Department of Orthopaedics, University of Rochester, 601 Elmwood Ave. Box 665, Rochester, NY, 14642, USA.
Int Arch Occup Environ Health. 2022 Sep;95(7):1603-1632. doi: 10.1007/s00420-022-01865-5. Epub 2022 May 2.
Workplace wellness (WP) programs are an employer strategy to improve employee health and satisfaction. Their impact on productivity and benefit expense remains unclear. This study examines the association of a voluntary WP at an academic health center with both employee metrics and employer costs.
We retrospectively reviewed prospectively collected data from January 2016 to April 2018 for employees who voluntarily underwent screening for a WP at an academic medical center. We used their demographic, social, work, and clinical data to address the central research question. The primary outcomes included wellness measures from the Patient-Reported Outcomes Measurement Information System (PROMIS), secondary wellness outcomes such as body mass index, job-related outcomes such as job satisfaction, and workers' compensation metrics such as the claim amount. The key independent variables were whether an observation was from before or after the WP. For workers' compensation metrics, additional key independent variables were intervention/control group, and an interaction between the before/after and intervention/control variables. We conducted univariate and bivariate/unadjusted analyses, and estimated multivariable linear, logistic, and gamma regression models that also controlled for confounders.
The study included 370 employees. Participation in the program was associated with significant improvements in the PROMIS pain interference, fatigue and sleep quality domains. Hip circumference diminished, and functional movement outcomes were improved. Job satisfaction improved by 4.4 percentage points (95% Confidence Interval [CI]: 0.3-8.5, p = 0.04) and self-reported productivity by 14.5 percentage points (95% Confidence Interval [CI]: 9.5-19.5, p < 0.001). The likelihood of a new compensation claim during the 12-month follow-up period fell by 10.1% (95% Confidence Interval [CI]: - 15.5 to - 4.7, p < 0.001). However, the value of a new claim was unchanged.
Employees who completed a WP at an academic medical center demonstrated improvements in several recognized patient-reported outcome measures, in job satisfaction and self-reported productivity, a decrease in hip circumference, an improvement in functional motion and a decreased rate of compensable injury.
工作场所健康计划（WP）是雇主改善员工健康和满意度的策略。但其对生产力和福利费用的影响尚不清楚。本研究旨在调查学术医疗中心自愿 WP 与员工指标和雇主成本之间的关联。
我们回顾性地分析了 2016 年 1 月至 2018 年 4 月期间自愿在学术医疗中心接受 WP 筛查的员工的前瞻性收集数据。我们使用他们的人口统计学、社会、工作和临床数据来解决核心研究问题。主要结果包括患者报告的结果测量信息系统（PROMIS）的健康测量结果，次要健康结果，如体重指数，工作相关结果，如工作满意度，以及工人补偿指标，如索赔金额。主要自变量是观察值是来自 WP 之前还是之后。对于工人补偿指标，其他主要自变量是干预/对照组，以及之前/之后和干预/对照组变量之间的交互作用。我们进行了单变量和双变量/未调整分析，并估计了多变量线性、逻辑和伽马回归模型，也控制了混杂因素。
该研究包括 370 名员工。参与该计划与 PROMIS 疼痛干扰、疲劳和睡眠质量领域的显著改善相关。臀围减小，功能运动结果得到改善。工作满意度提高了 4.4 个百分点（95%置信区间[CI]：0.3-8.5，p=0.04），自我报告的生产力提高了 14.5 个百分点（95%CI：9.5-19.5，p<0.001）。在 12 个月的随访期间，新的赔偿索赔的可能性降低了 10.1%（95%CI：-15.5 至-4.7，p<0.001）。然而，新索赔的价值保持不变。
在学术医疗中心完成 WP 的员工在多项公认的患者报告结果测量、工作满意度和自我报告的生产力、臀围减小、功能运动改善和可赔偿伤害率降低方面均有改善。
