PDF(Pubmed)
Abstract：
BACKGROUND: High rates of sickness absence is a challenge within the healthcare sector, highlighting the need for effective interventions. Despite this, limited research has been conducted on the impact of such interventions within the healthcare context. This study evaluates an intervention aimed at improving the work environment influences sickness absence rates in Norwegian hospital units. The intervention is a comprehensive framework for discovering and tailoring solutions to each units\' specific needs, with a focus on employee involvement and collaboration between leader, union representatives and safety delegates.
METHODS: We employed two methodological approaches. Method 1 involved using HR-registered sickness absence data to track changes in sickness absence across all intervention units and matched control groups over a three-year period. In Method 2, we used a pre- and post-survey design in 14 intervention units, focusing on employees\' job satisfaction and self-reported health.
RESULTS: The results of the intervention were mixed. There was a significant decrease in total sickness absence in the intervention units the first year after the intervention, and a significant decrease in long-term sickness absence both in the first and second year after the intervention, measured with HR registries. However, we did not see a significant larger decrease in total sickness absence in the intervention units compared to the control units and only partial support for a larger decrease in long-term absence in the intervention units. In the subsample of units that also participated in the survey, we observed significant improvements in employee job satisfaction post intervention.
CONCLUSIONS: There is a need for research on effective interventions to reduce sickness absence in the healthcare sector. \"Where the shoe pinches\" provides a potential methodological framework for reducing sickness absence by addressing challenges in the work environment, however with uncertain results. Further exploration is warranted to refine strategies for effectively managing sickness absence within healthcare organizations.
METHODS: We employed two methodological approaches. Method 1 involved using HR-registered sickness absence data to track changes in sickness absence across all intervention units and matched control groups over a three-year period. In Method 2, we used a pre- and post-survey design in 14 intervention units, focusing on employees\' job satisfaction and self-reported health.
RESULTS: The results of the intervention were mixed. There was a significant decrease in total sickness absence in the intervention units the first year after the intervention, and a significant decrease in long-term sickness absence both in the first and second year after the intervention, measured with HR registries. However, we did not see a significant larger decrease in total sickness absence in the intervention units compared to the control units and only partial support for a larger decrease in long-term absence in the intervention units. In the subsample of units that also participated in the survey, we observed significant improvements in employee job satisfaction post intervention.
CONCLUSIONS: There is a need for research on effective interventions to reduce sickness absence in the healthcare sector. \"Where the shoe pinches\" provides a potential methodological framework for reducing sickness absence by addressing challenges in the work environment, however with uncertain results. Further exploration is warranted to refine strategies for effectively managing sickness absence within healthcare organizations.
摘要：
背景：高疾病缺勤率是医疗保健部门的一项挑战，强调需要有效的干预措施。尽管如此,在医疗保健背景下，对此类干预措施的影响进行了有限的研究。这项研究评估了旨在改善工作环境的干预措施，以影响挪威医院的缺勤率。干预是一个全面的框架，用于发现和定制针对每个单位特定需求的解决方案，专注于员工参与和领导者之间的合作，工会代表和安全代表。
方法：我们采用了两种方法。方法1涉及使用HR注册的疾病缺勤数据来跟踪三年内所有干预单位和匹配对照组的疾病缺勤变化。在方法2中，我们在14个干预单元中使用了调查前和调查后设计，关注员工的工作满意度和自我报告的健康状况。
结果：干预结果参差不齐。干预后的第一年，干预单位的总缺病率显着下降，干预后的第一年和第二年，长期缺病率显著下降，用人力资源登记处衡量。然而,与对照单位相比,我们没有发现干预单位的总缺病率有显著更大的下降,仅部分支持干预单位的长期缺病率有更大的下降.在也参与调查的单位的子样本中，我们观察到员工工作满意度在干预后的显著改善。
结论：需要研究有效的干预措施，以减少医疗保健部门的疾病缺勤。\"wheretheshoepinches\"providesapotentialmethodologicalframeworkforreducingdispositionbyaddressingchallengesintheworkenvironment,然而，结果不确定。需要进一步探索，以完善有效管理医疗机构内疾病缺勤的策略。
方法：我们采用了两种方法。方法1涉及使用HR注册的疾病缺勤数据来跟踪三年内所有干预单位和匹配对照组的疾病缺勤变化。在方法2中，我们在14个干预单元中使用了调查前和调查后设计，关注员工的工作满意度和自我报告的健康状况。
结果：干预结果参差不齐。干预后的第一年，干预单位的总缺病率显着下降，干预后的第一年和第二年，长期缺病率显著下降，用人力资源登记处衡量。然而,与对照单位相比,我们没有发现干预单位的总缺病率有显著更大的下降,仅部分支持干预单位的长期缺病率有更大的下降.在也参与调查的单位的子样本中，我们观察到员工工作满意度在干预后的显著改善。
结论：需要研究有效的干预措施，以减少医疗保健部门的疾病缺勤。\"wheretheshoepinches\"providesapotentialmethodologicalframeworkforreducingdispositionbyaddressingchallengesintheworkenvironment,然而，结果不确定。需要进一步探索，以完善有效管理医疗机构内疾病缺勤的策略。
