Numerous programs addressing employee alcohol abuse and dependence have appeared in organizations in the U.S. since the 1940s. Employee Assistance Programs (EAPs) have effectively used a dual strategy of constructive confrontation and counseling for dealing with problem drinkers at the work site. In many organizations, however, practitioners have begun to treat problem drinkers by altering this strategy and/or relying on health promotion programs (HPPs) and quality of work life (QWL) efforts. This article compares EAPs, HPPs, and QWL, discussing their theoretical underpinnings, methods, and demonstrated effectiveness in treating alcohol abuse and dependence. The author encourages cooperation among EAP, HPP, and QWL practitioners in addressing work place factors related to drinking problems, and makes several recommendations for future research.
Review: sensitivity of the CAGE questionnaire for the DSM diagnosis of alcohol abuse and dependence in general clinical populations was 71% at cut points >=2
