在病假期间"激励面试"的有效性:在社会保险环境中进行一项随机对照试验
Lene Aasdahl1, Martin Inge Standal, Roger Hagen
1Department of Public Health and Nursing, NTNU, Faculty of Medicine and Health Sciences, Postboks 8905, 7491 Trondheim, Norway. lene.aasdahl@ntnu.no.
Scandinavian journal of work, environment & health
|August 27, 2023
概括
与常规护理相比,激励面试 (MI) 并没有改善病名单上的人员返回工作率 (RTW). 这次干预是干预.
科学领域:
- 职业健康 职业健康 职业健康 职业健康
- 康复医学是康复的医学.
- 社会福利政策 社会福利政策
背景情况:
- 长期的病缺给个人和社会带来了重大挑战.
- 挪威劳工和福利局 (NAV) 寻求有效的干预措施,以支持恢复工作 (RTW).
- 激励面试 (MI) 是一种咨询方法,因其有助于RTW的潜力而被探索.
研究的目的:
- 评估NAV案件工作人员提供的激励面试 (MI) 的有效性.
- 将MI对RTW的影响与通常的病例管理和积极的对照组进行比较.
- 评估至少8周病名单上的人的RTW结果.
主要方法:
- 一个随机临床试验,有三个并行臂:心脏病发作,常规病例管理和积极对照.
- 参与者 (N=775) 在12个月内接受了MI,常规护理或积极控制.
- 主要结果:病假日数;次要结果:持续RTW的时间 (连续4周没有福利).
主要成果:
- 疾病缺席日的中位数在各组中相似:73 (MI),76 (常规护理),75 (主动对照).
- 可持续的RTW率高且可比:89% (MI),88% (常规护理),86% (积极控制).
- 在MI和对照组之间,在时间到可持续的RTW之间没有统计学上显著的差异.
结论:
- 动机面试,由NAV案例工作者进行,并没有证明RTW的效果优于通常的案例管理或积极控制.
- 提供MI干预的挑战,只有一半的目标群体接受了它,可能影响了结果.
- 可能需要进一步的研究来优化心脏病发作,或为病名单上的人探讨替代干预措施.
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