University of Illinois at Chicago, Chicago, Illinois (Dr Burton); American Express Company, New York (Dr Burton); and University of Michigan Health Management Research Center, Ann Arbor, Michigan (Dr Chen, Mr Li, Dr Schultz).
J Occup Environ Med. 2017 Oct;59(10):988-992. doi: 10.1097/JOM.0000000000001108.
Employee engagement is a key factor in work performance and employee retention. The current study seeks to examine the relationship between employee engagement and health risks and productivity.
In 2012, employees of a global financial services corporation participated in a health risk appraisal (HRA) which measured employee engagement, health risks, and on-the-job productivity loss (presenteeism). Three engagement categories were created.
The highest engaged employees had significantly fewer health risk factors (69.7% overall low-risk status; 1.91 average health risks) and significantly less presenteeism (7.7%) than the mid engagement (67.9% low-risk, 1.98 risks, 9.2% presenteeism) and worst engagement (55.0% low-risk, 2.53 risks, 14.0% presenteeism) groups.
Work engagement appears to be good for both the organization and the individual. Organizations may wish to make use of strategies which increase employee engagement.
员工敬业度是工作绩效和员工留任的关键因素。本研究旨在探讨员工敬业度与健康风险和生产力之间的关系。
2012 年，一家全球金融服务公司的员工参加了健康风险评估（HRA），该评估衡量了员工敬业度、健康风险和在职生产力损失（出勤）。创建了三个敬业度类别。
最高敬业度的员工健康风险因素明显较少（整体低风险状态 69.7%；平均健康风险 1.91），出勤（7.7%）明显低于中度敬业度（67.9%低风险，1.98 风险，9.2%出勤）和最差敬业度（55.0%低风险，2.53 风险，14.0%出勤）组。
工作敬业度似乎对组织和个人都有好处。组织可能希望利用能提高员工敬业度的策略。
