Employee drinking practices and work performance

Objective: The purpose of this study was to examine the independent effects of a variety of drinking indicators on self-reported work performance. Met hod: Data from a cross-sectional mailed survey (response rate = 71 %) of ma nagers, supervisors and workers (N = 6,540) at 16 worksites were analyzed. Average daily volume was computed from frequency and usual quantity reports . Drinking on the job included drinking during any of six workday situation s. The CAGE was used to indicate alcohol dependence. Employees were also as ked how frequently they drank to get high or drunk. Work performance was me asured through a series of questions about work problems during the prior y ear. The number of times respondents experienced work performance problems was regressed on the four drinking measures, and a variety of demographic c haracteristics, job characteristics and life circumstances that might also negatively affect work performance. Results: The frequency of self-reported work performance problems increased, generally, with all four drinking mea sures. In a multivariate model that controlled for a number of demographics , job characteristics and life-situations, average daily volume was no long er significantly associated with work performance but the other three drink ing measures were. Interestingly, although moderate-heavy and heavy drinker s reported more work performance problems than very light, light, or modera te drinkers, the lower-level-drinking employees, since they were more plent iful, accounted for a larger proportion of work performance problems than d id the heavier drinking groups. Conclusions: Employers should develop clear policies limiting drinking on the job and, in addition to employee assista nce programs for problem drinkers, should develop worksite educational inte rventions aimed at informing all employees about the relationship between d rinking behaviors and work performance.