Alexander R W, Brennan J C, Maida A S, Walker R J
J Occup Med. 1977 Feb;19(2):107-12. doi: 10.1097/00043764-197702000-00001.
A prospective study on 6,125 job applicants for light duty telephone company work is presented, which indicates that a preplacement medical evaluation is not predictive of risks relating to work attendance or job performance in nonhazardous assignments. Results show that between groups of employees, who were medically classified at the time of hire into categories with or without employment risk factors, there was no significant difference relative to sickness, accident or other absence, or to work performance during the first twelve months after hire. A work force loss of 25% is seen during the first year after hire without significant difference between groups for either numbers of employees lost or reason for loss. A cost-benefit analysis based on this study is presented, which demonstrates that the preplacement medical evaluation for light duty assignments is not cost effective. In addition, further unnecessary costs are incurred when job applicants are medically evaluated but not hired, which is shown to occur here for 27.5% of healthy applicants.
本文对6125名申请电话公司轻体力工作的求职者进行了一项前瞻性研究，结果表明，入职前的医学评估无法预测非危险工作任务中与出勤或工作表现相关的风险。结果显示，在入职时根据是否存在就业风险因素进行医学分类的员工组之间，在疾病、事故或其他缺勤情况，以及入职后前十二个月的工作表现方面，没有显著差异。入职后第一年的劳动力流失率为25%，在流失员工数量或流失原因方面，两组之间没有显著差异。本文基于该研究进行了成本效益分析，结果表明，轻体力工作任务的入职前医学评估不具有成本效益。此外，对求职者进行医学评估但未录用时会产生进一步的不必要成本，此处显示有27.5%的健康求职者出现这种情况。
