Union-Related Correlates of Employee Referrals to an Occupational Alcoholism Project in a Health Maintenance Organization

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Abstract
A number of union-related factors, including the degree of unionization and the skill level of the work force, the quality of union-management relations, the extent of union involvement in program development, as well as the provision of supervisory training, were important in explaining occupational alcoholism program outcome. An attempt was made to determine the relationship of such factors to an unusual measure of program outcome employee referrals to the treatment component of an occupational alcoholism project housed in the counseling department of a health maintenance organization. Multiple-regression techniques were used, with data collected for unionized companies that adopted formal, written employee assitance program (EAP) polices and those that did not. The adoption of an EAP policy seems more important than any other factor in predicting referrals to treatment, in unionized companies without policies, the union-related factors bear no relationship to referrals, while in unionized companies with policies, these variables, particularly the quality of union-management relations, are strong predictors. Supervisory training has only a modest positive effect on referrals. The adoption of an employee assistance policy itself was crucial to program outcome, measured by increased chances of referrals.

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