Employee Sources of Stress and Their Associations With Absenteeism

Jenkins, Kristi Rahrig; Stiehl, Emily; Bales, Susan; Sherman, Bruce

doi:10.1097/jom.0000000000002546

Cited by 3 publications

(3 citation statements)

References 38 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Most other studies have examined mental well-being as unidimensional, rather than multidimensional 13 . Second, this study 3 contributes to the literature by examining a specific type of absenteeism, SRIRA specific to mental illness, rather than as general absenteeism 16 . This study provides initial evidence that different dimensions of well-being can have varied effects on an employee’s choice to take work off due to mental health reasons.…”

Section: Discussionmentioning

confidence: 83%

“…Our third hypothesis, social well-being being negatively associated with SRIRA, was not confirmed. This was surprising given previous research identifying similar constructs and their relationship to absenteeism 3,31,38 . Future research could examine this relationship with an additional social well-being measure to assess whether this was a measurement issue or whether social well-being does indeed have a different relationship with absenteeism compared with other constructs of social well-being.…”

Section: Discussionmentioning

confidence: 90%

“…For example, absenteeism may increase unnecessary company costs 1 . Job absenteeism is generally seen as “any failure by an employee to report for work as scheduled or to stay at work when scheduled.” 2 (p525) A review of the literature suggests a strong correlation between absenteeism and negative workplace outcomes such as turnover and productivity 3 . A specific subtype of absenteeism is self-reported illness-related absenteeism (SRIRA) where an employee misses work because of physical- and/or mental-related illness.…”

mentioning

confidence: 99%

See 2 more Smart Citations

Greater Emotional and Psychological Well-being Are Associated With Reduced Employee Self-report Illness-Related Absenteeism

Fannin,

Hooley,

Nelson

2024

J Occup Environ Med

View full text Add to dashboard Cite

OBJECTIVE The purpose of this study is to determine the relationship that emotional, psychological, and social well-being has with self-reported illness-related absenteeism (SRIRA). METHODS This study examines the relationship between three dimensions of well-being (emotional, psychological, and social) and self-report illness-related absenteeism among 133 workers spanning multiple industries across 16 different companies. This secondary, cross-sectional data were analyzed using multiple linear regression. RESULTS As hypothesized, emotional and psychological well-being were found to be negatively associated with absenteeism, with emotional well-being being the stronger predictor. Contrary to our hypothesis, we found social well-being was not associated with absenteeism among workers. CONCLUSIONS Employee emotional and psychological well-being are associated with SRIRA. Future work should explore causal relationships between these constructs.

show abstract

Section: Discussionmentioning

confidence: 83%

Section: Discussionmentioning

confidence: 90%

mentioning

confidence: 99%

See 1 more Smart Citation

Greater Emotional and Psychological Well-being Are Associated With Reduced Employee Self-report Illness-Related Absenteeism

Fannin,

Hooley,

Nelson

2024

J Occup Environ Med

View full text Add to dashboard Cite

show abstract

Evaluation of Salaries and Their Factors in Lithuania

Subačienė

Bruzdeilynaitė

2022

BATP

View full text Add to dashboard Cite

Salaries and wages are widely analysed in legal, economic and social dimensions. Remuneration reflect many aspects, therefore, they play a significant role for the individual, for whom it is often the main source of livelihood, for the company, for which the compensation of the employee's work is both business expenses and elements of business execution, and for the state, which directly influences wages through its regulatory mechanisms and for which the amount of salary is an important indicator of society's standard of living. The purpose of the study is to evaluate the salaries forms and systems applied in Lithuanian companies and the factors affecting them. To achieve the goal, the methods of scientific literature analysis, information grouping, systematization, and generalization were applied. A questionnaire survey was conducted in Lithuania in order to assess the forms and systems of salaries and the factors affecting them. The results of the study show that internal factors have the greatest influence on wages. External factors of greatest impact are the salary level in the region/country, labour market conditions, and the impact of the government. In Lithuanian companies, the time based form of salaries is most widely used, the unit based form is used in 19%, and the mixed form - in 26% of all companies. The research results show that the trends in the development of salaries’ systems are aimed at developing the employee's individual abilities, promoting his motivation to achieve both personal and company results, compensation for the work performed on different forms, with the purpose to achieve maximum definiteness, clarity and objectivity of the systems.

show abstract

Impact of Human Resource Management Practice and Employees’ Behavioural Outcomes in the Saudi Arabian Manufacturing Sector

Alismail¹

2023

Design, Construction, Maintenance

View full text Add to dashboard Cite

The significance of Human Resource (HR) practices in enlightening employee attitudes, such as work satisfaction, organizational commitment and job engagement, have been widely researched in the industrial and organizational psychology literature. However, the research has not uncovered contradicting findings about the connections between employee positive and negative behavioural outcomes in the case of organizational change. This research analyzes the impact of human resources management on employee’s behavioural outcomes of organizational change with variables such as organizational commitments, job performance, absenteeism, turnover of employees, employee productivity and workplace bullying in the Saudi Arabia manufacturing sector (e.g. power generation, telecommunications, natural gas exploration, and petrochemical sectors). It is widely acknowledged that the influence of HRM practices may produce a comparative advantage in the performance of organizations with the well-being of the employees. To find the relationship between the variables, the study incorporates descriptive research methodologies and quantitative analysis of a valid questionnaire is performed utilizing stratified and simple, random samples by HR managers and employees. For data interpretation, a questionnaire of self-administered data was collected from a sample of 300 in Saudi Arabia. Employee behavioural outcomes of HRM practices have a significant and positive relationship between Organizational Commitment, Job Performance, Absenteeism, and Employee Productivity. A negative direct relationship is found between employees’ negative behaviour regarding the use of workplace bullying and employee turnover. The instrument’s internal reliability was established to be 0.793. Followed by inferential evaluations, a significance-level T-Test assessment for the benefit of the manufacturing sector evaluates the Hypothesis Test for HRM practice. The study has some limitations. Although data were collected from various sectors in Saudi Arabia, the findings of the study have limited generalizability. Future studies could extend the analysis to include other workplaces. This is the study of the factors affecting the organizational change of employees’ positive and negative behaviour outcomes which impact organisational growth and employee wellbeing. This study will contribute to the development of the Saudi Arabian power generation, telecommunications, natural gas exploration, and petrochemical sectors sector, which may lead to maintaining this sector work effectively that will have a positive impact on the economy of Saudi society.

show abstract

Employee Sources of Stress and Their Associations With Absenteeism

Cited by 3 publications

References 38 publications

Greater Emotional and Psychological Well-being Are Associated With Reduced Employee Self-report Illness-Related Absenteeism

Greater Emotional and Psychological Well-being Are Associated With Reduced Employee Self-report Illness-Related Absenteeism

Evaluation of Salaries and Their Factors in Lithuania

Impact of Human Resource Management Practice and Employees’ Behavioural Outcomes in the Saudi Arabian Manufacturing Sector

Contact Info

Product

Resources

About