohesion
Support
Policy
Safety-related
Occupations
Drinking
Climate
Neutralization
& Enabling
Exposure to
Coworker Use
Tolerance
TeamTraining
Group
Processes
Team
Cohesion
Neutralization
& Enabling
Click to proceed
31. Slide 31 of 52
Policy
Testing
Education
Discipline
EAP
Individual &
Problematic
Substance Use
leads to
regulates
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Social
Integration
Organizational
Wellness
Team
Cohesion
Support
Policy
Safety-related
Occupations
Drinking
Climate
Neutralization
& Enabling
Exposure to
Coworker Use
Tolerance
Performance
Personal
Background
This slide provides
numbered links to
research abstracts.
These abstracts are
summaries of research
papers that provide the
basis for the full
prevention model.
6 91 2 85 10
32
PreventIonTraInIng
6
7
9
10
10
12
13
14
* Note. Abstract 16 describes the full model
13
17
18
4
5
8
13 15
16*
16*
17
17
18
18
18
5 82
15
3
6 7
7 11
11
12
14
15
4 18
Research Abstracts
To view abstracts
in sequence, click
to go to next slide.
Click to proceed
Click on any
number (1, 2, 3,
etc.) in the full
model to the right
to go to that
abstract. To
return to this
map, click on the
button.
32. Slide 32 of 52
Patterns of drug use in a large metropolitan
workforce
Wayne E. K. Lehman and D. Dwayne Simpson
In Gust, Steven W. (Ed); Walsh, J. Michael (Ed); et-al. (1991). Drugs
in the workplace: Research and evaluation data, Vol. 2. NIDA research
monograph 100. (pp. 45-62). Rockville, MD, USA: US Department of
Health & Human Services
This report combines three different methods of assessing drug
and alcohol use prevalence in the workforce: (1) self-report,
(2) perceptions of use among coworkers, and (3) urine screens.
The report addresses five major aspects of drug use, including
alcohol, in the work setting of municipal employees. These
include (1) prevalence of drug use by employees while off-the-job
as well as while in the workplace, (2) employee
sociodemographic and background characteristics which are
related to drug use, (3) work environment characteristics which
are related to employee drug use, (4) employee performance
indicators which are related to drug use, and (5) validation of self-
reported drug use data via urinalysis.
PolicySubstance
Use
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Abstract 1 1
A KeyFinding:
Self-reportsof
substanceuse correlate
withdrugtestresults.
First Abstract Click to proceed
33. Slide 33 of 52
Employee substance use and on-the-job behaviors
Wayne E. K. Lehman and D. Dwayne Simpson
Journal of Applied Psychology 1992 Jun; Vol 77(3): 309-321
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. Hierarchical regression models were tested to
determine whether substance use contributed unique variance to
the prediction of job behaviors after controlling 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.
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Abstract 2
Substance
Use
2
A KeyFinding:
Substanceuse correlates
withnegativejob
performance.
Click to proceed
34. Slide 34 of 52
Employee accidents: Influences of personal
characteristics, job characteristics, and substance
use in jobs differing in accident potential
Melvin L. Holcom, Wayne E. K. Lehman, and D. Dwayne Simpson
Journal of Safety Research, 1993 Win; Vol 24(4): 205-221
Assessed relationships between employee substance use and
accidents (i.e., injury and noninjury accidents) at work in a
sample of 1,325 municipal employees. A questionnaire was used
to gather self-reported information on general deviance, job
structure and job attitude, and personal drug and alcohol use at
and away from work. Ss were classified into low- and high-risk
job samples, and discriminant function analyses were computed
within job samples to classify Ss into "no accident" and "some
accident" classifications. Results indicate that Ss likely to have
accidents tended to have dysfunctional personal backgrounds
and reported that they were dissatisfied and tense at work.
Associating with substance-using peers, high levels of
depression, and low levels of religious service attendance were
characteristic of Ss who had accidents. Drug and alcohol use
were major discriminators of accident groups for the high-risk job
sample but not for the low-risk job sample.
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Abstract 3
Substance
Use
3
A KeyFinding:
Substanceuse correlates
withaccidentsforsafety
jobs.
Click to proceed
35. Slide 35 of 52
Social categorization and the influence of drug
involvement on drug attitude structures:
Implications for assessing drug use and tolerance
in the workplace
Melvin L. Holcom, Wayne E. K. Lehman, and Charles C. Lord
Journal of Applied Social Psychology, 1993 Dec; Vol 23(23): 1968-1988
A sample of 78 adults completed questionnaires assessing drug
attitude/involvement, a drug user similarity sorting task, and a
drug user profiling task. Data indicated that greater drug exposure
tended to foster more complex knowledge structures for drugs
and drug users as revealed by Ss' perceptions of drug users,
tolerance for drug use, and perceptions of drug seriousness.
Basically, high drug involvement in terms of personal alcohol use
and associating with illicit drug users was related to greater
individuation of drug user types. Therefore, high-involved Ss,
relative to low-involved Ss, were better able to discriminate
between different drug user subtypes, and drug user subtypes
were more important to high-involved Ss when responding to
drug-related survey items.
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Abstract 4
Substance
Use
4
A KeyFinding:
Previousdruguse
influencesattitude
towardsubstance
users.
Click to proceed
36. Slide 36 of 52
Prediction of substance use in the workplace:
Unique contributions of personal background and
work environment variables
Wayne E. K. Lehman, David J. Farabee, Melvin L. Holcom, and
D. Dwayne Simpson
Journal of Drug Issues, 1995 Spr; Vol 25(2): 253-274
Assessed the relationships of personal and job factors with
substance use in municipal workers. 1,325 employees (aged
below 30 yrs and above 40 yrs) from 109 different workgroups
completed the "Employee Health and Performance in the
Workplace" questionnaire. Results indicated that both personal
and job domains significantly predict substance use at and away
from the workplace. Employees who use illicit drugs or other
drugs at work tend to be young, single males who do not attend
religious services regularly, have low self-esteem, an arrest
history, and have family members and friends with drug problems.
Further, drug users experience higher levels of job tension and
appear more estranged from work than nondrug users. They have
lower levels of job satisfaction, faith in management, job
involvement, and organizational commitment.
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Abstract 5
Substance
Use
5
A KeyFinding:
Bothpersonaland
jobfactorspredict
substanceuse at
andawayfromwork.
Click to proceed
37. Slide 37 of 52
Employee attitude crystallization and substance
use policy: Test of a classification scheme
Joel B. Bennett and Wayne E. K. Lehman
Journal of Drug Issues, 1996, Vol. 26(4), 831-864
Previous research suggests that employees are often unaware of
or ambivalent toward substance abuse policies. These studies
focus on one policy component—drug-testing—and fail to
distinguish employees with clear (or crystallized) from unclear
attitudes. The current study explored a broader view of policy and
examined both personal and situational factors that may
determine attitudes. Survey data from employees in three
municipalities support a distinction among five attitude categories;
those who are: (a) dissatisfied with efforts to control employee
abuse, (b) satisfied, (c) anti-policy, (d) pro-policy, and (e)
uninformed. Discriminant analyses suggest that different profiles
characterize these attitude groups. For example, dissatisfied
employees report low personal alcohol use, high co-worker
alcohol use, and low self-referral whereas anti-policy employees
report high personal drug use, high co-worker use, and low job
identity. Discussion focuses on policy as a social construction and
the implications of attitude distinctions for employee training.
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Abstract 6
Substance
Use
66
6
A KeyFinding:
Exposure toco-
workeruse is
associatedwithattitudes
toward
policy.
Click to proceed
38. Slide 38 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Alcohol, antagonism, and witnessing violence in
the workplace: Drinking climates and social
alienation-integration
Joel B. Bennett and Wayne E. K. Lehman
In VandenBos, Gary R. (Ed); Bulatao, Elizabeth Q. (Ed); et-al. (1996).
Violence on the job: Identifying risks and developing solutions. (pp.
105-152). Washington, DC, USA: American Psychological Association.
This chapter reviews the different areas of research [on alcohol
and aggression] / provides general background knowledge about
the alcohol-aggression relationship and workplace factors that
may be relevant to this relationship / focus in more on individual
alcohol use and subsequent aggression / reports an empirical
study that directly examines alcohol use within the work setting /
focus is more on the perceptions of drinking climates or drinking
norms at work / considers alcohol from 2 perspectives: it
discusses alcohol as it affects the individual aggression of
employees who drink and it studies the impact of coworker
drinking as it affects employee risk for witnessing violence / [Ss
were municipal workers randomly selected from the total city
workforce of 3 cities in the southwestern US]
Abstract 7
Substance
Use
7
7
A KeyFinding:
Drinkingclimates
Enhance thelike-
lihoodofworker
exposuretoviolence.
7
Click to proceed
39. Slide 39 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Ethnic differences in the workplace environment by
employees in two municipal workforces
Jamie K. Forst and Wayne E. K. Lehman
Hispanic Journal of the Behavioral Sciences 1997 Feb; Vol 19(1): 84-96
Cultural scripts have been proposed to suggest that Hispanics will
respond differently than non-Hispanics when asked questions
about personal issues such as workplace attitudes. This study
evaluated self-report questionnaires between 2 samples of
Hispanic and non-Hispanic municipal employees regarding
productivity-related work behaviors, personal background variables,
and job climate variables. Sample 1 had 1,068 Ss (70% Hispanic,
20% Anglo, and 8% African-American, 64% male), and sample 2
consisted of 1,081 Ss (14% Hispanic, 55% Anglo, 29% African-
American, 63% male). Minimal evidence was found in either
sample to suggest systematic response differences based on
cultural scripts, and even less evidence to suggest that these
differences are moderated by gender. The authors discuss the
findings in terms of the acculturation level among Hispanic Ss.
Abstract 8
Substance
Use
8
8
A KeyFinding:
Hispanicworkers
reportedhigher
levelsofproblem
drinkingintwo
samples.
Click to proceed
40. Slide 40 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
From dual policy to dual attitudes:
The Social construction of substance use policy
Joel B. Bennett and Wayne E. K. Lehman
Review of Public Personnel Administration, 1997; Vol 17(1): 58-83
Administrators of workplace substance use policies often
coordinate many components such as drug-testing, discipline,
EAP, and employee awareness. Analyses from two
municipalities (ns = 1,068, 1,081) indicated that employees who
most disfavor all policy components -- particularly drug-testing --
report higher frequencies of alcohol drunkenness. In contrast,
employees with the most punitive attitudes report the highest
levels of exposure to co-worker use. Finally, those who favor an
educative approach report higher levels of alcohol use but not
alcohol problems or drug use. Policy administrators are likely to
benefit from listening to and addressing these differences in
policy attitudes.
Abstract 9
Substance
Use
9
9
A KeyFinding:
Mostemployees
favorallaspects ofpolicy:
testing,
education,anddiscipline.
Click to proceed
41. Slide 41 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Employee views of organizational wellness and the
EAP: Influence on substance use, drinking
climates, and policy attitudes
Joel B. Bennett and Wayne E. K. Lehman
Employee Assistance Quarterly 1997; Vol 13(1): 55-71.
Examined the influence of organizational wellness and the Employee
Assistance Program (EAP) on substance use, and developed the
Organizational Wellness Scale (OWS) to assess perceptions of
healthy work climates. 799 city employees completed measures of
employee health and performance, EAP attitudes, the OWS, and
measures of personal substance use, work climate, and attitudes
toward policy. Employee views of organizational wellness correlated
significantly (negatively) with self-reports of substance use,
perceptions of personal and co-worker enabling of substance use, and
co-worker alcohol and drug use. Employees who perceived their
workplace as healthy also reported less personal and co-worker
substance use. Comparable relationships between EAP attitudes and
substance use were generally not as reliable or consistent. Employees
who said they would use or recommend the EAP reported less alcohol
use, personal enabling, co-worker enabling, and co-worker drinking.
Positive views of organizational wellness or the EAP were associated
with favorable attitudes toward substance use policy.
Abstract 10
Substance
Use
10
10
A KeyFinding:
Substanceuse may be
associated
withworkingin
anunhealthy
workclimate.
10
Click to proceed
42. Slide 42 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure
to Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Perceptions and correlates of co-worker
substance use
Wayne E. K. Lehman, David J. Farabee, and Joel B. Bennett
Employee Assistance Quarterly ,1998; Vol 13(4): 1-22.
Assessed data from 1,491 completed questionnaires of municipal
workers regarding co-worker substance use. Employee
perceptions and consequences of co-worker substance use were
assessed to (1) examine perceptions of co-worker use as
supplemental measures of substance use problems in
organizations, and (2) examine relationships with employee
perceptions and attitudes. Support was found for the hypothesis
that exposure to co-worker substance use is negatively associated
with job performance and attitudes. Results suggest the utility of
evaluating perceptions of co-worker substance use in
assessments of drug use in the workplace. Results have
implications for training and education programs, which should
emphasize substance use is a problem that extends beyond the
substance-using employee.
Abstract 11
Substance
Use
11
11
A KeyFinding:
Ratingsofco-
workeruse may
behelpfulin assessing
ratesof
prevalence.
Click to proceed
43. Slide 43 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Workplace drinking climate, stress, and problem
indicators: Assessing the influence of teamwork
(group cohesion)
Joel B. Bennett and Wayne E. K. Lehman
Journal of Studies on Alcohol, 1998 Sep; Vol 59(5): 608-618
Hypothesized that either exposure to co-worker drinking or the
presence of a drinking climate would positively correlate with reports of
stress and other problems. Following previous research, we also
predicted that work group cohesion (or team orientation) would buffer
against such problems. Two random samples totaling 1,977 municipal
employees completed anonymous surveys. These assessed individual
drinking, co-worker drinking, task-oriented group cohesion, the direct
reports of negative consequences due to co-worker substance use,
and 5 problem indicators: job stress, job withdrawal, health problems,
and performance (work accidents and absences). In each sample,
drinking climate correlated with stress and withdrawal more so than did
reports of individual drinking. Drinking climate and individual job stress
were negatively associated with cohesion. Drinking climate combined
with low cohesion resulted in increased vulnerability for all 5 problems.
Moreover, cohesion appeared to buffer the negative effects of drinking
climate.
Abstract 12
Substance
Use
12
12
A KeyFinding:
Group cohesionbuffers
againstthe
negativeeffects
ofdrinkingclimates.
Click to proceed
44. Slide 44 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Change, transfer climate, and customer orientation:
A contextual model and analysis of
change-driven training
Joel B. Bennett , Wayne E. K. Lehman, and Jamie K. Forst
Group and Organization Management, 1999 Jun; Vol 24(2): 188-216
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.
Abstract 13
Substance
Use
13
13
T
R
A
I
N
I
N
G
13
A KeyFinding:
A supportivetraining
climatecan bufferagainst
thenegativeeffectsof
stress.
Click to proceed
45. Slide 45 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
The relationship between problem coworkers and
quality work practices: A case study of exposure to
sexual harassment, substance abuse, violence and
job stress.
Joel B. Bennett and Wayne E. K. Lehman
Work & Stress, 1999 Oct-Dec, 13(4), 299-311
The current study examined employees’ exposure to co-worker
behavioral problems (violence/hostility, sexual harassment, and
substance abuse) and organizational climate factors that support
total quality (TQM) work practices. Utilizing survey data from a
municipal organization (n = 764), regression analyses (a) assessed
whether exposure to problems was associated with climate
(teamwork, customer orientation, empowerment), and (b) compared
problem co-workers with other job stress indices (e.g., conflict,
strain). Analyses controlled for personal (e.g., job commitment) and
organizational factors. Relationships were found between employee
emotional reactions to witnessing violence/harassment and both
teamwork and empowerment. Job strain also correlated with
empowerment. Results suggest that researchers may benefit from
further study of co-worker exposure and from creating links between
behavioral risk management and quality work practices (TQM).
Abstract 14
Substance
Use
14
14
A KeyFinding:
Exposuretoproblemco-
workersmay hurt
performance(e.g.,
customerservice).
Click to proceed
46. Slide 46 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Employee exposure to coworker substance use and
negative consequences: The moderating effects of work
group membership
Joel B. Bennett and Wayne E. K. Lehman
Journal of Health and Social Behavior; 1999 Sep; Vol. 40(3): 307-322.
This study examined the relationship between individual exposure to
coworker substance use, and the moderating effects of work group
membership, and negative consequences resulting from exposure. A
Hierarchical Linear Modeling (HLM) was conducted across 2 samples of
male municipal employees (n = 650, 878; n = 50, 49 groups). Results
revealed that groups with higher proportions of jobs involving risk (e.g.,
machine work) and groups with a strong drinking climate were most
vulnerable to negative consequences under conditions of exposure.
Importantly, findings controlled for individual risk factors (e.g., personal
drinking, job stress). A discussion examines the implications of this study
for theory and policy related to workplace substance abuse.
Abstract 15
Substance
Use
15
15
15
A KeyFinding:
Workersingroupswith
safetysensitivejobsare
vulnerabletoco- worker
druguse.
Click to proceed
47. Slide 47 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Team awareness for workplace substance abuse
prevention: The empirical and conceptual development
of a training program
Joel B. Bennett, Wayne E. K. Lehman and G. Shawn Reynolds
Prevention Science, 2000, Sept.. 1(3), 157-172
Describes the empirical and theoretical development of a training program
to help reduce/prevent employee alcohol and drug abuse and enhance
aspects of the work group environment that support ongoing prevention.
The paper (1) examines the changing social context of the workplace (e.g.,
teamwork, privacy issues) as relevant for prevention, (2) reviews studies
that assess risks and protective factors in employee substance abuse
(work environment, group processes, and employee attitudes), (3)
provides a conceptual model that focuses on work group processes
(enabling, neutralization of deviance) as the locus of prevention efforts, (4)
describes an enhanced team-oriented training that was derived from
previous research and the conceptual model, and (5) describes potential
applications of the program. The research and conceptual model may
help prevention scientists to assess the organizational context of any
workplace prevention strategy. The need for this team-oriented approach
may be greater among employees who experience risks such as
workplace drinking climates, social alienation, and policies that emphasize
deterrence (drug testing) over educative prevention.
Abstract 16
Substance
Use
16
16
16
16
Summary
Thispapersummarizes
thefullmodeldescribed
earlier.
Click to proceed
48. Slide 48 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Workplace Substance Abuse Prevention and Help-
Seeking: Comparing a Team-Oriented and
Informational Training
Joel B. Bennett and Wayne E. K. Lehman
Journal of Occupational Health Psychology, 2001, 6 (3), 243-254
Employees fail to seek help for alcohol or drug (AOD) abuse
because of unhealthy work climates, stigma, and distrust in
employee assistance programs (EAP). To address such problems,
groups of municipal employees (n = 260) were randomly assigned
to two types of training: a 4-hour informational review of EAP and
policy, and an 8-hour training that embedded messages about
AOD reduction in the context of team-building and stress
management. Pre- and post-training and six-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
utilization of the EAP.
Abstract 17
Substance
Use
T
R
A
I
N
I
N
G
17
17
17
A KeyFinding:
Teamtrainingcan
Improveemployee
willingnesstoseekhelp
forproblems.
Click to proceed
49. Slide 49 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Team and Informational Trainings for Workplace
Substance Abuse Prevention
Wayne E. K. Lehman, G. Shawn Reynolds, and Joel B. Bennett
In J.B. Bennett, W.E.K. Lehman eds. Moving beyond drug testing: Recent
innovations in workplace substance abuse prevention. American
Psychological Association (in preparation).
A team-based training for workplace substance abuse prevention
was developed to increase the awareness of substance abuse as a
group problem rather than an individual event. Major objectives were
to examine and address the role that work group culture and social
dynamics play in enabling substance use and how use by any
member can negatively impact other workgroup members. This
training was implemented in two municipal workforces – one was
from a medium-sized city and included all city departments (except
for fire and police); the other was a larger city and the training was
implemented in three departments identified as at-risk for substance
abuse problems. An evaluation design compared the team training to
an informational training and a no-training control group using
random assignment of workgroups to condition and a pre-test/post-
test design. The results indicated that both trainings increased
awareness of the EAP and substance abuse policy. The team-based
training was successful at decreasing drinking climates at post-test
and a six-month follow-up in the at-risk departments.
Abstract 18
Substance
Use
T
R
A
I
N
I
N
G
18
18
18
18
A KeyFinding:
Teamtrainingmayreduce
thepresenceofdrinking
climatesinsome
situations.
Click to proceed
50. Slide 50 of 52
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Safety
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Social
Integration
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Abstract 19
Substance
Use
T
R
A
I
N
I
N
G
19
19
A KeyFinding:
Trainingimproved
supervisorwillingnessto
respondtoproblem
workers.
Supervisor tolerance-responsiveness to substance abuse
and workplace prevention training: use of a cognitive
mapping tool
Bennett, Joel B.; Lehman, Wayne E. K.
Health Education Research, 2002, 17 (1), 27-42.
Supervisor tolerance-responsiveness refers to the attitudes and behaviors
associated with either ignoring, or taking proactive steps with troubled
employees. Two studies were conducted to examine and improve
responsiveness to employee substance abuse. Study 1 examined
supervisor response to and tolerance of coworker substance use and ways
of interfacing with the Employee Assistance Program (EAP) in two
workplaces (ns = 244 and 107). These surveys suggested that engaging
supervisors in a dialogue about tolerance might improve willingness to use
the EAP. Study 2 was a randomized field experiment that assessed a team-
oriented training. This training adopted a cognitive mapping technique to
improve supervisor responsiveness. Supervisors receiving this training (n
= 29) were more likely to improve on several dimensions of responsiveness
than were supervisors who received a more didactic, l training (n =23), or a
no-training control group (n = 17). Procedures and maps from the mapping
activity are described. Results indicate that while tolerance of coworker
substance use inhibits EAP utilization, it may be possible to address this
tolerance using prevention training in the work-site.
Click to proceed
51. Slide 51 of 52
Job Risk and Employee Substance Use:
The Influence of Personal Background and Work
Environment Factors
Lehman, Wayne E. K.; Bennett, Joel B.;
American Journal of Alcohol and Drug Abuse, 2002 (in press)
Previous studies suggest that employees who work in jobs with physical
risk report more substance use than employees working in non-risky jobs.
This study examined the extent to which this relationship could be
explained by personal background, specifically general deviance, or work
characteristics (e.g., job stressors). 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, but not by work characteristics. The relationship between job risk
and illicit drug use was not explained by either personal or job background
factors. Drinking climate also predicted substance use. Additional analyses
indicated significant interactions between variables that served as markers
for personal background (deviance) and environment (drinking climate).
Employees with more deviant characteristics were susceptible to substance
use when they worked in drinking climates or were exposed to coworker
drinking. These latter results support the use of workplace interventions
that target the social environment as a way to ameliorate the negative
effects of job-related risks for substance abuse.
Substance
Use
Policy
Group
Processes
Perceptions &
Attitudes
Workplace
Environment
Drinking
Climate
Enabling
Exposure to
Use
Tolerance
Wellness
Team
Cohesion
Support
Policy
Risks Strengths
Abstract 20
AKeyFinding:
Therelationshipbetween
employeedevianceand
substanceuse isstrongerin
highdrinkingclimates.
Last Abstract Last slide
Safety
Social
Integration20
20
20
52. Slide 52 of 52
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