A Training Intervention for Supervisors to Support a Work-Life Policy Implementation.
- Author:
Naima LAHARNAR
1
;
Nancy GLASS
;
Nancy PERRIN
;
Ginger HANSON
;
W KENT ANGER
Author Information
1. Center for Research on Occupational and Environmental Toxicology, Oregon Health and Science University, Portland, OR, USA. laharnar@ohsu.edu
- Publication Type:Original Article
- Keywords:
benefit;
evaluation;
intervention;
training;
policy
- MeSH:
Humans;
Learning;
Local Government;
Oregon;
Social Control, Formal
- From:Safety and Health at Work
2013;4(3):166-176
- CountryRepublic of Korea
- Language:English
-
Abstract:
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.
