OBJECTIVES: Intimate partner violence (IPV), commonly known as domestic violence is a problem throughout the world. An estimated 36% to 75% of employed abused woman are monitored, harassed and physically assaulted by their partners or ex-partners while trying to get to work and while at work. The objective of this research is to evaluate the effectiveness of interactive training to increase knowledge, change perceptions and develop an intention to address domestic violence that spills over into the workplace. METHODS: Community-based participatory research approaches were employed to develop and evaluate an interactive computerbased training (CBT) intervention, aimed to teach supervisors how to create supportive and safe workplaces for victims of IPV. RESULTS: The CBT intervention was administered to 53 supervisors. All participants reacted positively to the training, and there was a significant improvement in knowledge between pre- and post-training test performance (72% versus 96% correct), effect size (d) = 3.56. Feedback from focus groups was more productive than written feedback solicited from the same participants at the end of the training. CONCLUSION: Effective training on the impacts of IPV can improve knowledge, achieving a large effect size, and produce changes in perspective about domestic violence and motivation to address domestic violence in the workplace, based on questionnaire responses.
Battered Women ; Community-Based Participatory Research ; Domestic Violence ; Female ; Focus Groups ; Humans ; Intention ; Motivation ; Surveys and Questionnaires ; Violence

BACKGROUND: Effective policy implementation is essential for a healthy workplace. The Ryan-Kossek 2008 model for work-life policy adoption suggests that supervisors as gatekeepers between employer and employee need to know how to support and communicate benefit regulations. This article describes a workplace intervention on a national employee benefit, Family and Medical Leave Act (FMLA), and evaluates the effectiveness of the intervention on supervisor knowledge, awareness, and experience with FMLA. METHODS: The intervention consisted of computer-based training (CBT) and a survey measuring awareness and experience with FMLA. The training was administered to 793 county government supervisors in the state of Oregon, USA. RESULTS: More than 35% of supervisors reported no previous training on FMLA and the training pre-test revealed a lack of knowledge regarding benefit coverage and employer responsibilities. The CBT achieved: (1) a significant learning effect and large effect size of d = 2.0, (2) a positive reaction to the training and its design, and (3) evidence of increased knowledge and awareness regarding FMLA. CONCLUSION: CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA.
Humans ; Learning ; Local Government ; Oregon ; Social Control, Formal