Shain M
Centre for Addiction and Mental Health, Toronto, Ontario, Canada.
Int J Health Care Qual Assur Inc Leadersh Health Serv. 1999;12(2-3):i-vii. doi: 10.1108/13660759910266775.
Workplaces vary enormously in the amount of harmful stress they produce, even within specific economic sectors. Stress of certain kinds and at certain levels tend to produce health harms and costs that are borne not only by individual employees and employers but also by families and society at large. Variations in stress levels within economic sectors can be traced to variations in management practices that govern key conditions of work involving demand, effort, control and reward. The costs of stress-related disorders produced by adverse governance practices are transferred outside the workplace in varying degrees. The actual extent of this cost transfer depends on policies and programs within the workplace. We can characterize workplaces according to a typology in which the key dimensions are commitment to abate harm through participatory management practices and the effectiveness and efficiency of harm containment through programs such as employee assistance and health promotion. The most health-promoting and cost-avoiding workplaces foster high control, high reward conditions and support employees with employee assistance and health promotion programs. The policy implications of this observation are drawn out.
即使在特定经济部门内，不同工作场所产生的有害压力量也有很大差异。某些类型和一定程度的压力往往会产生健康危害和成本，这些危害和成本不仅由员工个人和雇主承担，家庭和整个社会也会受到影响。经济部门内压力水平的差异可以追溯到管理实践的差异，这些管理实践决定了涉及需求、努力、控制和奖励的关键工作条件。不良管理实践产生的与压力相关的疾病成本会不同程度地转移到工作场所之外。这种成本转移的实际程度取决于工作场所内的政策和计划。我们可以根据一种类型学来描述工作场所，其中关键维度是通过参与式管理实践减轻危害的承诺，以及通过员工援助和健康促进等计划控制危害的有效性和效率。最有利于健康和避免成本的工作场所营造高度控制、高回报的条件，并通过员工援助和健康促进计划为员工提供支持。我们由此得出了这一观察结果的政策含义。
