Ruey-Yu Chen has a doctorate in Public Health. She is presently an Associate Professor in Taipei Medical University. She has teaching and research experience of 24 years. Her research passion is occupational health and work site health promotion. She heads the Taiwan northern center of work site health promotion supported by Health Promotion Administration, Ministry of Health and Welfare for ten years.


Objectives: The aim of this study was to examine the relationship between “Health Culture” and “Productivity Loss”, and provide an evidence for employers to support workplace health promotion. Methods: This is a cross-sectional study conducted between February and May 2012. Four enterprises (2 manufacturing and 2 service industries) were selected as study subjects. Volunteer employees were recruited to complete a self-administered questionnaire. The contents of questionnaire include demographic characteristics, health status, health behaviors, work performance, presenteeism, absenteeism, and organizational culture. The Stress Satisfaction Offset Score (SSOS) developed by Dr. Martin Shain was used to assess organizational culture. The Business Health Culture Index (BHCI) is defined as the average SSOS of workers in an enterprise. Health Related Productivity Loss (HRPL) was calculated from absenteeism and presenteeism multiply work performance. Data was analyzed using SPSS version 18. Results: A total of 388 employees (57.5% male) completed questionnaire. Although the female were younger, had less working hours and more health behaviors, they reported more absenteeism, presenteeism, and HRPL. The average HRPL were 0.97 and 1.24 days/month for male and female participants. The average score of SSOS in each company (i.e. BHCI) was all positive value (+0.29 ~+0.72), showing the employees slightly more satisfaction than stress at work. The multiple linear regression analysis showed that the score of SSOS and health behaviors were negative correlated to HRPL; on the contrary the number of chronic diseases was positive correlated to HRPL. Conclusion: It is suggested that improving organizational culture and employee's health behaviors were important strategies for reducing HRPL.