Department of Medical Sciences, Occupational and Environmental Medicine, Uppsala University, 752 37 Uppsala, Sweden.
Uppsala University Hospital, Occupational and Environmental Medicine, 751 85 Uppsala, Sweden.
Int J Environ Res Public Health. 2023 Feb 23;20(5):4010. doi: 10.3390/ijerph20054010.
Today's working life is constantly changing, and work environmental risk factors can alter swiftly. Besides the traditional physical work environment risk factors, somewhat more abstract organizational and social work environment factors also play an ever-increasing role, both in preventing and causing work-related illness. This requires a preventive work environment management that can respond to rapid changes, and where the assessment and remedies rely more on employee participation than on predetermined threshold limits. This study aimed to investigate if the use of a support model (the Stamina model) for workplace improvements could render the same positive effects in quantitative measures that have previously been shown in qualitative studies. Employees from six municipalities used the model for 12 months. They answered a questionnaire at baseline and after six and 12 months, to detect any changes in how they characterized their current work situation and perceived their influence, productivity, short-term recovery, and organizational justice. The results showed that employees felt more influential in work situations related to communication/collaboration and roles/tasks at the follow-up compared to the baseline. These results are consistent with previous qualitative studies. We found no significant changes in the other endpoints. The results strengthen previous conclusions, namely that the Stamina model can be used as part of inclusive, modern, and systematic work environment management.
如今的工作环境不断变化，工作环境风险因素可能迅速改变。除了传统的物理工作环境风险因素外，一些更抽象的组织和社会工作环境因素也在预防和导致与工作相关的疾病方面发挥着越来越重要的作用。这需要一种能够应对快速变化的预防性工作环境管理，在这种管理中，评估和补救措施更多地依赖于员工的参与，而不是预先设定的阈值限制。本研究旨在探讨使用支持模型（Stamina 模型）进行工作场所改进是否能在已在定性研究中显示出积极效果的定量测量中产生相同的效果。六个城市的员工使用该模型 12 个月。他们在基线、6 个月和 12 个月时回答了一份问卷，以检测他们对当前工作情况的描述以及对自身影响力、生产力、短期恢复和组织公平的看法是否发生了变化。结果表明，与基线相比，员工在与沟通/协作以及角色/任务相关的工作环境中感到更有影响力。这些结果与之前的定性研究一致。我们在其他终点没有发现显著变化。结果加强了之前的结论，即 Stamina 模型可以用作包容性、现代和系统的工作环境管理的一部分。
