When employees remain silent: explaining responses to suspected alcohol problems among co-workers

Introduction Employee silence can delay organizational responses to workplace problems, yet little is known about why employees refrain from voicing concerns when they suspect that a co-worker has an alcohol-related problem. Drawing on the Substance Use Climate Model and research on employee voice and bystander intervention, this study examined organizational and individual factors associated with refraining from voicing concerns about suspected alcohol problems among co-workers. Methods Cross-sectional survey data were collected in 2019 from a Swedish citizen panel and included 1,743 employees who reported having suspected a co-worker of having an alcohol problem. The outcome variable was refraining from voicing concerns to anyone in the workplace. Binary logistic regression analyses were conducted to examine associations with workplace alcohol availability, descriptive norms, attitudes towards alcohol-related behaviors, and organizational preventive measures, adjusting for demographic and situational covariates. Thirteen exploratory items assessed self-reported reasons for remaining silent. Results Overall, 23.1% of employees reported that they did not voice their concerns. Higher alcohol availability in work-related contexts (six or more occasions in the past year) was associated with increased odds of remaining silent (OR = 2.00, 95% CI [1.16, 3.45]). The presence of workplace alcohol-preventive measures (OR = 0.84, 95% CI [0.75, 0.95]) and interpreting ambiguous alcohol-related behaviors as very likely to indicate an alcohol problem (OR = 0.69, 95% CI [0.48, 0.98]) were associated with a lower likelihood of remaining silent. Exploratory analyses indicated that uncertainty about whether a problem existed, perceptions of adequate job performance, and assumptions that others were aware of the situation were common reasons for not voicing concerns. Discussion The findings suggest that employee silence regarding suspected alcohol problems is associated with workplace climate, organizational structures, and individual interpretations of severity and responsibility. Creating organizational contexts that clarify responsibility and support early intervention may facilitate employee voice in sensitive situations.