Saijo Yasuaki, Yoshioka Eiji, Nakagi Yoshihiko, Kawanishi Yasuyuki, Hanley Sharon J B, Yoshida Takahiko
Department of Health Science, Asahikawa Medical University, Midorigaoka-higashi 2-1-1-1, Asahikawa, Hokkaido, 078-8510, Japan.
Department of Women's Health Medicine, Hokkaido University Graduate School of Medicine, Sapporo, Hokkaido, Japan.
Int Arch Occup Environ Health. 2017 Aug;90(6):539-553. doi: 10.1007/s00420-017-1218-y. Epub 2017 Mar 29.
To elucidate the impact of social support and its interrelations with other demand-control-support (DCS) model factors on presenteeism and absenteeism, and to determine which DCS factors were most influential.
Questionnaires from 2535 local government employees were analyzed. The Brief Job Stress Questionnaire (BJSQ) was used to assess DCS factors including job demand, job control, and social support from supervisors and coworkers. The Stanford Presenteeism Scale 13-item version (SPS-13) was used to evaluate both absenteeism (absent days) and presenteeism. For the latter, the Work Impairment Score (WIS) and the Work Output Score (WOS) were also used. Possible confounder-adjusted logistic and negative binomial regression analyses were performed to obtain odds ratios (ORs) for WIS and WOS and relative risks (RRs) for absenteeism according to DCS factors.
Higher job control had a significantly protective effect on higher WIS in both males and females and a lower WOS in males. Based on a point estimate of an OR per 1 standard deviation change of each DCS factor, job control had the strongest effect on higher WIS in both males and females and a lower WOS in males. Higher job demand resulted in significantly higher ORs for both male and female WIS, and a lower WOS in females. Support from supervisors had a significantly protective effect on higher WIS in females and a lower WOS in males. Support from coworkers had a significantly protective effect on higher WIS in males. Higher support from coworkers had a significantly protective effect on absenteeism among both males and females, and higher job control had a significantly protective effect in females. The combination of high job strain and low support from supervisors had a significantly worsening effect, except for absenteeism in females. High job strain and low support from coworkers had a significantly worsening effect except for WOS in males.
The results suggest job control was the DCS factor most related to presenteeism. Higher support from supervisors and coworkers had a protective effect on presenteeism, and higher job demand had a worsening effect. Higher support from coworkers had a protective effect on absenteeism among both males and females. Interventions should focus on improving job control as a possible countermeasure to presenteeism, and encouraging support from coworkers as a possible countermeasure to absenteeism.
阐明社会支持的影响及其与其他需求-控制-支持（DCS）模型因素对出勤主义和旷工的相互关系，并确定哪些DCS因素最具影响力。
对2535名地方政府雇员的问卷进行分析。使用简短工作压力问卷（BJSQ）评估DCS因素，包括工作需求、工作控制以及来自上级和同事的社会支持。使用斯坦福出勤主义量表13项版本（SPS-13）评估旷工（缺勤天数）和出勤主义。对于出勤主义，还使用了工作受损评分（WIS）和工作产出评分（WOS）。进行了可能的混杂因素调整的逻辑回归和负二项回归分析，以根据DCS因素获得WIS和WOS的优势比（OR）以及旷工的相对风险（RR）。
较高的工作控制对男性和女性的较高WIS均具有显著的保护作用，对男性的较低WOS也有保护作用。根据每个DCS因素每1个标准差变化的OR点估计值来看，工作控制对男性和女性的较高WIS以及男性的较低WOS影响最强。较高的工作需求导致男性和女性WIS的OR均显著更高，而对女性的WOS则较低。上级的支持对女性的较高WIS和男性的较低WOS具有显著的保护作用。同事的支持对男性的较高WIS具有显著的保护作用。同事的较高支持对男性和女性的旷工均具有显著的保护作用，而较高的工作控制对女性的旷工具有显著的保护作用。除女性旷工外，高工作压力和上级低支持的组合具有显著的恶化作用。除男性的WOS外，高工作压力和同事低支持具有显著的恶化作用。
结果表明工作控制是与出勤主义最相关的DCS因素。上级和同事的较高支持对出勤主义具有保护作用，而较高的工作需求具有恶化作用。同事的较高支持对男性和女性的旷工均具有保护作用。干预措施应侧重于改善工作控制以作为应对出勤主义的可能对策，并鼓励同事提供支持以作为应对旷工的可能对策。
