Section of Epidemiology, Department of Public Health, University of Copenhagen, Copenhagen, Denmark.
Copenhagen Stress Research Center, Copenhagen, Denmark.
Eur J Public Health. 2022 Oct 3;32(5):716-722. doi: 10.1093/eurpub/ckac109.
The association between psychosocial working environments and sickness absence is well-known. However, the potential for reducing sickness absences of different lengths through improvements in psychosocial work factors is not fully understood. We aim to quantify the potential for reducing short-, intermediate- and long-term sickness absence rates, respectively, through hypothetical improvements in several psychosocial work factors.
This longitudinal study includes 24 990 public hospital employees from the 2014 wave of the Well-being in Hospital Employees study. The 1-year sickness absence rate was divided into short- (1-3 days), intermediate- (4-28 days) and long-term (29 days or more) periods. We simulated hypothetical scenarios with improvements in 17 psychosocial work factors using the parametric g-formula and estimated resulting changes in sickness absence rate ratios (RRs) with 95% confidence intervals (95% CIs).
Setting all 17 psychosocial work factors to their most desirable levels (vs. least desirable levels) was associated with an overall 54% lower rate of sickness absence (95% CI: 48-60%). Reducing bullying (no vs. yes RR: 0.86, 95% CI: 0.83-0.90) and perceived stress (low vs. high RR: 0.90, 95% CI: 0.87-0.92), and increasing skill discretion (high vs. low RR: 0.91, 95% CI: 0.89-0.94) held the largest potential for reducing the total sickness absence rate. Overall, associations were similar for short-, intermediate- and long-term sickness absence.
The psychosocial working environment was strongly associated with sickness absence. Improving the working environment may have a great impact on short-, intermediate- and long-term sickness absence rates.
心理社会工作环境与病假之间存在关联，这一点已广为人知。然而，通过改善心理社会工作因素，减少不同时长病假的可能性尚未被充分理解。我们旨在量化通过假设改善若干心理社会工作因素，分别减少短期、中期和长期病假率的潜力。
本纵向研究纳入了来自 2014 年 Well-being in Hospital Employees 研究的 24990 名公立医院员工。1 年病假率被分为短期（1-3 天）、中期（4-28 天）和长期（29 天或以上）。我们使用参数 g 公式模拟了在 17 个心理社会工作因素方面的假设改进，并使用 95%置信区间（95%CI）估计了病假率比（RR）的变化。
将所有 17 个心理社会工作因素设定在最理想水平（vs. 最不理想水平）与整体病假率降低 54%相关（95%CI：48-60%）。减少欺凌行为（无 vs. 有 RR：0.86，95%CI：0.83-0.90）和感知压力（低 vs. 高 RR：0.90，95%CI：0.87-0.92），增加技能自主（高 vs. 低 RR：0.91，95%CI：0.89-0.94）对于降低总病假率具有最大的潜力。总体而言，短期、中期和长期病假的关联相似。
心理社会工作环境与病假密切相关。改善工作环境可能对短期、中期和长期病假率产生重大影响。
