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NCJ Number: 157378 Find in a Library
Title: Alternative Solutions to the Workplace Drug Problem: Results of a Survey of Personnel Managers
Journal: Journal of Employment Counseling  Volume:27  Dated:(June 1990)  Pages:60-74
Author(s): J G Rosse; D F Crown; H D Feldman
Date Published: 1990
Page Count: 15
Type: Survey
Format: Article
Language: English
Country: United States of America
Annotation: This article presents findings and conclusions from a 1988 national survey of human resource managers that examined the extent of the drug problem in the workplace and the policies and practices companies have used to deal with this problem.
Abstract: Five hundred personnel managers were randomly selected from the American Society of Personnel Administrators' directory to receive an anonymous questionnaire. A total of 127 usable responses were received, representing a 26-percent response rate. Those who responded were uniquely qualified to address the survey questions. The companies represented were diverse and located throughout the United States. Findings show that the prevalence of drug use in the workplace was somewhat lower than that suggested by some proponents of Draconian steps to stop drug abuse; nevertheless, the situation is sufficiently serious to require a response by management. The survey responses show that no firm is likely to be insulated from drug use, and the steps they have taken provide some guidelines for other companies to consider. The authors advise that regardless of firm size, the first step in a response to employee drug use is to establish and enforce a policy regarding drug use. Drug education programs can also be useful, regardless of company size and may be one of the most cost-effective methods for reducing the incidence of drug use in an organization. Employee assistance programs should have a role in most substance abuse programs. Drug testing is clearly the most controversial of the response options considered and should be only one phase of an overall substance abuse program. The authors recommend that firms use drug screening only for cause or for positions in which public safety or security is critical. Testing should be conducted confidentially by a laboratory with known reliability, and decisions should be based only on reliable and valid procedures. 29 references
Main Term(s): Drug prevention programs
Index Term(s): Drug abuse education; Employee assistance programs; Employee drug testing; Substance abuse in the workplace
Note: DCC
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