工作压力模型比较：与员工健康、缺勤、出勤和由此产生的成本的关联。
A Comparison of Job Stress Models: Associations With Employee Well-Being, Absenteeism, Presenteeism, and Resulting Costs.
机构信息
Department for Business, Work & Organizational Psychology, Applied University Fresenius, Heidelberg, Germany (Dr Schmidt); Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany (Seeger and Dr Herr); Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, The Netherlands (Dr van Vianen); Institute of Occupational, Social and Environmental Medicine, Centre for Health and Society, Faculty of Medicine, University of Düsseldorf, Düsseldorf, Germany (Dr Loerbroks); Department of Occupational Health, Boehringer Ingelheim, Ingelheim, Germany (Dr Schneider).
出版信息
J Occup Environ Med. 2019 Jul;61(7):535-544. doi: 10.1097/JOM.0000000000001582.
OBJECTIVE
This study investigates the associations between Effort-Reward-Imbalance (ERI), Overcommitment (OC), Job-Demand-Control (JDC), and Organizational Injustice (OIJ) with employee well-being, absenteeism, and presenteeism, as well as the costs incurred.
METHODS
Cross-sectional data from 1440 German pharmaceutical company employees assessing job stress, employee well-being, absenteeism, and presenteeism were used. Linear regression and interval regression analyses assessed separate and independent associations and sample-specific costs were estimated.
RESULTS
All four stressors were related to employee well-being, presenteeism, and absenteeism when analyzed separately. OIJ showed the strongest independent association with absenteeism (coef. = 0.89; P < 0.01), whereas OC was most strongly independently associated with lower well-being (coef. = -0.44; P < 0.01) and higher presenteeism (coef. = 0.28; P < 0.01). Absenteeism costs per employee/year were higher than presenteeism costs.
CONCLUSIONS
Occupational health interventions reducing job stress will have strong potential for productivity raise and lower costs.
目的
本研究调查了工作投入-回报失衡（ERI）、过度投入（OC）、工作要求-控制（JDC）和组织不公正（OIJ）与员工福祉、缺勤和出勤之间的关联，以及由此产生的成本。
方法
使用了来自 1440 名德国制药公司员工的横断面数据，评估了工作压力、员工福祉、缺勤和出勤情况。线性回归和区间回归分析分别评估了单独和独立的关联，并估计了特定样本的成本。
结果
当单独分析时，所有四种压力源都与员工福祉、出勤和缺勤有关。OIJ 与缺勤的独立关联最强（系数=0.89；P<0.01），而 OC 与较低的福祉（系数=-0.44；P<0.01）和较高的出勤（系数=0.28；P<0.01）的独立关联最强。每位员工/年的缺勤成本高于出勤成本。
结论
减少工作压力的职业健康干预措施将具有提高生产力和降低成本的巨大潜力。
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