工作场所健康促进计划（WHPP）是否会影响员工的出勤？一项系统评价¹。

Department of Sports, Physical Education and Outdoor Studies, University of South-Eastern Norway (USN), Borre, Norway.

Department of Sports Medicine, Norwegian School of Sport Sciences (NIH), Oslo, Norway.

Work. 2024;77(1):85-102. doi: 10.3233/WOR-220115.

BACKGROUND

Worksite health promotion programs (WHPP) aiming to reduce presenteeism are rapidly increasing. However, program-efficacy seems impaired by lack of conceptual understanding and theoretical frameworks related to presenteeism.

OBJECTIVES

To study (1) the concept of presenteeism, (2) the causes of the phenomenon and (3) which WHPP affect presenteeism.

METHODS

We followed the PRISMA 2020 guidelines for mapping relevant literature in seven databases. The main search-terms were "worksite", "WHPP", "presenteeism", "employee productivity" and "interventions". Reviews and review of reviews were included and analysed according to research questions and ecological theory.

RESULTS

Of 2196 studies identified, 14 reviews were included, comprising 1390 single studies. Conceptually, presenteeism was poorly defined, mostly related to productivity/performance limitations due to ill health. Factors causing presenteeism addressed individual health or lifestyle (78%), and, to a lesser extent work and organisational factors (management/job stress) (22%). Forty-five highly diverse WHPP were identified, about 90% focusing health outcomes. 22/45 WHPP affected presenteeism/productivity positively. Multi-component WHPP implemented at multi levels accounted for 55%. Single-component programs, implemented at individual level, were mostly targeting health-risk subgroups. No specific WHPP seems preferable. Methodological quality seems highly associated with worksite intervention-efficacy.

CONCLUSION

Increased telework opportunities due to COVID-19 experiences has affected working conditions worldwide, for better and worse, requiring adaptions at employee, management, organisational and socio-cultural levels. Our results showed high program diversity, several adaptable to future needs (e.g., digital solutions), however hampered by narrow focus on individual health. Future research should focus on theory-based high quality multilevel WHPP comprising contextual, work, and organisational factors.

背景

旨在减少员工出勤主义的工作场所健康促进计划（WHPP）正在迅速增加。然而，由于对出勤主义缺乏概念理解和相关理论框架，计划的效果似乎受到了影响。

目的

研究（1）出勤主义的概念，（2）该现象的原因，以及（3）哪些 WHPP 会影响出勤主义。

方法

我们遵循 PRISMA 2020 指南，在七个数据库中对相关文献进行了映射。主要搜索词是“工作场所”、“WHPP”、“出勤主义”、“员工生产力”和“干预措施”。综述和综述的综述被包括在内，并根据研究问题和生态理论进行了分析。

结果

在确定的 2196 项研究中，有 14 项综述被纳入，其中包括 1390 项单项研究。从概念上讲，出勤主义的定义很差，主要与因健康问题导致的生产力/绩效限制有关。导致出勤主义的因素涉及个人健康或生活方式（78%），以及工作和组织因素（管理/工作压力）（22%）。确定了 45 种高度多样化的 WHPP，其中约 90% 关注健康结果。22/45 种 WHPP 对出勤主义/生产力产生了积极影响。在多个层面实施的多组分 WHPP 占 55%。在个人层面实施的单一成分计划，主要针对健康风险亚组。没有特定的 WHPP 似乎更可取。方法质量似乎与工作场所干预效果高度相关。

结论

由于 COVID-19 经验，远程工作机会的增加已经影响了全球各地的工作条件，既有好的方面，也有坏的方面，需要在员工、管理层、组织和社会文化层面进行调整。我们的结果表明，计划的多样性很高，其中一些计划可以适应未来的需求（例如，数字解决方案），但由于对个人健康的关注过于狭隘，受到了阻碍。未来的研究应侧重于基于理论的高质量多层次 WHPP，包括背景、工作和组织因素。