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Bartenders are expected to control guests' excessive alcohol consumption, but hazardous drinking is also common among staff in the bar industry. This paper explores bartenders' accounts of work-related drinking and discusses how structural and cultural working conditions may impact drinking practices among staff. The data comprises 21 in-depth interviews with bartenders from different venues in Oslo, Norway: eight females and 13 males, aged 22–36 years (mean age 27). The analyses demonstrated three clusters of accounts of work-related drinking. First, the bartenders emphasised availability of alcohol in their work environment and that they perceived themselves as sophisticated drinkers. Second, drinking alcohol was described as a coping strategy to deal with stressful work and as a way of 'coming down' after high-energy work. Third, bartenders talked about their work as part of a lifestyle in which alcohol played an important role and they described intense friendships with colleagues. Occupational identity and identification with co-workers involved norms that encouraged a high level of alcohol consumption. Bartenders' work and leisure time are closely intertwined and alcohol plays an important role in both areas. Server training programmes should be developed that take into account this workplace drinking culture. [ABSTRACT FROM AUTHOR]

Objectives: The aim of this study was to explore drinking culture and drinking situations that employers and employees encounter in the grey zone between work and leisure, and identify what might affect employees’ risky drinking behaviour. Methods: We used eight focus groups to interview 61 core company informants from eight Norwegian companies (private and public sector) participating in the WIRUS – Workplace-based interventions preventing risky alcohol use and sick leave – project. The informants represented employers and employees with a diversity of roles at multiple organisational levels. The transcribed interviews were analysed by applying a phenomenological hermeneutical approach. Results: The analysis revealed six dimensions of drinking culture representing potentially risky drinking behaviour in situations that fall in the grey zone between work and leisure: (1) “Who invited me?” (Degree of obligation towards inviter), (2) “Do I have to participate?” (Degree of participation volunteerism), (3) “To drink or not to drink?” (Degree of drinking volunteerism), (4) “Work talk or small talk?” (Degree of work-related conversation), (5) “Are there any drinking rules to follow?” (Degree of regulation), and (6) “The influence of being away from home” (degree of distance to home). Conclusions: The findings reveal that employers and employees’ experience of drinking culture can be categorised as six different “shades of grey”. The grey zone is shaded from light to dark grey, indicating how risky the informants perceive the grey zone to be. The findings may be useful when designing workplace health promotion programmes and alcohol regulations in the workplace.

Aims: Alcohol is one of the leading causes of ill health and premature death in the world. Several studies indicate that working life might influence employees’ alcohol consumption and drinking patterns. The aim of this study was to explore work-related drinking situations, with a special focus on answering who initiates and organises these situations. Methods: Data were collected through semi-structured group interviews in six Norwegian companies from the private (n=4) and public sectors (n=2), employing a total of 3850 employees. The informants (n=43) were representatives from management and local unions, safety officers, advisers from the social insurance office and human-resource personnel, health, safety and environment personnel, and members from the occupational environment committee. Both qualitative and quantitative content analyses were applied in the analyses of the material. Results: Three different initiators and organisers were discovered: the employer, employees and external organisers. External organisers included customers, suppliers, collaborators, sponsors, subcontractors, different unions and employers’ organisations. The employer organised more than half of the situations; external organisers were responsible for more than a quarter. The differences between companies were mostly due to the extent of external organisers. Conclusions: The employer initiates and organises most situations for work-related alcohol use. However, exposure to such situations seems to depend on how many external relations the company has. These aspects should be taken into account when workplace health-promotion initiatives are planned. [ABSTRACT FROM AUTHOR]

Aims: This article presents analyses of norms and behaviour concerning drinking before, during and after work hours among US bar-restaurant chain employees, with a focus on hangovers at work and their correlates. Methods: A mixed-method approach combined qualitative analysis of 64 face-to-face interviews held with randomly chosen service, managerial and kitchen staff and quantitative analyses (including multivariable linear regression and bivariate analyses) of data drawn from 1286 completed telephone surveys (response rate 68%) with 18-29-year-old employees. Results: Relatively few survey respondents reported past-year drinking in the hour prior to work (5%) or during work hours (2.7%), but extensive drinking in non-work hours (85.5%), and 36.5% of respondents reported coming to work with a hangover at least once. Correlates of hangover at work were past-year intoxication and holding positive norms for hangovers. These findings were elaborated by interview data describing heavy drinking after work at nearby bars, restaurants and employee homes. Conclusions: The findings illustrated that employee drinking during work hours was not normative. However, study results portrayed widely shared norms for heavy drinking outside of work, with hangovers and related harms appearing as the primary work time repercussions of after-work alcohol consumption. [ABSTRACT FROM AUTHOR]

Objectives: The aim of this study was to explore drinking culture and drinking situations that employers and employees encounter in the grey zone between work and leisure, and identify what might affect employees' risky drinking behaviour. Methods: We used eight focus groups to interview 61 core company informants from eight Norwegian companies (private and public sector) participating in the WIRUS - Workplace-based interventions preventing risky alcohol use and sick leave - project. The informants represented employers and employees with a diversity of roles at multiple organisational levels. The transcribed interviews were analysed by applying a phenomenological hermeneutical approach. Results: The analysis revealed six dimensions of drinking culture representing potentially risky drinking behaviour in situations that fall in the grey zone between work and leisure: (1) "Who invited me?" (Degree of obligation towards inviter), (2) "Do I have to participate?" (Degree of participation volunteerism), (3) "To drink or not to drink?" (Degree of drinking volunteerism), (4) "Work talk or small talk?" (Degree of work-related conversation), (5) "Are there any drinking rules to follow?" (Degree of regulation), and (6) "The influence of being away from home" (degree of distance to home). Conclusions: The findings reveal that employers and employees' experience of drinking culture can be categorised as six different "shades of grey". The grey zone is shaded from light to dark grey, indicating how risky the informants perceive the grey zone to be. The findings may be useful when designing workplace health promotion programmes and alcohol regulations in the workplace., Competing Interests: Conflict of interest: the authors declare no potential conflict of interest. Funding: the paper was funded by The Norwegian Directorate of Health and The Research Council of Norway., (©Copyright: the Author(s), 2019.)