Abstract
Occupational Alcoholism Programs (OAPs) are based in part on the assumption that supervisors are both suited for and willing to carry out the formal and informal program activities necessary to help alcoholic employees. Virtually every description of the policies or models of OAPs identify the supervisor as the person most likely to identify developing problems and for taking action once deviant drinking begins to disrupt normative behavior in the workplace (Trice and Roman, 1972).
Despite the centrality of the supervisor to the OAP, little explicit data is available on the fit between the expectations of the OAP and the supervisor's role, nor is there empirical information on the differences between supervisors who participate in the roles prescribed by the model and those who do not. Previous research does suggest that there are factors which encourage and discourage participation (Trice, 1965) and additional evidence exists to suggest that supervisors may participate less than would be expected given the model's potential (Trice, 1962:496; Cunnick and Marchesini, 1977:86).
This paper will compare supervisors who have used an OAP (participation) with supervisors who have not (nonparticipation) in order to identify factors that are associated with supervisory referral to an OAP. In addition, an analysis of potential barriers that interfere with the supervisors' ability to carry out the OAP role requirements will be undertaken.
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