Kuoppala Jaana, Lamminpää Anne, Husman Päivi
Siinto, Sievi, Finland.
J Occup Environ Med. 2008 Nov;50(11):1216-27. doi: 10.1097/JOM.0b013e31818dbf92.
The aim of this systematic literature analysis was to study the association between work health promotion and job well-being, work ability, absenteeism, and early retirement. This systematic review is a part of a large research project studying multiple workplace factors and interventions that may affect workers' health and well-being.
Original articles published in 1970 to 2005 were searched in Medline and PsycINFO databases, the main search terms being health promotion, well-being, work ability, sick leave, and disability pension. Out of 1312 references and 35 potentially eligible publications, 10 studies were included in the analysis. Other sources producing 36 eligible studies, 46 studies in total were included in the analysis.
There is moderate evidence that work health promotion decreases sickness absences (risk ratio [RR], 0.78; range, 0.10 to 1.57) and work ability (RR, 1.38; range, 1.15 to 1.66). It also seems to increase mental well-being (RR, 1.39; range, 0.98 to 1.91), but not physical well-being. There is no evidence on disability pension. Exercise seems to increase overall well-being (RR, 1.25; range, 1.05 to 1.47) and work ability (RR, 1.38; range, 1.15 to 1.66), but education and psychological methods do not seem to affect well-being or sickness absences. Sickness absences seem to be reduced by activities promoting healthy lifestyle (RR, 0.80; range, 0.74 to 0.93) and ergonomics (RR, 0.72; range, 0.13 to 1.57).
Work health promotion is valuable on employees' well-being and work ability and productive in terms of less sickness absences. Activities involving exercise, lifestyle, and ergonomics are potentially effective. On the other hand, education and psychological means applied alone do not seem effective. Work health promotion should target both physical and psychosocial environments at work.
本系统文献分析旨在研究工作场所健康促进与工作幸福感、工作能力、旷工及提前退休之间的关联。本系统综述是一项大型研究项目的一部分，该项目研究多个可能影响工人健康和幸福感的工作场所因素及干预措施。
检索1970年至2005年发表在Medline和PsycINFO数据库中的原始文章，主要检索词为健康促进、幸福感、工作能力、病假和残疾抚恤金。在1312篇参考文献和35篇可能符合条件的出版物中，10项研究纳入分析。其他来源产生36项符合条件的研究，总计46项研究纳入分析。
有中等证据表明，工作场所健康促进可减少病假（风险比[RR]，0.78；范围，0.10至1.57）并提高工作能力（RR，1.38；范围，1.15至1.66）。它似乎还能提高心理健康（RR，1.39；范围，0.98至1.91），但对身体健康无影响。没有关于残疾抚恤金的证据。运动似乎能提高总体幸福感（RR，1.25；范围，1.05至1.47）和工作能力（RR，1.38；范围，1.15至1.66），但教育和心理方法似乎对幸福感或病假无影响。促进健康生活方式的活动（RR，0.80；范围，0.74至0.93）和人体工程学（RR，0.72；范围，0.13至1.57）似乎可减少病假。
工作场所健康促进对员工的幸福感和工作能力具有重要价值，且在减少病假方面富有成效。涉及运动、生活方式和人体工程学的活动可能有效。另一方面，单独应用教育和心理手段似乎无效。工作场所健康促进应针对工作中的身体和社会心理环境。
