工作场所的健康项目除了让公司变得富有外，什么也做不了

工作场所的健康项目除了让公司变得富有外，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.

一项新的研究发现，即使涉及到像“健康”这样广泛的问题，这种健康计划对员工的健康、健康信念或医疗利用率也没有什么明显的影响。

All things they were supposed to improve.

他们应该改进所有东西。

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.

因为根据2010年《平价医疗法案》(简称ACA)，奥巴马政府赋予了政府健康计划合法性，企业开始在这些项目上花钱。提供这样的项目现在已经成为一个独立的产业，因为ACA鼓励企业采用这些项目，并为项目参与者提供经济利益。

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.

现在，84%提供健康福利的公司也提供工作场所健康计划，他们相信这将降低医疗成本，改善员工健康，纳税人将抵消成本。

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.

伊利诺伊州工作场所健康研究(一项随机对照试验)的数据发现，24个月后，全面的工作场所健康计划对测量的身体健康结果(如体重、血压、胆固醇或血糖、医疗诊断率或医疗服务的使用)没有显著影响。

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.

在这项研究中，个体员工被随机分配到一个有资格参加为期两年的全面工作场所健康计划的治疗组，或者一个没有资格参加的对照组。研究人员评估了该计划对健康信念、自我报告的健康行为、临床医生收集的生物特征、基于理赔的医疗诊断和医疗用途的影响。

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.

在一项对4834名伊利诺伊大学员工(2770名女性)的随机对照试验中，研究人员发现那些被邀请参加健康计划的人与对照组相比，临床结果没有显著差异。该计划包括每年的现场健康检查、健康风险评估和持续的健康活动的带薪休假，例如鼓励午休时间校园散步的体育活动计划、戒烟计划和慢性病自我管理计划。

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个月和24个月采取的措施包括16名临床医生收集生物测定结果;与糖尿病、高血压和高脂血症等医疗诊断相关的行政理赔，以及医疗使用(如办公室就诊、住院就诊和急诊室就诊)和14名自我报告健康行为和健康信念结果。

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.

作者报告说，该计划影响了两个自我报告的健康结果：它增加了员工报告他们有初级保健医生的比例，并改善了员工对自身健康的信念。