Psychosocial correlates of co-workers’ responses to alcohol problems in the workplace - a cross-sectional survey among medical personnel in Poland

The health of medical staff impacts the quality of patient care. Work-related alcohol issues are in this regard well-documented, linking consumption to adverse outcomes. However, healthcare workers’ responses to perceived alcohol problems, which are crucial for Employee Assistance Programs (EAPs) success, remain under-researched. The study surveyed 655 Polish healthcare workers in autumn 2024 by computer assisted personal interviewing (CAPI). The quota sample included 50% hospital staff and 50% from other facilities, based on the Medical Personnel Data portal. Instruments used included the Copenhagen Psychosocial Questionnaire (COPSOQII, measuring workplace stress and support) and the Rapid Alcohol Problems Screen (RAPS4), covarying with co-workers’ responses to alcohol issues in the workplace. In hypothetical scenarios, respondents were more likely to take action in relation to problems with alcohol (85%) compared to real situations (72%), with the most common response being direct confrontation with the colleague under suspicion. Organizational support, particularly from supervisors, significantly influenced responses, with higher support correlating with a greater likelihood of direct or indirect action, though no predictor remained significant in real-life situations. Additionally, professional hierarchy played a role, as lower-status medical professionals were more cautious in responding, and treatment effectiveness optimism influenced indirect responses in hypothetical cases but had no impact in real situations. This study examines how personal attitudes, workplace norms, and perceived organizational social support shape medical professionals’ responses to alcohol-related issues. While many recognize the risks involved, a gap exists between hypothetical and real-life interventions. Trust in superiors fosters proactive responses, highlighting the need for clear policies, targeted training, and EAPs (Employee Assistance Programs) to be implemented in order to balance accountability with employee dignity and privacy.