目的:本研究旨在研究美国工人中工作努力和奖励与认知功能变化的纵向关联。
方法:数据来自国家,我们采用美国人群中年人(MIDUS)研究,随访9年.在基线处测量经过验证的工作场所努力和奖励量表,和认知结果(包括复合认知,情景记忆,和执行功能)在基线和随访时通过电话简短成人认知测验(BTACT)进行测量。基于广义估计方程(GEE)的多变量线性回归分析了所研究的纵向关联。
结果:在1,399的工人样本中,在考虑人口统计学后,社会经济学,生活方式行为,健康状况,和作业控制,基线时的高奖励与复合认知增加相关(回归系数:0.118[95%CI:0.049,0.187]),情景记忆(0.106[0.024,0.188]),和执行功能(0.123[0.055,0.191])。“高努力和高回报”的联合暴露也与复合认知增加相关(0.130[0.030,0.231]),情景记忆(0.131[0.012,0.250]),和执行功能(0.117[0.017,0.216]),而“低努力和高回报”的组合与复合认知增加(0.106[0.009,0.204])和执行功能增加(0.139[0.042,0.235])相关。
结论:研究结果表明,工作场所的高回报与改善美国工人的认知得分有关。未来的研究应该在更长的时间跨度内调查更大的队列,并扩展到痴呆等疾病的结果。如果这些发现是因果关系,应考虑相关的工作场所奖励,以促进工人的认知健康。
OBJECTIVE: This study aimed to examine longitudinal associations of workplace effort and reward with changes in cognitive function among United States workers.
METHODS: Data from the national, population-based Midlife in the United States (MIDUS) study with a 9-year follow-up were used. Validated workplace effort and reward scales were measured at baseline, and cognitive outcomes (including composite cognition, episodic memory, and executive functioning) were measured with the Brief Test of Adult Cognition by Telephone (BTACT) at baseline and follow-up. Multivariable linear regression analyses based on generalized estimating equations (GEE) examined the longitudinal associations under study.
RESULTS: Among this worker sample of 1,399, after accounting for demographics, socioeconomics, lifestyle behaviors, health conditions, and job control, high reward at baseline was associated with increased composite cognition (regression coefficient: 0.118 [95% CI: 0.049, 0.187]), episodic memory (0.106 [0.024, 0.188]), and executive functioning (0.123 [0.055, 0.191]) during follow-up. The joint exposure of \'high effort and high reward\' was also associated with increased composite cognition (0.130 [0.030, 0.231]), episodic memory (0.131 [0.012, 0.250]), and executive functioning (0.117 [0.017, 0.216]), while the combination of \'low effort and high reward\' was associated with increased composite cognition (0.106 [0.009, 0.204]) and executive functioning (0.139 [0.042, 0.235]).
CONCLUSIONS: Findings suggest that workplace high reward is related to improved cognitive scores among United States workers. Future research should investigate larger cohorts over longer timespans and expand into disease outcomes such as dementia. If these findings emerge as causal, relevant workplace rewards to promote worker cognitive health should be considered.