Williams-Whitt K, White M I, Wagner S L, Schultz I Z, Koehn C, Dionne C E, Koehoorn M, Harder H, Pasca R, Warje O, Hsu V, McGuire L, Schulz W, Kube D, Hook A, Wright M D
Faculty of Management, University of Lethbridge, Calgary, AB, Canada.
Int J Occup Environ Med. 2015 Apr;6(2):61-78. doi: 10.15171/ijoem.2015.553.
Physical and psychological job demands in combination with the degree of control a worker has over task completion, play an important role in reducing stress. Occupational stress is an important, modifiable factor affecting work disability. However, the effectiveness of reducing job demands or increasing job control remains unclear, particularly for outcomes of interest to employers, such as absenteeism or productivity.
This systematic review reports on job demand and control interventions that impact absenteeism, productivity and financial outcomes.
A stakeholder-centered best-evidence synthesis was conducted with researcher and stakeholder collaboration throughout. Databases and grey literature were searched for systematic reviews between 2000 and 2012: Medline, EMBASE, the Cochrane Database of Systematic Reviews, DARE, CINAHL, PsycINFO, TRIP, health-evidence.ca, Rehab+, National Rehabilitation Information Center (NARIC), and Institute for Work and Health. Articles were assessed independently by two researchers for inclusion criteria and methodological quality. Differences were resolved through consensus.
The search resulted in 3363 unique titles. After review of abstracts, 115 articles were retained for full-text review. 11 articles finally met the inclusion criteria and are summarized in this synthesis. The best level of evidence we found indicates that multimodal job demand reductions for either at-work or off-work workers will reduce disability-related absenteeism.
In general, the impacts of interventions that aim to reduce job demands or increase job control can be positive for the organization in terms of reducing absenteeism, increasing productivity and cost-effectiveness. However, more high quality research is needed to further assess the relationships and quantify effect sizes for the interventions and outcomes reviewed in this study.
工作中的生理和心理需求，以及工人对任务完成的控制程度，在减轻压力方面起着重要作用。职业压力是影响工作残疾的一个重要且可调节的因素。然而，减少工作需求或增加工作控制的有效性仍不明确，尤其是对于雇主感兴趣的结果，如旷工或生产力。
本系统评价报告了影响旷工、生产力和财务结果的工作需求和控制干预措施。
进行了一项以利益相关者为中心的最佳证据综合分析，研究人员与利益相关者全程合作。检索数据库和灰色文献，查找2000年至2012年间的系统评价：医学索引数据库（Medline）、循证医学数据库（EMBASE）、Cochrane系统评价数据库、DARE、护理学与健康领域数据库（CINAHL）、心理学文摘数据库（PsycINFO）、循证实践资源平台（TRIP）、health-evidence.ca、Rehab+、国家康复信息中心（NARIC）以及工作与健康研究所。两名研究人员独立评估文章是否符合纳入标准和方法学质量。通过协商解决分歧。
检索得到3363个独特标题。在对摘要进行审查后，保留了115篇文章进行全文审查。最终有11篇文章符合纳入标准，并在本综合分析中进行了总结。我们发现最佳证据水平表明，对在职或非在职员工进行多模式工作需求减少措施将减少与残疾相关的旷工。
总体而言，旨在减少工作需求或增加工作控制的干预措施，在减少旷工、提高生产力和成本效益方面，对组织可能具有积极影响。然而，需要更多高质量研究来进一步评估本研究中审查的干预措施与结果之间的关系，并量化效应大小。
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