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microcomputer- based mental acuity tests. Ergonomics, 35 (10),
1271-1295. 
 
Vodanovich, S.J., & Reyna, M. (1988). Alternatives to workplace testing.
Personnel Administrator, 33, 5, 78-84. 
 
Warshauer, W. (1991). Performance testing. The New York Times (September
17), A-20. 
 
Yes, test to prevent tragedy. (1991). The New York Times (August 30), 
A-22. 
 
Zimmer, L., & Jacobs, J.B. (1992, Spring). The business of drug testing:
 Technological innovation and social control. Contemporary Drug
Problems, 1-26. 
 
Appendix A: Interview Questions Asked of Representatives of Current 
Users of Fitness-for-Duty Tests 
 
Why was impairment testing implemented? 
 
In what ways would you say impairment testing has enhanced safety and/or
productivity? reduced accidents, mistakes, and injuries? affected
absenteeism? How do you know? 
 
What kinds of human resources policies have been adopted to deal with 
those employees who fail their tests -- the first time or repeatedly?
Who determines the outcomes for those who fail? Why? 
 
In which (if any) situations is counseling recommended? Why (not)? 
 
In which (if any) situations is drug or alcohol testing recommended? Why
(not)? 
 
If an employee has sustained an excellent performance record over a
period of time, does the employee still take a daily impairment test?
Why is that? How have employees reacted to this? In general, how have
employees responded to impairment testing? 
 
In general, how have supervisors responded to impairment testing of
their subordinates? 
 
Appendix B: Items Assessing Views toward Fitness-for-Duty Tests 
 
 1. Performance tests can measure if an employee is fit to perform his
or her job. 2.47 (1.29) 
 
 2. Taking a performance test is fun. 2.186 (1.21) 
 
 3. Performance testing is an effective way to cut the costs of risky 
behavior in the workplace. 2.45 (1.18) 
 
 4. Performance tests are fair. 2.50 (1.28) 
 
 5. Performance testing is an invasion of an employee's privacy. 3.39 
(1.36) 
 
 6. Taking a performance test can be stressful. 2.13 (1.19) 
 
 7. The cost of administering and interpreting performance tests is a 
sound investment that pays off in the long run. 2.47 (1.17) 
 
 8. I would be more satisfied with my job if I didn't have to take any 
performance tests. 2.47 (1.35) 
 
 9. Knowing that my company conducts performance testing makes me feel 
safe when I'm at work. 2.32 (1.28) 
 
10. Taking a performance test is a pleasant experience. 2.00 (1.00) 
 
11. It is unfair for an organization to administer performance tests to
employees. 3.29 (1.23) 
 
12. The results of a performance test reveal personal information that 
someone's employer has no right to know. 3.68 (1.15) 
 
13. It is annoying to take a performance test before every shift. 2.22 
(1.35) 
 
14. The results of an individual's performance test indicate whether or
not the individual is too impaired to work. 2.35 (1.35) 
 
15. I feel good about working for an organization that conducts 
performance testing. 2.77 (1.31) 
 
16. I feel more secure because my company conducts performance testing. 
2.45 (1.26)
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