Process Evaluation of an Operational-Level Job Stress Intervention Aimed at Decreasing Sickness Absence among Public Sector Employees in Sweden.

Jonathan Severin,Lisa Björk,Magnus Akerstrom,Linda Corin,Ingibjörg H Jonsdottir

doi:10.3390/ijerph18041778

Abstract

Work-related sickness absence carries large societal costs, and interventions aimed at decreasing sickness absence need to be performed in an effective way. This study evaluated the implementation process of an operational-level job stress intervention, implemented between 2017 and 2018 in the public sector, by assessing the extent to which the allocated resources reached the intended target group, if the planned measures could be expected to address the relevant work environmental challenges, and if the planned measures were implemented. Data were collected from applications for funding in the intervention (n = 154), structured interviews (n = 20), and register data on sickness absence (n = 2912) and working conditions (n = 1477). Thematic analysis was used to classify the level of the work environmental challenges, the level and perspective of the suggested measures, and the “measure-to-challenge correspondence”. Overall, participating workplaces (n = 71) had both higher sickness absence (p = 0.01) and worse reported working conditions compared to their corresponding reference groups. A measure-to-challenge correspondence was seen in 42% of the measures, and individual-level measures were mostly suggested for organisational-level work environment challenges. Almost all planned measures (94%) were ultimately implemented. When performing operational-level interventions, managers and their human resource partners need support in designing measures that address the work environmental challenges at their workplace.

Highlights

Sickness absence is a concern that leads to substantial costs at all levels: for the individual, for their employer, and for society
The present study evaluated the implementation process of this large-scale job-stress intervention by assessing three aspects: firstly, the extent to which the allocated resources reached workplaces with high sickness absence and work environment challenges; secondly, whether the planned measures could be expected to address the identified work environmental challenges; and thirdly, whether the implemented measures differed from the non-implemented measures regarding the level, the perspective, or which stakeholders (HR, line managers, and/or occupational health services) were involved in the process of suggesting the measure and applying for funds
The results showed that the intervention reached the intended target group; that is, workplaces with high sickness absence and/or adverse working conditions

Summary

Introduction

Sickness absence is a concern that leads to substantial costs at all levels: for the individual, for their employer, and for society. High sickness absence is common within the public sector in Sweden, especially in the health and social care sectors, with mental disorders such as depression, anxiety, and adjustment disorders being the most frequent diagnoses [3]. These mental disorders, and other stress-related mental health problems, including burnout, are associated with poor psychosocial working conditions such as high job demands, low job control, and low social support [4,5,6].

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Results

Discussion

Conclusion