Martinez Martina Wilson, Berglund Kristina, Hensing Gunnel, Sundqvist Kristina
Department of Psychology, University of Gothenburg, Gothenburg, Sweden.
School of Public Health and Community Medicine, Institute of Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden.
Front Psychol. 2022 Mar 3;13:756343. doi: 10.3389/fpsyg.2022.756343. eCollection 2022.
The objective of this study was to explore Swedish managers' and HR-officers' experiences and perceptions of skills training including a development and implementation of an alcohol policy.
Semi-structured interviews were conducted with Swedish managers ( = 44) and HR-officers ( = 9) from nine different organizations whom had received skills training and an organizational policy implementation. The interviews were analyzed using thematic analyses.
In total, nine themes were identified as: The prevalence of alcohol problems: a wake-up call; a reminder to intervene immediately; an altered view of the responsibility of the employer; initiating conversations about alcohol: a useful toolbox; an imprecise, yet positive, memory; increased awareness of issues related to alcohol culture; I have not heard a word about a new alcohol policy; the alcohol policy: a mere piece of paper; and alcohol problem prevention: hardly a low-hanging fruit. Participants' experiences of the skills training were positive overall.
Various aspects of the skills training were appreciated by managers and HR-officers, including insight of prevalence statistics and employer responsibilities. Participants emphasized the value of repeated skills training occasions for retaining knowledge. Future research may investigate further in what way skills training may affect managers' willingness to engage in workplace alcohol prevention. Since the implementation of any policy had gone unnoticed to participants, a reason for which could be related to the notion of the existing policy as "good enough" in its current condition, implementation and organizational issues, or a reluctance to address alcohol-related matters unless necessary; future research may focus on investigating in what manner alcohol policies are in fact utilized within organizations.
本研究的目的是探讨瑞典经理人和人力资源专员对技能培训的经验和看法，包括制定和实施一项酒精政策。
对来自九个不同组织的44名瑞典经理人和9名人力资源专员进行了半结构化访谈，这些组织都接受了技能培训和组织政策实施。访谈采用主题分析法进行分析。
总共确定了九个主题，分别是：酒精问题的普遍性：警钟；立即干预的提醒；对雇主责任看法的改变；发起关于酒精的对话：一个有用的工具箱；不准确但积极的记忆；对与酒精文化相关问题的认识提高；我没听说过新的酒精政策；酒精政策：一张纸而已；以及酒精问题预防：绝非易事。参与者对技能培训的总体体验是积极的。
经理人和人力资源专员对技能培训的各个方面都表示赞赏，包括对患病率统计数据和雇主责任的洞察。参与者强调了重复进行技能培训以保留知识的价值。未来的研究可以进一步调查技能培训可能以何种方式影响经理们参与职场酒精预防的意愿。由于参与者没有注意到任何政策的实施，原因可能与现有政策在当前状况下“足够好”的观念、实施和组织问题有关，或者是除非必要不愿处理与酒精相关的问题；未来的研究可以集中在调查酒精政策在组织内部实际上是如何被利用的。
