Organizational characteristics and universal workplace alcohol prevention: what can we learn from good examples?

This qualitative study explored the organizational and psychosocial characteristics of organizations where there had been a reduction in the proportion of employees consuming alcohol at a risky level. An inductive reflexive thematic analysis was used to examine 17 semi-structured interviews with HR, managers, and employees from eight different organizations in Sweden. Findings were interpreted through the lens of the Socio-Ecological Model. Four themes were identified: Multi-Level Leadership, including organizational structure and individual characteristics; Ongoing Conversation reflecting active use of policies in daily practice and continuous dialogue; Shared Work Environment, including organizational norms that emphasize inclusion and trust; and The Importance of Health encompassing physical and mental health and work-life balance. Core cultural values were Support, Responsibility, and Trust. Leadership was central in translating policies into practice and fostering a supportive culture. Upon reflection, interviewees proposed that leadership development, enhanced work environments, effective communication, and the promotion of healthy lifestyles may have contributed to the observed reduction in risky drinking. The included organizations were characterized not only by practices specifically related to alcohol, but also by several general organizational changes. Most organizations treated the issue of alcohol separately, distinct from general structural and psycho-social initiatives, while a few incorporated it into broader efforts to promote an overall healthy workplace culture.