工作场所欺凌是否会影响同事的长期病假？

Does Workplace Bullying Affect Long-Term Sickness Absence Among Coworkers?

机构信息

Department of Public Health (Dr Hansen, Dr Grynderup, Dr Garde, Dr Rugulies); The National Research Centre for the Working Environment (Dr Hansen, Dr Garde, Dr Rugulies); Department of Neurology, Nordsjællands Hospital, Hillerød (Dr Grynderup); Department of Occupational and Environmental Medicine, Frederiksberg and Bispebjerg Hospital (Dr Bonde, Dr Mikkelsen, Dr Thomsen); Department of Psychology (Dr Conway, Dr Rugulies, Dr Hogh) University of Copenhagen, Copenhagen; Research Unit of Clinical Epidemiology, Institute of Clinical Research, University of Southern Denmark (Dr Kaerlev); Center for Clinical Epidemiology, Odense University Hospital (Dr Kaerlev); Department of Occupational Medicine, Danish Ramazzini Centre, Aarhus University Hospital (Dr Kolstad, Dr Willert), Denmark.

出版信息

J Occup Environ Med. 2018 Feb;60(2):132-137. doi: 10.1097/JOM.0000000000001209.

DOI:10.1097/JOM.0000000000001209

PMID:29111987

Abstract

AIM

To examine if non-bullied employees at work units (WUs) with workplace bullying have more long-term sickness absence (LTSA) than employees in non-bullying WUs.

METHODS

We included 7229 public health employees from 302 WUs and 3158 responders to a questionnaire on working conditions and health in 2007. WUs were classified into three categories of WUs; (1) no bullying (0% bullied); (2) moderate prevalence of bullying (less than 10% bullied); and (3) high prevalence of bullying (more than or equal to 10% bullied). LTSA (more than or equal to 30 consecutive days of sickness absence) during the following 2 years was obtained by linkage to the Danish register of sickness absence compensation benefits and social transfer payments.

RESULTS

Non-bullied coworkers in WUs, where bullying was reported had 15% to 22% more LTSA compared with non-bullying WUs.

CONCLUSION

Workplace bullying may be associated with LTSA in the entire WU.

摘要

目的

探讨在存在工作场所欺凌的工作单位（工作单位）中，非受欺凌的员工是否比非欺凌工作单位的员工有更多的长期病假（LTSA）。

方法

我们纳入了来自 302 个工作单位的 7229 名公共卫生员工和 2007 年对工作条件和健康状况进行问卷调查的 3158 名应答者。工作单位被分为三类：（1）无欺凌（0%受欺凌）；（2）欺凌中度流行（少于 10%受欺凌）；和（3）欺凌高度流行（10%或以上受欺凌）。通过与丹麦病假补偿福利和社会转移支付登记处的链接，获得了接下来 2 年期间的 LTSA（连续 30 天或以上的病假）。