Effectiveness of a Combined Social and Physical Environmental Intervention on Presenteeism, Absenteeism, Work Performance, and Work Engagement in Office Employees

Coffeng, J.K.; Hendriksen, Ingrid J.M.; Duijts, Saskia F. A.; Twisk, Jos W. R.; Mechelen, Willem van; Boot, Cécile R. L.

doi:10.1097/jom.0000000000000116

Cited by 63 publications

(69 citation statements)

References 31 publications

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“…It is also worthwhile for future research to examine the links between presenteeism and affective-motivational states in the long-term, perhaps as an indication of such adjustment and/or the success of interventions. What is certain is that a more comprehensive understanding of presenteeism will enable informed interventions and perhaps address the unfortunate observations that controlled intervention studies aimed at reducing 18 presenteeism have found weak links with future health status (Christensen, Overgaard, Hansen, Søgaard, & Holtermann, 2013), that there is a lack of association between the availability of health and wellness programs and the prevalence of presenteeism (Bustillos & Trigoso, 2013) which is worrying (Capps & Harkey, 2008;Coffeng et al, 2014). Advanced research on presenteeism can help to address the limited advice currently available concerning its management and moreover to capitalise on functional presenteeism.…”

Section: Discussionmentioning

confidence: 99%

Sickness presenteeism determines job satisfaction via affective-motivational states

Karanika‐Murray

Pontes

Griffiths

et al. 2015

Social Science & Medicine

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Sickness presenteeism determines job satisfaction via affective-motivational states AbstractResearch on the consequences of sickness presenteeism, or the phenomenon of attending work whilst ill, has focused predominantly on identifying its economic, health, and absenteeism outcomes, neglecting important attitudinal-motivational outcomes. A mediation model of sickness presenteeism as a determinant of job satisfaction via affective-motivational states (specifically engagement with work and addiction to work) is proposed. This model adds to the current literature, by focusing on (i) job satisfaction as an outcome of presenteeism, and (ii) the psychological processes associated with this. It posits presenteeism as psychological absence and work engagement and work addiction as motivational states that originate in that. An online survey was completed by 158 office workers on sickness presenteeism, work engagement, work addiction, and job satisfaction. The results of bootstrapped mediation analysis with observable variables supported the model. Sickness presenteeism was negatively associated with job satisfaction. This relationship was fully mediated by both engagement with work and addiction to work, explaining a total of 48.07% of the variance in job satisfaction. Despite the small sample, the data provide preliminary support for the model. Given that there is currently no available research on the attitudinal consequences of presenteeism, these findings offer promise for advancing theorising in this area.Keywords: presenteeism, job satisfaction, work engagement, work addiction, psychological There are two issues in the field that need to be addressed. First, the vast majority of research on presenteeism has focused predominantly on its prevalence, determinants, and financial costs, and has omitted research into potential motivational and attitudinal consequences (Karanika-Murray, Ikhlaq, Williams, & Biron, under review). Second, the field is conceptually poor and in need of development (Dickson, 2013;Johns, 2011). The present study aims to address these important omissions. It achieves this by presenting a model of presenteeism and three attitudinal-motivational outcomes.Insofar as presenteeism may signify physical presence and psychological absence, it can be linked with affective-motivational states (i.e., work engagement, work addiction, and job satisfaction). Affective-motivational states are rooted in physical and psychological presence. Presenteeism may deplete satisfaction with work because, mentally and physically, the individual is unable to perform to their full capacity and achieve expected outcomes.When psychological presence is jeopardised, as in the case of temporary illness, people may disengage from work but still feel a need to work by being physically present in the workplace. Therefore, weakened psychological presence may be linked to weakened affective evaluations of work (i.e., job satisfaction) through its effect on affective-motivational states (i.e., work engagement and work addiction). In ...

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Section: Discussionmentioning

confidence: 99%

Sickness presenteeism determines job satisfaction via affective-motivational states

Karanika‐Murray

Pontes

Griffiths

et al. 2015

Social Science & Medicine

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“…9 Another RCT reported a significant, but small effect only for changing the physical environment (eg, creating a coffee corner) on the absorption subscale of work engagement. 10 The last RCT found a significant effect of an online mindfulness-based intervention on Shirom's vigor scale score among workers immediately after the intervention, 11 but the effect at a longer follow-up was not assessed with an RCT design, and thus is unclear. A more effective intervention to improve work engagement needs to be developed and tested.…”

mentioning

confidence: 97%

“…4,5 There is increasing research to develop interventions to improve work engagement. We searched the literature using databases including PubMed, PsycINFO, and PsycARTICLES, and found six previous randomized controlled trials (RCTs) on this topic, [6][7][8][9][10][11] which were all published since 2012. Nevertheless, four of the six RCTs, which included lifestyle change programs such as a physical fitness, failed to show a significant improvement in work engagement 6,8 ; one focused on mindfulness-based intervention 7 and another on career management skill workshops.…”

mentioning

confidence: 99%

Effects of an Internet-Based Cognitive Behavioral Therapy Intervention on Improving Work Engagement and Other Work-Related Outcomes

Imamura

Kawakami

Furukawa

et al. 2015

Journal of Occupational &Amp; Environmental Medicine

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“…Although interventions in the social and physical work environment had no effect on sickness presenteeism, they did improve work performance 12) , and no definitive solution to this problem has been determined. It is unlikely that the causes of sickness presenteeism are limited to personal factors alone; rather, environmental factors such as marital status and housing tenure are also suspected of having a role 13) .…”

mentioning

confidence: 99%

Relationship between sickness presenteeism and awareness and presence or absence of systems for return to work among workers with mental health problems in Japan: an Internet‐based cross‐sectional study

Doki

Sasahara

Suzuki

et al. 2015

Journal of Occupational Health

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Relationship between sickness presenteeism and awareness and presence or absence of systems for return to work among workers with mental health problems in Japan: an Internet‐based cross‐sectional study: Shotaro Doki, et al. Graduate School of Comprehensive Human Sciences, University of Tsukuba Objective The objective of this study was to clarify the relationship between sickness presenteeism and the degree of awareness of company regulations regarding financial compensation for absenteeism. Methods An Internet‐based survey of 258 full‐time workers who had more than 28 days of sickness absence due to mental health problems was conducted. Workers were categorized as having either low or high sickness presenteeism, and awareness and presence or absence of systems for return to work and duration of financial compensation were compared between groups. Results The following factors were significantly related to high sickness presenteeism based on logistic regression analyses: working for a private company (odds ratio [OR]=2.57; 95% confidence interval [CI]=1.10−5.99); recognition of a gradual resumption system (OR=3.89, 95% CI=1.02−14.81); and awareness regarding the duration of financial compensation (OR=1.04, 95% CI=1.01−1.07). Conclusions No relationship was found between mental sickness presenteeism and presence or absence of systems for return to work in our multivariate analysis; however, a relationship was apparent between sickness presenteeism and characteristics of the workers’ companies. These results are expected to contribute to research involving human resources and occupational health.

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Effectiveness of a Combined Social and Physical Environmental Intervention on Presenteeism, Absenteeism, Work Performance, and Work Engagement in Office Employees

Abstract: Although the study showed some promising results, it is not recommended to implement the current interventions.

Cited by 63 publications

References 31 publications

Sickness presenteeism determines job satisfaction via affective-motivational states

Sickness presenteeism determines job satisfaction via affective-motivational states

Effects of an Internet-Based Cognitive Behavioral Therapy Intervention on Improving Work Engagement and Other Work-Related Outcomes

Relationship between sickness presenteeism and awareness and presence or absence of systems for return to work among workers with mental health problems in Japan: an Internet‐based cross‐sectional study

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