Bell N S, Mangione T W, Howland J, Levine S, Amick B
Social Sectors Development Strategies, Inc. Natick, Mass. 01760-1041, USA.
J Occup Environ Med. 1996 Dec;38(12):1213-9. doi: 10.1097/00043764-199612000-00006.
The purpose of this analysis is to describe barriers to workplace interventions in cases of alcohol abuse. A survey of 7255 supervisors in 114 worksites across seven major corporations was completed (79% responded). Information about barriers to intervention was elicited by 12 questions. Cluster analysis revealed three analytically independent classes of barriers--Organizational, Interpersonal, and Individual. Most managers reported encountering some barriers to intervention: the extent of barriers perceived was related to characteristics of the worksite, job, and/or the environment. Barriers were greatest for female managers, managers in larger worksites, and the first-line supervisors. Barriers were also related to the form (formal vs informal) of intervention a manager was willing to make. Intervention strategies must take into account differences between company worksites and job levels, and not assume that policies are equally effective throughout the corporation.
本分析的目的是描述酗酒情况下工作场所干预措施的障碍。对七家大公司114个工作地点的7255名主管进行了调查（79%的人做出了回应）。通过12个问题收集了有关干预障碍的信息。聚类分析揭示了三类在分析上相互独立的障碍——组织性、人际性和个体性。大多数经理报告称在干预方面遇到了一些障碍：所感知到的障碍程度与工作地点、工作和/或环境的特征有关。女性经理、大型工作地点的经理以及一线主管所面临的障碍最大。障碍还与经理愿意采取的干预形式（正式与非正式）有关。干预策略必须考虑公司工作地点和工作层级之间的差异，而不能假定政策在整个公司内都同样有效。
