工作場所的健康項目除了讓公司變得富有外，什么也做不了

工作場所的健康項目除了讓公司變得富有外，什么也做不了

A new study has found that even when it comes to something as broad as "wellness" such wellness programs have little recognizable impact on employee health, health beliefs, or medical utilization.

一項新的研究發(fā)現(xiàn)，即使涉及到像“健康”這樣廣泛的問題，這種健康計劃對員工的健康、健康信念或醫(yī)療利用率也沒有什么明顯的影響。

All things they were supposed to improve.

他們應(yīng)該改進所有東西。

Because wellness programs were given government legitimacy by the Obama administration under the 2010 Affordable Care Act, companies are spending money on them. Providing such programs is now an industry in its own right, because the ACA provided incentives for firms to adopt them using financial benefits for program participants.

因為根據(jù)2010年《平價醫(yī)療法案》(簡稱ACA)，奧巴馬政府賦予了政府健康計劃合法性，企業(yè)開始在這些項目上花錢。提供這樣的項目現(xiàn)在已經(jīng)成為一個獨立的產(chǎn)業(yè)，因為ACA鼓勵企業(yè)采用這些項目，并為項目參與者提供經(jīng)濟利益。

Now, 84 percent of companies that provide health benefits also offer a workplace wellness program under the belief it will reduce health care costs, improve employee health, and that taxpayers would offset the cost.

現(xiàn)在，84%提供健康福利的公司也提供工作場所健康計劃，他們相信這將降低醫(yī)療成本，改善員工健康，納稅人將抵消成本。

Only that last part is true. Data from the Illinois Workplace Wellness Study, a randomized controlled trial, found that after 24 months a comprehensive workplace wellness program had no significant effects on measured physical health outcomes such as weight, blood pressure, cholesterol or blood glucose; rates of medical diagnoses; or the use of health care services.

伊利諾伊州工作場所健康研究(一項隨機對照試驗)的數(shù)據(jù)發(fā)現(xiàn)，24個月后，全面的工作場所健康計劃對測量的身體健康結(jié)果(如體重、血壓、膽固醇或血糖、醫(yī)療診斷率或醫(yī)療服務(wù)的使用)沒有顯著影響。

In the study, individual employees were randomly assigned to a treatment group that was eligible to participate in a two-year comprehensive workplace wellness program, or a control group that was ineligible. The researchers evaluated the effects of the program on health beliefs, self-reported health behaviors, clinician-collected biometrics, and claims-based medical diagnoses and medical use.

在這項研究中，個體員工被隨機分配到一個有資格參加為期兩年的全面工作場所健康計劃的治療組，或者一個沒有資格參加的對照組。研究人員評估了該計劃對健康信念、自我報告的健康行為、臨床醫(yī)生收集的生物特征、基于理賠的醫(yī)療診斷和醫(yī)療用途的影響。

In a randomized controlled trial of more than 4,834 University of Illinois employees (2770 women), the researchers found that those invited to join the wellness program showed no significant differences in clinical outcomes compared with the control group. The program included paid time off for annual on-site health screenings, health risk assessments and ongoing wellness activities - for example, physical activity programs encouraging campus walks over lunch breaks, smoking-cessation programs and chronic disease self-management programs.

在一項對4834名伊利諾伊大學員工(2770名女性)的隨機對照試驗中，研究人員發(fā)現(xiàn)那些被邀請參加健康計劃的人與對照組相比，臨床結(jié)果沒有顯著差異。該計劃包括每年的現(xiàn)場健康檢查、健康風險評估和持續(xù)的健康活動的帶薪休假，例如鼓勵午休時間校園散步的體育活動計劃、戒煙計劃和慢性病自我管理計劃。

Measures taken at 12- and 24-month intervals included 16 clinician-collected biometric outcomes; administrative claims related to medical diagnoses such as diabetes, hypertension and hyperlipidemia, and medical use such as office visits, inpatient visits, and emergency room visits; and 14 self-reported health-behavior and health-belief outcomes.

每隔12個月和24個月采取的措施包括16名臨床醫(yī)生收集生物測定結(jié)果;與糖尿病、高血壓和高脂血癥等醫(yī)療診斷相關(guān)的行政理賠，以及醫(yī)療使用(如辦公室就診、住院就診和急診室就診)和14名自我報告健康行為和健康信念結(jié)果。

The program affected two self-reported health outcomes: It increased the proportion of employees reporting that they have a primary care physician and improved employee beliefs about their own health, the authors report.

作者報告說，該計劃影響了兩個自我報告的健康結(jié)果：它增加了員工報告他們有初級保健醫(yī)生的比例，并改善了員工對自身健康的信念。