Stanford University School of Medicine, Stanford, California (Dr Singer, Dr Vilendrer, Ms Joseph); Stanford Graduate School of Business, Stanford, California (Dr Singer, Dr Pfeffer); Harvard TH Chan School of Public Health, Boston, Massachusetts (Mr Kim).
J Occup Environ Med. 2020 Nov;62(11):e601-e610. doi: 10.1097/JOM.0000000000001967.
Employers affect the health of employees and their families through work environments and employee benefits. We sought to understand employer decisions around those topics.
Interviews with 21 executives from diverse, purposely-sampled, progressive companies with transcripts analyzed using inductive and deductive methods.
Companies often viewed keeping employees healthy primarily as a means to profitability rather than an end in itself and rationalized stressful workplaces as necessary and non-changeable. Many possible actions including job redesign and changing benefits administrators were seen as infeasible. Even large, resource-rich organizations were strikingly non-agentic.
Companies seem less committed to the goal of increasing employee health than they claim or than they should be, given the significant relationship between employee health and economic performance, and see external and internal barriers to improving health that are often self-created.
雇主通过工作环境和员工福利影响员工及其家属的健康。我们试图了解雇主在这些问题上的决策。
对 21 名来自不同、有针对性抽样的进步公司的高管进行访谈，使用归纳和演绎方法分析转录本。
公司通常将保持员工健康主要视为盈利的手段，而不是目的本身，并将有压力的工作场所视为必要且不可改变的。许多可能的行动，包括工作重新设计和更换福利管理员，都被认为是不可行的。即使是大型、资源丰富的组织，也表现出惊人的非能动性。
与员工健康与经济绩效之间的显著关系相比，与他们应该采取的措施相比，公司对提高员工健康的目标似乎没有那么投入，而且他们认为改善健康存在外部和内部障碍，而这些障碍往往是自我创造的。
