Rothstein Mark A, Harrell Heather L
Institute for Bioethics, Health Policy and Law, University of Louisville School of Medicine, KY 40202, USA.
J Occup Environ Med. 2009 Aug;51(8):943-50. doi: 10.1097/JOM.0b013e3181b05421.
We sought to determine whether workplace health risk reduction programs (HRRPs) using health risk assessments (HRAs), individually focused risk reduction, and financial incentives succeeded in improving employee health and reducing employer health benefit costs.
We reviewed the proprietary HRA available to us and conducted a literature review to determine the efficacy of HRRPs using HRAs, individualized employee interventions, and financial incentives for employee participation.
There is some evidence that HRRPs in employer-sponsored programs improve measures of employee health, but the results of these studies are somewhat equivocal.
Employer-sponsored HRRPs may have some benefits, but problems in plan design and in the studies assessing their efficacy complicate drawing conclusions.
我们试图确定使用健康风险评估（HRA）、针对个人的风险降低措施以及经济激励措施的工作场所健康风险降低计划（HRRP）是否能成功改善员工健康状况并降低雇主的健康福利成本。
我们查阅了可供我们使用的专有HRA，并进行了文献综述，以确定使用HRA、个性化员工干预措施以及员工参与经济激励措施的HRRP的有效性。
有一些证据表明雇主赞助计划中的HRRP能改善员工健康指标，但这些研究结果有些模棱两可。
雇主赞助的HRRP可能有一些益处，但计划设计以及评估其有效性的研究中存在的问题使得得出结论变得复杂。
