Markowich M M, Silver C A
Hosp Health Serv Adm. 1989 Summer;34(2):213-29.
One way for hospitals to control costs and increase productivity is to reduce absenteeism. This study evaluates the comparative effectiveness of seven prevalent absentee-control programs. Three are reward programs (bonus, buy back, and personal recognition); three are disciplinary programs (disciplinary action, no-fault, and year-end review); and one combines reward and discipline (paid leave bank). Data from 464 hospitals located in 42 states are analyzed. Statistical significance was obtained by using an ANOVA (p less than .05). The results suggest that a paid leave bank offers the most promise for controlling absenteeism. The data show no significant difference in levels of absenteeism among hospitals that use a mix of reward and disciplinary programs from those that use only reward or only disciplinary interventions. Implications of the findings are subsequently addressed.
医院控制成本和提高生产率的一种方法是减少旷工现象。本研究评估了七种常见旷工控制方案的相对有效性。其中三种是奖励方案（奖金、回购和个人表彰）；三种是纪律方案（纪律处分、无过错和年终审查）；还有一种是奖励与纪律相结合的方案（带薪休假库）。对来自42个州的464家医院的数据进行了分析。通过方差分析获得了统计学显著性（p小于0.05）。结果表明，带薪休假库在控制旷工方面最具前景。数据显示，采用奖励和纪律相结合方案的医院与仅采用奖励或仅采用纪律干预措施的医院相比，旷工水平没有显著差异。随后阐述了研究结果的意义。
