Masterton Wendy, Carver Hannah, Booth Hazel, McCulloch Peter, Ball Lee, Mitchell Laura, Murdoch Helen, Pauly Bernie, Parkes Tessa
Faculty of Social Sciences, University of Stirling, Stirling, UK.
School of Health Sciences, University of Dundee, Dundee, UK.
Drugs (Abingdon Engl). 2024 Feb 13;32(2):154-163. doi: 10.1080/09687637.2024.2311835. eCollection 2025.
Managed Alcohol Programs (MAPs) are a harm reduction strategy for people experiencing homelessness and alcohol dependence. Despite a growing evidence base, resistance to MAPs is apparent due to limited knowledge of alcohol harm reduction and the cultural preference for abstinence-based approaches. To address this, service managers working in a not-for-profit organization in Scotland designed and delivered a program of alcohol-specific staff training as part of a larger study exploring the potential implementation of MAPs during the COVID-19 pandemic.
Semi-structured interviews were conducted with 15 service managers and staff regarding their experiences of the training provided. Data were analyzed using Framework Analysis, and Lewin's model of organizational change was applied to the findings to gain deeper theoretical insight into data relating to staff knowledge, training, and organizational change.
Participants described increased knowledge about alcohol harm reduction and MAPs, as well as increased opportunities for conversations around cultural change. Findings highlight individual- and organizational-level change is required when implementing novel harm reduction interventions like MAPs.
The findings have implications for the future implementation of MAPs in homelessness settings. Training can promote staff buy-in, facilitate the involvement of staff within the planning process, and change organizational culture.
管理式酒精项目（MAPs）是一种针对无家可归且酒精依赖人群的减少伤害策略。尽管证据基础不断扩大，但由于对酒精危害减少的了解有限以及对基于戒酒方法的文化偏好，对MAPs的抵制依然明显。为解决这一问题，苏格兰一家非营利组织的服务经理设计并开展了一项针对酒精问题的员工培训项目，作为一项更大规模研究的一部分，该研究探讨了在新冠疫情期间MAPs的潜在实施情况。
对15名服务经理和员工进行了半结构化访谈，询问他们对所提供培训的体验。使用框架分析法对数据进行分析，并将Lewin的组织变革模型应用于研究结果，以更深入地从理论上洞察与员工知识、培训和组织变革相关的数据。
参与者表示对酒精危害减少和MAPs的了解有所增加，围绕文化变革的对话机会也有所增加。结果表明，在实施像MAPs这样的新型减少伤害干预措施时，个人层面和组织层面的变革都是必要的。
这些发现对未来在无家可归者环境中实施MAPs具有启示意义。培训可以促进员工的认同，便于员工参与规划过程，并改变组织文化。
