A program designed to prevent alcohol misuse among working adults was developed and presented in four sessions to employees of a medium-sized printing company. The Working People program, based on a social-learning model, was field-tested with 108 employees in the context of a quasi-experimental design. Members of the Program Group (n = 38) and two Comparison Groups (n = 26 and 44) were assessed before and after the program on a questionnaire containing measures of alcohol consumption, attitudes and intentions regarding alcohol use, problem consequences of alcohol use, and health beliefs. Program effects were demonstrated on alcohol consumption, motivation to reduce consumption, and problem consequences of drinking. No effects were found on health beliefs or self-efficacy to reduce drinking. Although the findings are qualified by the self-selected nature of the samples, the results suggest that alcohol consumption can be reduced among adults who participate in this type of worksite program.

Self-presentations are more likely to be internalized when they can be justified as representative of self. As predicted, when the behavior fell in their latitude of acceptance rather than rejection, Ss with strong prior self-beliefs (defined by self-perceived behavioral variability on the trait dimension) took greater responsibility for their self-presentations, viewed them as more justifiable, and changed their later self-appraisals more. In contrast, Ss with weak prior self-beliefs were more influenced by extreme self-presentations (in the latitude of rejection) and viewed their behavior as equally justifiable irrespective of the latitude in which it fell. It was also found that negative arousal plays a role in guiding people's reactions to out-of-character behavior. These findings have implications for conceptualizations of the self-concept (e.g., as stable vs. unstable) and the relation between the private and public sides of self.Early social theorists emphasized that people's self-conceptions are reflections of social behavior, being constructed in part from the public identities they project and the reactions they receive to these public identities (Baldwin, 1897;Cooley, 1902;James, 1890;Mead, 1934). Given the importance of the relation between the public and private sides of self, it is somewhat surprising that relatively little research has explored the impact of people's public self-presentations on their private self-appraisals. Studies of role playing (e.g.,

The majority of heavy drinkers and users of illicit drugs are employed adults, yet there is a dearth of sophisticated substance abuse prevention efforts in the workplace. This article reviews the approaches to worksite-based substance abuse prevention and presents the results of a field test of a prevention program aimed at the individual worker. Based on these findings and other theoretical perspectives from the literature, an expanded conceptual model for workplace substance abuse prevention is presented.

For the past dozen years, our research team has been developing and testing substance abuse prevention programs and materials for the workplace, typically cast in a health promotion framework and rooted in social cognitive theory (Cook & Youngblood, 1990; Cook, Back, & Trudeau, 1996a, 199613). Our efforts have been based on the belief that workers' attitudes toward and practices involving alcohol and other drugs ( AODs) can be shaped by interventions that are congruent with prevailing psychological theories of behavior change and that health promotion programs in the workplace are a logical and appropriate vehicle for substance abuse prevention programs. Although the authors view these interventions as entirely compatible with sociocultural perspectives (as reflected in the work 97

The study sought to (1) model demographic and employment-related influences on behavioral health care utilization and cost; (2) model behavioral health care utilization and cost influences on general health care cost, job performance, and earnings; and (3) assess workplace-based health promotion's impact on these factors. Behavioral health care utilization was more common in employees who were female, over age 30, with below-median earnings, or with above-median general (non-behavioral) health care costs. Among employees utilizing behavioral health care, related costs were higher for employees with below-median earnings. Employees utilizing behavioral health care had higher general health care costs and received lower performance ratings than other employees. Health promotion participants were compared with a nonparticipant random sample matched on gender, age, and pre-intervention behavioral health care utilization. Among employees without pre-intervention behavioral health care, participants and nonparticipants did not differ in post-intervention utilization. Among employees utilizing behavioral health care adjusting for pre-intervention costs, participants had higher short-term post-intervention behavioral health care costs than nonparticipants.