Background Sickness absence rates vary widely across a large acute NHS Trust, with the highest rates in some of the largest directorates. Aims This study was aimed to identify factors associated with sickness absence in teams and to inform interventions to improve staff health and well-being. Methods Using 2018 data from the electronic staff record and NHS Staff Survey, we examined variables associated with cost centre sickness absence rates, perceived abuse and staff engagement scores using multivariable linear regression. Results Data were available for 9362/15 423 (61%) of staff. Cost centre sickness absence was significantly positively associated with predominance of nursing and midwifery staff (β = 0.28 [0.012–0.55]) and significantly inversely associated with predominance of medical and dental staff (β = −0.94 [−1.2 to −0.65]) and proportion white (β = −1.11 [−1.9 to −0.37]). Cost centre sickness absence was not significantly associated with staff engagement, reported abuse, age or higher headcount. Cost centre staff engagement was significantly positively associated with proportion white (β = 0.98 [0.42–1.6]). Reported abuse by managers (β = −13 [−22 to −4.2]) and by colleagues (β = −24 [−35 to −12]) was significantly inversely associated with proportion white. Reported abuse by colleagues was significantly associated with predominance of medical and dental (β = 7.6 [2.3–13]) and nursing and midwifery staff (β = 9.1 [4.4–14]). Conclusions These observed associations of sickness absence, staff engagement and perceived abuse with job mix and ethnicity should be further explored. Individual or team-level data, rather than cost centre-level data, might more meaningfully elucidate why sickness absence rates vary between groups of staff.

中文翻译：

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大型 NHS 信托中与病假相关的因素

背景 大型急性 NHS 信托基金的疾病缺勤率差异很大，在一些最大的董事会中最高。目的 本研究旨在确定与团队病假相关的因素，并为改善员工健康和福祉的干预措施提供信息。方法使用来自电子员工记录和 NHS 员工调查的 2018 年数据，我们使用多变量线性回归检查了与成本中心病假率、感知滥用和员工敬业度得分相关的变量。结果 9362/15 423 (61%) 的工作人员可获得数据。成本中心病假与护理和助产人员的优势显着正相关（β = 0.28 [0.012-0.55]），与医疗和牙科人员的优势显着负相关（β = -0.94 [-1.2 至 -0. 65]）和白色比例（β = -1.11 [-1.9 到 -0.37]）。成本中心病假与员工敬业度、报告的虐待、年龄或更高的员工人数没有显着相关性。成本中心员工敬业度与白人比例显着正相关（β = 0.98 [0.42–1.6]）。经理（β = -13 [-22 到 -4.2]）和同事（β = -24 [-35 到 -12]）报告的滥用行为与白人比例显着负相关。同事报告的虐待与医疗和牙科（β = 7.6 [2.3-13]）以及护理和助产士（β = 9.1 [4.4-14]）的优势显着相关。结论 这些观察到的疾病缺勤、员工敬业度和感知虐待与工作组合和种族之间的关联应进一步探讨。个人或团队级别的数据，而不是成本中心级别的数据，