Health and Productivity as a Business Strategy: A Multiemployer Study

Loeppke, Ronald; Taitel, Michael; Haufle, Vince; Parry, Thomas; Kessler, Ronald C.; Jinnett, Kimberly

doi:10.1097/jom.0b013e3181a39180

Cited by 294 publications

(237 citation statements)

References 12 publications

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“…1,3,6,10 Findings also underscore the need for standardized measures for productivity loss and methods for monetizing that loss so that costs can be compared across studies.…”

Section: Discussionmentioning

confidence: 99%

“…The condition-specific productivity cost estimates noted here are similar to estimates found in previous studies for some conditions, but are higher or lower for other conditions. 1,6 Differences in productivity costs may be attributable to different instruments used to measure work loss, differing study designs (eg, others did not match those with conditions to a comparison group based on propensity scores), and/or differing monetization methods (eg, healthy individuals were excluded from productivity cost estimates, the wage multiplier was assumed to be inappropriate for presenteeism).…”

Section: Discussionmentioning

confidence: 99%

“…1,2 Health-related work losses are estimated to cost US employers more than $260 billion each year, and may cost some companies more than direct medical expenditures. 3,4 Even though research shows that companies with successful health and productivity programs have superior business outcomes and financial returns, methods to measure productivity differ and a validated method to monetize costs associated with lost work time, especially presenteeism, is still lacking.…”

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confidence: 99%

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Measuring Health-Related Productivity Loss

Mitchell

Bates

2011

Population Health Management

185

116

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The objective of this study was to determine the relationship between health status and productivity loss and to provide estimates of the business implications of lost work performance. Health risk appraisal responses from over 1 million participants were analyzed to determine productivity loss associated with several common health conditions and health risks. Propensity scores and a matching technique were used to create analysis groups that differed only by presence of a particular health condition or risk. Results were monetized and multiplied by the average number of employees with conditions or risks to illustrate the potential impact of productivity loss to employers. Costs of productivity loss were compared to medical costs for the same conditions and health risks. Practical benchmarks of lost work performance may help employers assess the financial impact of suboptimal health in their own companies. Estimates of lost work time can help employers realize the value of maintaining a healthy population. (Population Health Management 2011;14:93-98)

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“…1,3,6,10 Findings also underscore the need for standardized measures for productivity loss and methods for monetizing that loss so that costs can be compared across studies.…”

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

mentioning

confidence: 99%

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Measuring Health-Related Productivity Loss

Mitchell

Bates

2011

Population Health Management

185

116

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“…It is well-recognised that employees with chronic health conditions such as poor mental health and musculoskeletal pain have increased sickness absence and presenteeism compared with healthy employees [1,2]. Employers and Governments in industrialised countries are keen to reduce the costs associated with both sickness absence and presenteeism associated with chronic health conditions, and there is now recognition that in order to reduce these costs, organizations must invest in health management as a way to reduce symptom burden for the employee and optimise work productivity for those employees with a chronic health condition [3].…”

Section: Introductionmentioning

confidence: 99%

The Influence of Employer Support on Employee Management of Chronic Health Conditions at Work

et al. 2009

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“…Similarly, groups with HUFA balances above 70% n-6 in HUFA had higher annual healthcare claim costs than those with HUFA balances near 60% (Lands, 2011). The higher expenses likely reflect the large number of health conditions with excessive n-6 eicosanoid actions which are listed among the top 25 most prevalent health conditions (Loeppke et al, 2009). When a randomized controlled clinical trial had patients lower their intake of omega-6 nutrients and increase their intake of omega-3 nutrients for three months, the average health risk assessment value shifted from 77 to 63% n-6 in HUFA, and the patients had 40% less clinical events and needed 40% less medication (Ramsden et al, 2013).…”

Section: How Diet Affects Tissue Hufa Balancementioning

confidence: 99%

Choosing foods to balance competing n-3 and n-6 HUFA and their actions

Lands¹

2015

OCL

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-Many enzymes metabolizing essential fatty acids (EFA) do not discriminate much between the n-3 and n-6 structures. Thus, relative abundances of competing n-3 and n-6 acids influence relative rates of reaction during hydrolysis, activation, elongation, desaturation and acyl transfer that control the balance of n-3 and n-6 highly unsaturated fatty acids (HUFA) accumulated in tissues. An empirical competitive, hyperbolic equation describes how dietary EFA maintain tissue HUFA balance. The %n-6 in HUFA is a useful biomarker for average dietary intakes of n-3 and n-6 EFA. An Omega 3-6 Balance Score combines data on eleven competing EFA in a food and expresses them as a single number. Average daily food scores range from -7 to +2, relating to HUFA balances from 81% to 30% n-6 in HUFA. The HUFA released by phospholipase provide substrates that form important hormone-like bioactive lipids. Formation and action is more intense with n-6 than n-3 mediators, allowing n-6 eicosanoids to shift healthy physiology toward pathophysiology for people who have a high proportion of n-6 arachidonate in tissue HUFA. The HUFA balance, expressed as the %n-6 in HUFA, is a useful biomarker for health risk assessment. The biomarker makes evident that, in the absence of dietary n-3 nutrients, dietary n-6 linoleate has a very narrow therapeutic window, and it can be widened by dietary n-3 nutrients. A useful concept for preventive nutrition is to NIX the 6 while you EAT the 3.Keywords: Arachidonate / eicosanoids / highly unsaturated fatty acids (HUFA) / omega-3 / omega-6 Résumé -Choisir ses aliments pour rééquilibrer le ratio entre (n-3) et (n-6) et leurs effets sur la santé de l'Homme. De nombreuses enzymes métabolisant les acides gras polyinsaturés (AGPI) essentiels-ne font pas complè-tement la distinction entre les structures en n-6 et en n-3. Ainsi, ce sont les abondances relatives entre les AGPI n-3 et n-6 qui conditionnent leur taux respectif de métabolisation, mettant en jeu des réactions d'hydrolyse, d'activation, d'allongement, de désaturation et d'acylation qui contrôlent, par contrecoup, l'équilibre entre les AGPI à longue chaîne (AGPI-LC) en n-3 et n-6 s'accumulant dans les tissus. Une équation hyperbolique empirique de compétition décrit comment l'apport régime alimentaire en AGPI essentiels maintient cet équilibre tissulaire en AGPI-LC. Le pourcentage des n-6 dans les AGPI-LC totaux est un biomarqueur pertinent du niveau moyen de consommation alimentaire en AGPI essentiels n-3 et n-6. Un score de ratio entre les oméga 3 et 6 a été établi en combinant les données de onze AGPI concurrents présents dans les aliments. Les scores moyen des aliments s'échelonne entre −7 et +2, pour des valeurs d'AGPI-LC n-6 (en % des AGPI-LC totaux) comprises entre 81 % et 30 %. Les AGPI-LC tissulaires libérés par action de la phospholipase fournissent des substrats de médiateurs lipidiques bioactifs. Leur production et leur activité s'avèrent plus intenses lorsqu'ils dérivent de la série n-6. Elles peuvent être ainsi à l'origine d'une situ...

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Health and Productivity as a Business Strategy: A Multiemployer Study

Cited by 294 publications

References 12 publications

Measuring Health-Related Productivity Loss

Measuring Health-Related Productivity Loss

The Influence of Employer Support on Employee Management of Chronic Health Conditions at Work

Choosing foods to balance competing n-3 and n-6 HUFA and their actions

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