Contingent employment, health and sickness absence

Virtanen, Marianna; Kivimäki, Mika; Elovainio, Marko; Vahtera, Jussi; Cooper, Cary L.

doi:10.5271/sjweh.628

Cited by 86 publications

(76 citation statements)

References 38 publications

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“…Several studies have found that contingent or non-permanent employees exhibit less sickness absence than their more permanent counterparts (e.g., Benavides, Benach, Diez-Roux, & Roman, 2000;Gimeno, Benavides, Amick, Benach, & Martinez, 2004;Virtanen, Kivimäki, Elovainio, Vahtera, & Cooper, 2001;Virtanen, Vahtera, Nakari, Pentii, & Kivimäki, 2004). Furthermore, in a prospective study that followed hospital employees who changed their employment from a fixed term contract to permanent status, it was observed that their recorded absence rate nearly doubled (along with their perceptions of job security) to approximate that of permanent employees (Virtanen et al, 2003).…”

Section: Permanency Of Employmentmentioning

confidence: 91%

“…First, inferring presenteeism from lower absence fails to account for the possibility that secure employment simply elevates the absence of permanent employees (Virtanen et al, 2001). This would be in line with the well-established finding that unionized workers have higher absence levels than those who are not union members (Johns, 1997).…”

Section: Toward a Theory Of Presenteeismmentioning

confidence: 99%

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Presenteeism in the workplace: A review and research agenda

2009

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SummaryPresenteeism refers to attending work while ill. Although it is a subject of intense interest to scholars in occupational medicine, relatively few organizational scholars are familiar with the concept. This article traces the development of interest in presenteeism, considers its various conceptualizations, and explains how presenteeism is typically measured. Organizational and occupational correlates of attending work when ill are reviewed, as are medical correlates of resulting productivity loss. It is argued that presenteeism has important implications for organizational theory and practice, and a research agenda for organizational scholars is presented.

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Section: Permanency Of Employmentmentioning

confidence: 91%

Section: Toward a Theory Of Presenteeismmentioning

confidence: 99%

Presenteeism in the workplace: A review and research agenda

2009

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“…However, studies finding no association between these work characteristics and sickness absence have also been reported (2,8), and some studies suggest that the associations may be dependent on gender (1,11,15). The low absence level of fixed-term employees (17) has been interpreted as a tendency towards "sickness presence", or working while ill.…”

mentioning

confidence: 98%

Sick leaves in four factories—do characteristics of employees and work conditions explain differences in sickness absence between workplaces?

Virtanen¹,

Siukola²,

Luukkaala³

et al. 2008

Scand J Work Environ Health

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Virtanen P, Siukola A, Luukkaala T, Savinainen M, Arola H, Nygård C-H, Kivimäki M, Helenius H, Vahtera J. Sick leaves in four factories-do characteristics of employees and work conditions explain differences in sickness absence between workplaces? Scand J Work Environ Health 2008;34(4):260-266. ObjectivesThe study explored whether differences in sickness absence between four factories of a food industry company were explained by common determinants of sickness absence, such as employee health, sociodemographic characteristics, and physical and psychosocial work conditions. Methods Survey responses of 582 employees were linked to the records of short-term (1-3 days) and long-term (>3 days) absence, as well as to records of absences due to musculoskeletal diagnoses. Multilevel models were applied in assessing the between-factory absence differences.Results Compared with the levels in the factory with the lowest sickness absence, in one factory the levels of short-term [rate ratio (RR) 1.72], long-term (RR 1.96), and musculoskeletal (RR 2.93) absence were significantly higher. Another factory also had higher levels of long-term and musculoskeletal absence (RR 2.17 and 2.52, respectively). Adjustment for the background factors explained 35% of the difference in short-term absence, 3-9% of the differences in long-term absence, and 18-12% of the differences in musculoskeletal absence, but the between-factory differences were still highly significant. ConclusionsThis study showed large differences in sickness absence between factories that were only partly explained by common determinants. Moreover, economic factors and formal control were unlikely explanatory factors, as the study was conducted within a single company. These results justify further research on local absence practices and cultures, including those of health service organizations and professionals.

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“…A Finnish study (20) examined self-reported health and recorded sickness absences of a cohort of 5650 fixed-term employees and substitutes in 10 hospitals. The perhaps unexpected findings were that contingent employees fared better in both respects than their permanent counterparts.…”

Section: Adverse Health Consequencesmentioning

confidence: 99%

Worklife expectancies of fixed-term Finnish employees in 1997–2006

Nurminen

2008

Scand J Work Environ Health

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Contingent employment, health and sickness absence

Cited by 86 publications

References 38 publications

Presenteeism in the workplace: A review and research agenda

Presenteeism in the workplace: A review and research agenda

Sick leaves in four factories—do characteristics of employees and work conditions explain differences in sickness absence between workplaces?

Worklife expectancies of fixed-term Finnish employees in 1997–2006

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