Course of Advanced Medical Science, Graduate School of Medicine, Tokai University, Kanagawa, Japan.
Department of Nursing, School of Medicine,Tokai University, Kanagawa, Japan.
J Occup Health. 2023 Jan-Dec;65(1):e12407. doi: 10.1002/1348-9585.12407.
In this study, we conducted a cluster randomized control trial to verify the effectiveness of a treatment work balance support (TWBS) program promoted by occupational health nurses (OHNs) in small and medium-sized enterprises (SMEs) using a web meeting system.
We analyzed data from 64 managers (32 each in the control and intervention groups) and 541 workers (246 and 295 in the control and intervention groups, respectively) from 22 SMEs (11 in each group) with less than 200 workers. The TWBS program comprised online consultations for managers and seminars for workers by an OHN. TWBS leaflets were distributed among both groups. The "Recognition and Attitude Scale toward TWBS" was administered and workplace climate, psychological safety (PS), and work engagement (WE) scores were measured at baseline and endpoint. The increase in scores of each group was analyzed using a linear mixed-effects model.
Increases in managers' scores on all three recognition and attitude subscales were significantly greater in the intervention than in the control group (P = .048, .003, and .032, respectively). Workers' score increases were significantly higher on two subscales-recognition of workplace initiatives and understanding of professionals' roles-in the intervention than in the control group (P = .043 and .001, respectively). There was no difference between the two groups in the amount of increase in PS and WE, as perceived by managers and workers.
The TWBS program by OHNs increased recognition and attitude among SME managers and workers, indicating the usability of promoting TWBS in SMEs.
本研究采用群组随机对照试验，利用网络会议系统，验证由职业健康护士（OHN）在中小企业（SMEs）中推广的工作与生活平衡支持（TWBS）计划的有效性。
我们分析了来自 22 家员工人数少于 200 人的中小企业（每组 11 家）的 64 名经理（对照组和干预组各 32 名）和 541 名员工（对照组和干预组分别为 246 名和 295 名）的数据。TWBS 计划包括 OHN 为经理提供的在线咨询和为员工举办的研讨会。两组均发放 TWBS 传单。在基线和终点时，采用“对 TWBS 的认知和态度量表”对两组进行评估，并测量工作场所氛围、心理安全（PS）和工作投入（WE）评分。采用线性混合效应模型分析每组得分的增加。
干预组经理在所有三个认知和态度子量表上的得分增加均显著高于对照组（P=0.048、0.003 和 0.032）。干预组员工在两个子量表上的得分增加更为显著，即对工作场所举措的认知和对专业人员角色的理解（P=0.043 和 0.001）。在经理和员工感知的 PS 和 WE 增加量方面，两组之间没有差异。
OHN 的 TWBS 计划提高了 SME 经理和员工的认知和态度，表明在 SMEs 中推广 TWBS 的可行性。
