Perceived Invasiveness and Fairness of Drug-Testing Procedures for Current Employees

A study was conducted with 225 college students to examine the effects of three organizational and policy variables on the perceived fairness and invasiveness of drug-testing practices. Specifically, the effects of warning type (no warning vs. advance warning), consequence of a positive drug test (termination vs. rehabilitation), and safety sensitivity of the job (safety sensitive vs. safety nonsensitive) were examined. Results suggested that specific features of the policy, as well as type of job under consideration, affected perceived invasiveness and fairness of drug testing. In general, testing was seen as more appropriate for safety-sensitive jobs, that is, those in which drug-impaired performance presented a high degree of danger for individuals. Although rehabilitation was perceived as more fair than termination, when safety was an issue, termination was viewed as a justifiable response by the company. Implications for organizational drug-testing policies are discussed.     

Employees' Attitudes Toward Drug Testing,Perceptions of Organizational Climate,and Withdrawal from the Employer

Theoretical models suggest that attitudes toward an employer's drug testing policy affect organizational climate and employee behavior, but empirical evidence has been scarce with limited external validity. Based on 66 manufacturing employees' questionnaire responses, attitudes toward drug testing significantly correlated with attitudes toward top management (r = +.39), support for employee safety (r = +.34), turnover intentions (r = –.31), and other variables. Although these data support a link between attitudes toward drug testing and employee withdrawal, they cannot address the issue of causality. Results suggest that perceived invasion of privacy is more strongly related to climate perceptions and turnover intentions than is perceived fairness.     

Does the Experience of Organizational Justice Mitigate the Invasion of Privacy Engendered by Random Drug Testing? An Empirical Investigation

This research used theories of organizational justice to develop predictions regarding employees' judgments of the invasiveness of random-drug-testing programs. An investigation with two firms suggested that employees view random drug testing to be less invasive when they (a) hold management positions, (b) have been tested for drug use fewer times, (c) perceive the consequences of testing positive for drug use to be less punitive, and (d) perceive the drug-testing procedures to be more accurate. Unexpectedly, however, the perceived danger of impaired performance on the job was unrelated to the criterion. Implications of the findings for research and practice are discussed.     

Pre-employment screening and applicants' attitudes toward an employment opportunity

In an experimental simulation with Israeli participants, the author examined the influence of two aspects of pre-employment screening (duration of screening and type of testing) on applicants' attitudes toward a recruitment effort and toward a potential job. Testing that lasted longer led to more favorable attitudes. The participants considered knowledge testing, compared with personality testing, more job related, less invasive of privacy, and less sensitive to the amount of time spent testing.     

Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance

Although management of drug testing programs is becoming a critical organizational issue, no systematic conceptual framework has been applied to the study of employee reactions to drug testing. In this study an organizational justice framework was used to explain and predict the relationships among two types of justice (procedural justice and outcome fairness) employee attitudes (job satisfaction, commitment, and management trust), and behavior (turnover intentions and performance). Survey data from 195 employees in a pathology laboratory indicated that justice predicts employee attitudes and performance. Specifically, procedural justice, but not outcome fairness, predicted all 5 criterion variables. These results demonstrate the importance of procedural justice perceptions for predicting employee reactions to drug testing programs.     

The Power of Change: Interpersonal Attraction as a Function of Attitude Similarity and Attitude Alignment

Abstract

In an experimental simulation with Israeli participants, the author examined the influence of two aspects of pre-employment screening (duration of screening and type of testing) on applicants' attitudes toward a recruitment effort and toward a potential job. Testing that lasted longer led to more favorable attitudes. The participants considered knowledge testing, compared with personality testing, more job related, less invasive of privacy, and less sensitive to the amount of time spent testing.     

COLLEGE STUDENTS'ATTITUDES TOWARD EMPLOYEE DRUG TESTING PROGRAMS

Drug testing programs are becoming increasingly popular, but little is known about attitudes toward various aspects of common testing programs. This study examined college students'attitudes toward several aspects of drug testing programs. Results indicate that testing is seen, under some circumstances, as appropriate and necessary. However, attitudes toward most aspects of testing were characterized by extreme variability. Virtually all aspects of drug testing programs are strongly accepted by some individuals and strongly rejected by others. Furthermore, attitudes toward employee drug testing do not appear to vary as a function of employment experience, qualifications, or political inclinations, and are not strongly related to the individual's exposure to others'drug use. One of the few consistent correlates of approval of employee drug testing was the individual's drug use; self-report frequency of drug use was negatively correlated with the acceptability of employee drug testing.     

The deterrent value of drug and integrity testing

Numerous studies have shown that job applicants may react negatively to drug, integrity, and personality testing and that these negative reactions can affect their attitudes and job search behavior. However, it is not clear if these negative reactions are equally strong among users and non-users of drugs. Using a sample of 509 subjects responding to a hypothetical employer, results showed that drug users had more negative reactions than non-users to urinalysis, overt integrity tests and personality inventories. Drug users responded equally negatively to all forms of testing, while non-users were especially negative towards personality tests.     

DIMENSIONS AND CHARACTERISTICS OF PERSONNEL MANAGER PERCEPTIONS OF EFFECTIVE DRUG-TESTING PROGRAMS

This study examines several dimensions and characteristics of drug-testing programs that are associated with personnel managers' judgments of the programs' effectiveness. The data gathered from 190 human resource management (HRM) executives indicate that firms with drug-testing policies differ from non-drug-testing organizations. Drug-testing programs considered to be effective are supported by ancillary activities such as employee assistance programs, supervisory training, and employee drug-awareness communications. Organizations perceived to have effective drug-testing policies engage in drug testing for targeted groups of employees and focus on the rehabilitation of those individuals who test positive.     

Do college studentsstill prefer companies without employment drug testing?

Two experiments examined the effects of drug testing policies on undergraduates' behavioral intentions and attitudes toward the company. Study 1 (n=267) manipulated type of drug testing and consequences of detected use. Study 2 (n=267) manipulated the presence of applicant and employee drug testing. Subjects in both studies showed stronger intentions to apply to a company with random employee testing than one with no employee testing. Study 2 also found that an interaction between company policy and subjects' attitudes toward drug testing affected attitudes toward the company. Both studies suggest that employee drug testing may now foster recruitment.Study 1 was conducted while the author was at Ohio University and was presented in an earlier version at the Eastern Psychological Association's 64th Annual Meeting, Arlington, VA, April 16–April 18, 1993.I thank Candie Burbick and Jamie Winters for their work as student assistants. I also thank Jane Kestner, Kim Mastrangelo, James Rogers, and the JBP reviewers for their suggestions.     

The relationship of parental drug use and parents' attitude concerning adolescent drug use to adolescent drug use

The purpose of this study was to examine the relationship of two variables, parental drug use and parental attitude toward adolescent drug use, both as perceived by the adolescent respondent to his or her own use or nonuse of drugs. A sample of 106 drug-using and 96 nondrug-using adolescents was obtained through the use of the anthropological " snowball " technique. All respondents were administered a drug use history profile and a personal data questionnaire. In order to be classed as drug users, respondents had to have been using two or more recreational substances on a regular basis. Nondrug users were those who used no recreational drugs, although individuals who had tried alcohol or tobacco experimentally were included in this group. On the personal data form, respondents were asked to describe their parents' use of alcohol, tobacco, or other substances, and to indicate their parents' attitudes concerning adolescent use of drugs. Parental attitudes were classed as permissive if the respondent indicated that parents were indifferent about drug use, if they accepted a certain range of drugs, or if the decision were left up to the youth. A nonpermissive attitude was defined as one which would not accept drug use by the adolescent. Four 2 x 2 Chi-square analyses were used to determine significance of the relationship between adolescent drug use and parents' use or nonuse of drugs, parents' attitudes about adolescent use or nonuse and actual adolescent use or non-use, and this same attitudinal relationship looking at parent users and nonusers separately.(ABSTRACT TRUNCATED AT 250 WORDS)     

Attitudes about memory dampening drugs depend on context and country

When people take drugs such as propranolol in response to trauma, it may dampen their bad memories – tempering recall of a traumatic event. We examined people's attitudes toward these drugs. Americans and New Zealanders read about a hypothetical assault inserting themselves into a scenario as a victim attacked while serving on a peace keeping mission (soldier role) or while walking home from a job as a restaurant manager (civilian role). Then they told us whether they should receive a memory dampening drug, and whether they would want to take a memory dampening drug. Subjects were negatively disposed towards a memory dampening drug, but Americans who adopted the soldier role were more in favor of having access to the drug than those who adopted the civilian role. We discuss the implications of these findings in relation to an increasing trend in ‘cosmetic neurology’, medicating with the goal of enhancement, rather than therapy. Copyright © 2010 John Wiley & Sons, Ltd.     

Job stress and attitudes toward change: The mediating effect of psychological attachment

The present study explores the indirect effect of job stress on attitudes toward change through individuals’ psychological attachment (organisational commitment mindsets and job embeddedness). The sample comprised N = 350 employees (black African: 67%; males: 69%; 26–40 years: 67%) who were affected by organisational change in the South African fast-moving consumer goods sector. The participants completed self-report measures on their job stress and psychological attachment experiences and their attitudes towards organisational change. The analysis applied structural equation modelling to test for the mediation effect of psychological attachment on the link between job stress and attitudes toward change. The findings suggest job stress to have a direct negative effect on job embeddedness and a positive, direct effect on attitudes toward change. Low levels of job embeddedness had a direct effect on positive attitudes toward change and mediated the link between job stress and attitudes toward change. The study contributes to organisational change theory by suggesting that experiences of job stress lower employees’ job embeddedness and this lowered sense of attachment translates into change-supportive attitudes.     

The prediction of employee counterproductivity through attitude assessment

Two studies were conducted to identify psychological predictors of employee counterproductivity. Results of the first study showed that tolerant attitudes toward violence and dissatisfaction with co-workers significantly predicted on-the-job damage by employees. In addition, condoning attitudes toward violence and dishonesty, dissatisfaction with co-workers and lie scale scores reliably predicted on-the-job waste by employees. The second study found that condoning attitudes toward dishonesty, dissatisfaction with work, sex of employee, and two measures of overall job dissatisfaction significantly predicted counterproductive behavior on the job, using a cross-validation strategy. These variables explained over a quarter of the variance in the criterion. Attitudes toward dishonesty were found to be the best single predictor of counterproductivity. Implications for industry are discussed.     

Ethics of Research Involving Mandatory Drug Testing of High School Athletes in Oregon

There is consensus that children have questionable decisional capacity and, therefore, in general a parent or a guardian must give permission to enroll a child in a research study. Moreover, freedom from duress and coercion, the cardinal rule in research involving adults, is even more important for children. This principle is embodied prominently in the Nuremberg Code (1947) and is embodied in various federal human research protection regulations. In a program named "SATURN" (Student Athletic Testing Using Random Notification), each school in the Oregon public-school system may implement a mandatory drug-testing program for high school student athletes. A prospective study to identify drug use among student-athletes, SATURN is designed both to evaluate the influence of random drug testing and to validate the survey data through identification of individuals who do not report drug use. The enrollment of students in the drug-testing study is a requirement for playing a school sport. In addition to the coercive nature of this study design, there were ethically questionable practices in recruitment, informed consent, and confidentiality. This article concerns the question of whether research can be conducted with high school students in conjunction with a mandatory drug-testing program, while adhering to prevailing ethical standards regarding human-subjects research and specifically the participation of children in research.     

Ethics of research involving mandatory drug testing of high school athletes in Oregon

There is consensus that children have questionable decisional capacity and, therefore, in general a parent or a guardian must give permission to enroll a child in a research study. Moreover, freedom from duress and coercion, the cardinal rule in research involving adults, is even more important for children. This principle is embodied prominently in the Nuremberg Code (1947) and is embodied in various federal human research protection regulations. In a program named "SATURN" (Student Athletic Testing Using Random Notification), each school in the Oregon public-school system may implement a mandatory drug-testing program for high school student athletes. A prospective study to identify drug use among student-athletes, SATURN is designed both to evaluate the influence of random drug testing and to validate the survey data through identification of individuals who do not report drug use. The enrollment of students in the drug-testing study is a requirement for playing a school sport. In addition to the coercive nature of this study design, there were ethically questionable practices in recruitment, informed consent, and confidentiality. This article concerns the question of whether research can be conducted with high school students in conjunction with a mandatory drug-testing program, while adhering to prevailing ethical standards regarding human-subjects research and specifically the participation of children in research.     

Marital satisfaction,job satisfaction,and task distribution in the homemaker job

Several facets of the homemaker job were analyzed in terms of the dynamic relationship between husband and wife. Seventy-one husband and wife pairs completed a questionnaire which assessed satisfaction with the homemaker job, marital satisfaction, distribution of responsibility for homemaker tasks between husband and wife, and other variables. Wives' satisfaction with the homemaker job was found related to the degree to which husbands assumed responsibility for homemaker tasks and to the husbands' attitudes toward women in general. Wives' marital satisfaction was found related to the interaction of wives' employment status (job holder or full-time homemaker) and satisfaction with the homemaker job. Directions for future research in this area were suggested.     

Free the animals? Investigating attitudes toward animal testing in Britain and the United States

In this study, 185 British and 143 American undergraduates completed a battery of tests that measured attitudes toward animal testing and various individual difference variables. Attitudes toward animal testing factored into two interpretable factors: general attitudes toward animal testing, and animal welfare and conditions of testing. Overall, there was support for animal testing under the right conditions, although there was also concern for the welfare of animals and the conditions under which testing takes place. There were small but significant national difference on both factors (with Americans more positive about testing and less positive about animal welfare), and a significant sex difference on the first factor (women were more negative about testing). Correlation and regression analyses showed that there were few significant individual difference predictors of both factors. These results are discussed in relation to past and future work on attitudes toward animal testing.