Abstract
Workplaces have been identified as important structures for the implementation of alcohol abuse prevention programmes (Ames, 1993; Cook & Youngblood, 1990; Gill, 1994; Heirich & Sieck, 2000; Parry & Bennets, 1998; Roman, 1990; Roman & Blum, 2002; Snow, Swan & Wilton, 2002). The need for substance abuse prevention programmes in the workplace has also been recognised by South African authors (Albertyn & McCann, 1993; Parry & Bennetts, 1998; Strydom, 1997). The National Drug Master Plan: 2006-2011 (Department of Social Development, 1997), which directs all substance abuse services in South Africa, has prevention amongst workers as one of its priority areas.
Highlights
Workplaces have been identified as important structures for the implementation of alcohol abuse prevention programmes (Ames, 1993; Cook & Youngblood, 1990; Gill, 1994; Heirich & Sieck, 2000; Parry & Bennets, 1998; Roman, 1990; Roman & Blum, 2002; Snow, Swan & Wilton, 2002)
In an educational alcohol abuse prevention programme, for example, the theory is probably that information on the consequences of alcohol abuse improves the knowledge of the target group; improved knowledge leads to attitude change and the change in attitude leads to behaviour change
The experience of the author is that in South Africa many prevention programmes are implemented that are not based on scientific evidence, as described in social science theory
Summary
Workplaces have been identified as important structures for the implementation of alcohol abuse prevention programmes (Ames, 1993; Cook & Youngblood, 1990; Gill, 1994; Heirich & Sieck, 2000; Parry & Bennets, 1998; Roman, 1990; Roman & Blum, 2002; Snow, Swan & Wilton, 2002). Moskowitz (1989:75) remarked: “Whereas many have argued for the conceptual and practical advantages of workplace prevention programs, there is an absence of both viable program models and research data to support the efficacy of this approach for preventing alcohol problems” It is the opinion of the author that one of the contributing factors to the poor performance of workplace-based prevention programmes can be found in the conceptualisation and design of the programmes. Chen (1990:39) remarks: “The question of how to structure the organized efforts appropriately and why the organized efforts lead to the desired outcomes imply that the program operates under some theory This theory is frequently implicit or unsystematic, it provides general guidance for the formation of the program and explains how the program is supposed to work”. The experience of the author is that in South Africa many prevention programmes are implemented that are not based on scientific evidence, as described in social science theory. The reason why a programme is implemented can more often be found in customary practice than in clear thinking about theories of change and evidence-based practice
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