Hilton Michael F, Scuffham Paul A, Sheridan Judith, Cleary Catherine M, Whiteford Harvey A
School of Population Health, The University of Queensland, Herston, Queensland, Australia.
J Occup Environ Med. 2008 Nov;50(11):1228-43. doi: 10.1097/JOM.0b013e31818c30a8.
Mental ill-health results in substantial reductions in employee productivity (absenteeism and presenteeism). This paper examines the relationship between employee psychological distress, employee type and productivity.
Utilizing the Health and Performance at Work Questionnaire, in a sample of 60,556 full-time employees, the impact that psychological distress (Kessler 6) imposes on employee productivity by occupation type is examined.
Comparison of white-collar workers absenteeism rates by low and high psychological distress reveals no statistically significant difference. Nevertheless, the same comparison for blue-collar workers reveals that high psychological distress results in an 18% increase in absenteeism rates. High K6 score resulted in a presenteeism increase of 6% in both blue and white-collar employees.
The novel finding is that mental ill-health produces little to no absenteeism in white-collar workers yet a profound absenteeism increase in the blue-collar sector.
心理健康不佳会导致员工生产力大幅下降（旷工和出勤但效率低下）。本文探讨员工心理困扰、员工类型与生产力之间的关系。
利用《工作中的健康与绩效调查问卷》，在一个由60556名全职员工组成的样本中，研究心理困扰（凯斯勒6项心理困扰量表）对不同职业类型员工生产力的影响。
对心理困扰程度低和高的白领员工旷工率进行比较，未发现统计学上的显著差异。然而，对蓝领员工进行同样的比较发现，心理困扰程度高会导致旷工率增加18%。凯斯勒6项心理困扰量表得分高导致蓝领和白领员工的出勤但效率低下情况均增加6%。
新发现是，心理健康不佳在白领员工中几乎不会导致旷工，但在蓝领部门却会导致旷工率大幅上升。
