Trice H M, Beyer J M
Alcohol Clin Exp Res. 1981 Fall;5(4):489-96. doi: 10.1111/j.1530-0277.1981.tb05350.x.
We describe the strategy of constructive confrontation present in most job-based alcoholism programs, and conclude that it is compatible with the major concepts and practices of discipline in the workplace. We review past evaluation studies of these programs, noting the rather remarkable positive outcomes often reported. We then review reasons for both accepting and rejecting these unusual findings. One of the major biases that could produce the favorable findings-selectivity bias-is then examined, using both field data and record data from a large national corporation. Samples from records in the review period 1964 through 1977 generated 377 case histories. The study also used field interviews in the same corporation in a national sample of 19 locations. We interviewed supervisors who had experienced an employee in the alcoholism program (A sample = 154) and a sample of all other supervisors (B sample = 351) who described a nonalcoholic problem employee and how he/she had been managed. The remainder of the report focuses upon two possible sources of selection bias: suspected but not referred cases in the field data, and incomplete, "lost," cases in the record data. In both instances, the selectivity seemed to be quite minimal, insufficient to damage the conclusion that the program intervention had produced significant positive changes in job performance.
我们描述了大多数基于工作场所的酗酒问题项目中所采用的建设性对抗策略，并得出结论，该策略与职场纪律的主要概念和做法是相符的。我们回顾了过去对这些项目的评估研究，注意到这些研究经常报告的相当显著的积极成果。然后我们审视了接受和拒绝这些不同寻常研究结果的原因。其中一个可能产生有利研究结果的主要偏差——选择性偏差——随后使用一家大型跨国公司的实地数据和记录数据进行了检验。从1964年到1977年审查期间的记录样本中产生了377个案例历史。该研究还在该公司全国范围内的19个地点进行了实地访谈。我们采访了那些有员工参加酗酒问题项目的主管（A样本=154）以及所有其他主管的样本（B样本=351），后者描述了一个没有酗酒问题的问题员工以及他们是如何对其进行管理的。报告的其余部分聚焦于选择偏差的两个可能来源：实地数据中疑似但未被转介的案例，以及记录数据中不完整的“丢失”案例。在这两种情况下，选择性似乎都非常小，不足以损害项目干预在工作绩效方面产生了显著积极变化这一结论。
