背景:慢性非传染性疾病(NCDs)在全世界范围内造成严重残疾和过早死亡,低收入和中等收入国家承担了不成比例的负担。鉴于非传染性疾病对员工绩效和工作效率的负面影响,利益相关者越来越需要确定有效的工作场所解决方案,以改善员工的健康结果。随着大流行后工作场所变得更加分散,数字行为教练提供了一个可扩展的,个性化,以及管理员工慢性病危险因素的成本效益方法。
目的:本研究旨在回顾性评估数字行为指导计划对印尼员工群体中员工健康状况逐年变化的影响。
方法:这项对二级健康数据的回顾性真实世界探索性分析追踪了一家印尼公司的774名员工,他们在2021年至2022年之间完成了公司赞助的健康检查,并获得了Naluri(NaluriHidupSdnBhd)的访问权。提供数字行为健康指导和自助工具的整体数字治疗平台。参与者被回顾性地归类为接受过积极教练的参与者(n=177),被动教练(n=108),没有教练(n=489)。线性混合效应模型用于评估3个员工组的健康结果的逐年变化,事后分析评估2个时间点之间的组内差异和随访时的组间差异。
结果:检测到体重的显着时间×组交互作用,BMI,血红蛋白A1c,低密度脂蛋白,总胆固醇,收缩压和舒张压.事后配对比较显示血红蛋白A1c有显著改善(平均差[Mdiff]=-0.14,P=.008),高密度脂蛋白(Mdiff=2.14,P<.001),和总胆固醇(Mdiff=-11.45,P<.001)在2021年至2022年间,其他2组报告在两个时间点的多种健康结果恶化。在后续行动中,那些在2021年至2022年期间接受过积极教练的人报告称体重显著降低(P<.001),BMI(P=.001),低密度脂蛋白(P=.045),总胆固醇(P<.001)高于无教练组。
结论:这项研究展示了支持使用工作场所数字行为指导改善员工健康状况的现实结果和启示。鉴于东南亚地区非传染性疾病的负担不断上升,我们的研究结果强调了工作场所数字健康干预在预防和管理慢性病危险因素方面的作用.
BACKGROUND: Chronic noncommunicable diseases (NCDs) account for major disability and premature mortality worldwide, with low- and middle-income countries being disproportionately burdened. Given the negative impact of NCDs on employee performance and work productivity, there is a rising need for stakeholders to identify effective workplace solutions that can improve employee health outcomes. As the workplace becomes more dispersed post pandemic, digital behavioral coaching offers a scalable, personalized, and cost-effective method of managing chronic disease risk factors among employees.
OBJECTIVE: This study aimed to retrospectively evaluate the impact of a digital behavioral coaching program on year-to-year changes in employee health status in a cohort of Indonesian employees.
METHODS: This retrospective real-world exploratory analysis of secondary health data followed 774 employees of an Indonesian company who completed company-sponsored health screenings between 2021 and 2022 and were given access to Naluri (Naluri Hidup Sdn Bhd), a holistic digital therapeutics platform offering digital behavioral health coaching and self-help tools. Participants were retrospectively classified as those who received active coaching (n=177), passive coaching (n=108), and no coaching (n=489). Linear mixed-effects models were used to evaluate the year-to-year changes in health outcomes across the 3 employee groups, with post hoc analyses evaluating within-group differences between the 2 time points and between-group differences at follow-up.
RESULTS: Significant time×group interaction effects were detected for body weight, BMI, hemoglobin A1c, low-density lipoprotein, total cholesterol, and systolic and diastolic blood pressure. Post hoc pairwise comparisons revealed significant improvements in hemoglobin A1c (mean difference [Mdiff]=-0.14, P=.008), high-density lipoprotein (Mdiff=+2.14, P<.001), and total cholesterol (Mdiff=-11.45, P<.001) for employees in the Active Coaching group between 2021 and 2022, with the other 2 groups reporting deteriorations in multiple health outcomes throughout the 2 time points. At follow-up, those who received active coaching between 2021 and 2022 reported significantly lower body weight (P<.001), BMI (P=.001), low-density lipoprotein (P=.045), and total cholesterol (P<.001) than the No Coaching group.
CONCLUSIONS: This study demonstrates real-world outcomes and implications supporting the use of workplace digital behavioral coaching in improving employee health status. Given the rising burden of NCDs in the Southeast Asian region, our findings underscore the role that workplace digital health interventions can play in preventing and managing chronic disease risk factors.