Organizational leadership, health risk screening, individually tailored programs, and supportive workplace culture might reduce presenteeism

Objective of review: To determine if Workplace Health Promotion programs (WHPs) are effective in improving presenteeism. The secondary objective was to identify characteristics of successful programmes and potential risk factors for presenteeism. Search strategy: The Cochrane Library, Medline and other electronic databases were searched from 1990 to January 2010 for all studies that examined WHP. A highly sensitive search strategy was used including reference list checking, hand searching, and contacting researchers. Selection criteria: Studies: (randomised) controlled and uncontrolled trials published in English. Participants: Unspecified diagnoses, studies with a minimum of 20 participants 18 years or older. Interventions: Workplace-based WHP programs aimed at promoting health and wellness, or reducing the risk of ill-health. Primary outcome: presenteeism. Method of the review: Two reviewers independently identified relevant trials, assessed the methodological quality of each trial using the Effective Public Health Practice Project Quality Assessment Tool for Quantitative Studies and extracted the following data: (1) country and workplace, (2) study design, (3) characteristics of participants, (4) inclusion and exclusion criteria, (5) intervention(s) and control(s), (6) outcome measurements and follow up periods, and (7) key findings and limitations. A best evidence synthesis was performed, (as there was insufficient homogeneity for a meta-analysis) based on the results of studies rated as possessing strong and moderat e methodological quality. Main findings: Fourteen studies (four strong and ten moderate methodological quality) were eligible for inclusion. A further 33 were considered ineligible for inclusion due to methodological weakness. The 14 eligible studies contained preliminary evidence for a positive effect of some WHP programs. Successful programs offered organizational leadership, health risk screening, individually tailored programs, and a supportive workplace culture. Potential risk factors contributing to presenteeism included being overweight, poor diet, lack of exercise, high stress, and poor relations with co-workers and management. Authors’ conclusions: There is preliminary evidence that some WHP programs can positively affect presenteeism and that certain risk factors are of importance. The presenteeism literature is young and heterogeneous