Health-Related Quality of Life, Psychosocial Work Conditions, and Absenteeism in an Industrial Sample of Blue- and White-Collar Employees: A Comparison of Potential Predictors

Hanebuth, Dirk; Meinel, Michael; Fischer, Joachim E.

doi:10.1097/01.jom.0000195319.24750.f8

Cited by 73 publications

(65 citation statements)

References 56 publications

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“…It indicates, by definition, temporary work disability due to the illness of an employee. In addition to temporary illness, chronic diseases and poor perceived health are reflected in higher absence rates (1)(2)(3)(4), and high long-term absence predicts permanent work disability and death (5)(6)(7). Earlier studies also show that past absence is an independent predictor of future absence (8).…”

mentioning

confidence: 80%

“…There is also evidence that favorable changes in job control, job demands, and social support reduce the risk (16). 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: 97%

“…Physical workload and a physically demanding job increase the risk of sickness absence (12,13), as do adverse physical work conditions (2). A large body of research suggests associations between psychosocial work conditions and sickness absence.…”

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confidence: 99%

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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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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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“…As a consequence, reducing exposure to adverse conditions at work is likely to have a positive and productive impact on the physical and mental health-related quality of life (HRQL) of working populations 3) . For this reason, HRQL has also been used as an outcome in studies of working populations 4) . The Whitehall II Study, for instance, found that employment grade was inversely related to decline in HRQL in a short follow-up period, with lower grades experiencing greater deteriorations than higher grades 5) .…”

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confidence: 99%

Adverse Psychosocial Working Conditions and Poor Quality of Life among Financial Service Employees in Brazil

Silva

Barreto

2012

Journal of Occupational Health

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Adverse Psychosocial Working Conditions and Poor Quality of Life among Financial Service Employees in Brazil: Luiz Sergio SILVA, et al. School of Medicine, Preventive Medicine, Universidade Federal de Minas Gerais, Brazil— Objectives Workers in the financial services sector are exposed to great stress at work. This study investigates whether exposure to adverse psychosocial work conditions is independently associated with poor health‐related physical and mental quality of life among financial services workers. Methods We studied a nationwide representative sample of 2,054 workers of a large Brazilian state bank in 2008. Adverse psychosocial work conditions were investigated by the Effort‐reward imbalance (ERI) scale and the Job content questionnaire (JCQ). Health‐related quality of life (HRQL) was assessed using the Medical Outcomes Study Short‐Form General Health Survey (SF‐12). Poor mental and physical HRQL was defined by the lowest quartiles of the SF‐12 final score distributions. Associations were investigated using multiple logistic regression analysis. Results In the multivariate analysis, exposures to low control and lack of social support at work (JCQ) were associated with poor HRQL in the physical domain. Increasing effort‐reward imbalance and overcommitment (ERI), on the other hand, were associated with poor HRQL in the mental domain, with a significant statistical trend. Overcommitment was also associated with poor physical HRQL. Conclusion The results suggest that exposure to adverse psychosocial work conditions has a negative impact on both domains of HRQL among financial service workers. They also indicate that ERI and DC models capture different aspects of job strain.

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“…Tienen mayores índices de absentismo - 36 Reportan mayores índices de agotamiento -(vital exhaustion) Algunos autores 40 hablan también de un patrón de conducta Tipo F (en alusión a la f de "femenino" y de "fibromialgia"), para describir un conjunto de rasgos obsesivos, perfeccionistas y auto-exigentes que se expresan como forma de regular la autoestima en entornos donde existe falta de feedback, de retroalimentación sobre el desempeño de la tarea de forma contingente con el esfuerzo realizado para llevarla a cabo. Este patrón se caracterizaría además por una tendencia a la complacencia hacia los demás, evitación de los conflictos interpersonales y manejo inadecuado de la agresividad, predominando en mujeres que padecen síndromes dolorosos crónicos tales como la fibromialgia.…”

Section: Personalidad Y Patrones De Conductaunclassified

El paciente que padece un trastorno de personalidad en el trabajo

2010

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Health-Related Quality of Life, Psychosocial Work Conditions, and Absenteeism in an Industrial Sample of Blue- and White-Collar Employees: A Comparison of Potential Predictors

Cited by 73 publications

References 56 publications

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

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

Adverse Psychosocial Working Conditions and Poor Quality of Life among Financial Service Employees in Brazil

El paciente que padece un trastorno de personalidad en el trabajo

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