Howarth Ana, Quesada Jose, Mills Peter R
Cigna, Global Wellbeing Solutions Ltd, 24 Southwark Bridge Road, London, SE1 9HF UK.
Population Health Research Institute, St George's, University of London, London, UK.
Ann Occup Environ Med. 2017 Jun 12;29:17. doi: 10.1186/s40557-017-0172-1. eCollection 2017.
Health risk assessments (HRA) are used by many organisations as a basis for developing relevant and targeted employee health and well-being interventions. However, many HRA's have a western-centric focus and therefore it is unclear whether the results can be directly extrapolated to those from non-western countries. More information regarding the differences in the associations between country status and health risks is needed along with a more global perspective of employee health risk factors and well-being overall. Therefore we aimed to i) quantify and compare associations for a number of health risk factors based on country status, and then ii) explore which characteristics can aid better prediction of well-being levels and in turn workplace productivity globally.
Online employee HRA data collected from 254 multi-national companies, for the years 2013 through 2016 was analysed (n = 117,274). Multiple linear regression models were fitted, adjusting for age and gender, to quantify associations between country status and health risk factors. Separate regression models were used to assess the prediction of well-being measures related to productivity.
On average, the developing countries were comprised of younger individuals with lower obesity rates and markedly higher job satisfaction compared to their developed country counterparts. However, they also reported higher levels of anxiety and depression, a greater number of health risks and lower job effectiveness. Assessment of key factors related to productivity found that region of residency was the biggest predictor of presenteeism and poor pain management was the biggest predictor of absenteeism.
Clear differences in health risks exist between employees from developed and developing countries and these should be considered when addressing well-being and productivity in the global workforce.
许多组织将健康风险评估（HRA）作为制定相关针对性员工健康与福祉干预措施的基础。然而，许多健康风险评估以西方为中心，因此尚不清楚其结果能否直接外推至非西方国家的人群。我们需要更多关于国家状况与健康风险之间关联差异的信息，以及对员工健康风险因素和整体福祉的更全球化视角。因此，我们旨在：i）根据国家状况对多种健康风险因素的关联进行量化和比较，然后ii）探索哪些特征有助于更好地预测全球范围内的福祉水平，进而预测工作场所生产力。
分析了从2013年至2016年从254家跨国公司收集的在线员工健康风险评估数据（n = 117,274）。拟合了多元线性回归模型，并对年龄和性别进行了调整，以量化国家状况与健康风险因素之间的关联。使用单独的回归模型来评估与生产力相关的福祉指标的预测情况。
平均而言，与发达国家的员工相比，发展中国家的员工较为年轻，肥胖率较低，工作满意度明显更高。然而，他们也报告了更高水平的焦虑和抑郁、更多的健康风险以及较低的工作效率。对与生产力相关的关键因素进行评估发现，居住地区是出勤主义的最大预测因素，而疼痛管理不善是缺勤的最大预测因素。
发达国家和发展中国家的员工在健康风险方面存在明显差异，在解决全球劳动力的福祉和生产力问题时应考虑这些差异。
