Asunto(s)
Alcohólicos Anónimos , Alcoholismo/rehabilitación , Servicios de Salud del Trabajador/estadística & datos numéricos , Absentismo , Adulto , Factores de Edad , Alcoholismo/psicología , Evaluación del Rendimiento de Empleados , Femenino , Humanos , Masculino , Persona de Mediana Edad , Derivación y Consulta , Rol del Enfermo , Factores de TiempoRESUMEN
In several large Chicago companies and institutions, workplace screening of 7,151 persons yielded 833 suspect hypertensives. Of these, 91% attended a follow-up verification visit, where for 513 persons high diastolic pressure was confirmed. One-half of these persons were referred to their physicians for treatment and one-half were randomly assigned to be treated directly by HDFP, in a step-wise pharmacologic regimen to normalize diastolic pressure. Of the 257 persons assigned to program treatment, 94% accepted such treatment, and over 90% of these still living in the community were active participants at one year. Average diastolic pressure of these active participants was 83.1 mm Hg at one year, compared to 102.6 at first screen and 98.8 at the second confirmatory screening. A strenuous effort has been made to reduce or eliminate obstacles to treatment, including lack of understanding of the need for long-term therapy, cost barriers and barriers of inconvenience of treatment. The medical team conducting the program combined physicians with nonphysician therapist-health counselors, plus "outreach" staff, to maximize program adherence. Preliminary experiences in the Chicago Center of the Hypertension Detection and Follow-Up Program (HDFP) give encouraging evidence that the workplace is a useful base for successful hypertension control efforts.
Asunto(s)
Hipertensión/prevención & control , Medicina del Trabajo , Chicago , Métodos Epidemiológicos , Humanos , Hipertensión/tratamiento farmacológico , Hipertensión/epidemiología , Tamizaje Masivo , Cooperación del Paciente , Derivación y ConsultaRESUMEN
In a large company, a group of problem drinker employees selected from the Alcoholic Rehabilitation Program at Illinois Bell, and a group of supervisors of such employees were participants in the study. Questionnaires as well as interviews were utilized. Comparative tables were discussed. A definite, yet flexible role of the supervisor was seen operative throughout the different processes of recognition, confrontation, referral, and treatment. Certain conclusions were drawn from the perspective of the patients, the supervisors, and the company.