How psychological stress in the workplace influences presenteeism propensity: A test of the Demand–Control–Support model

Abstract

The aim of this study is to examine the influence of the sources of psychological stress at work assumed by the Demand-Control-Support (DCS) model on presenteeism propensity. Research propositions are derived from the dynamic version of the Demand-Control model, to which we added the dimension of social support, which is part of the DCS model. Data were obtained from a large representative sample consisting of 1609 public and private sector workers living in the Canadian province of Que´bec, who responded to a questionnaire, administered using computer-assisted interviewing over a 3-month period in 2007-2008. The results indicate that the combination of low decision authority and high supervisor's support attenuates the positive relationship between job demands and presenteeism propensity within a 10-year time frame of exposure to a new job.

Workplace bullying and sickness presenteeism: cross-sectional and prospective associations in a 2-year follow-up study

“…We additionally controlled for job strain (Notelaers et al 2012;Jourdain and Vézina 2014), which we assessed using the scales for quantitative job demands (four items, Cronbach α = 0.81) and influence at work (four items, Cronbach α = 0.78) from the Copenhagen Psychosocial Questionnaire (Kristensen et al 2005). In order to maximize exposure contrast (e.g.…”

“…Earlier studies have identified a number of characteristics, both personal and work related, linked to an increased risk of attending work while ill (Aronsson and Gustafsson 2005). In particular, among features of the work environment, a number of work-related psychosocial factors have been found in association with SP, including high job demands (Aronsson and Gustafsson 2005;Biron et al 2006;Claes 2011;Deery et al 2014;Demerouti et al 2009;Elstad and Vabø 2008;Gosselin et al 2013;Hansen and Andersen 2008;Jourdain and Vézina 2014), job insecurity (Hansen and Andersen 2008;Heponiemi et al 2010;Johns 2011), low job control (Aronsson and Gustafsson 2005;Gosselin et al 2013;Leineweber et al 2011), role conflict (Aronsson and Gustafsson 2005;Biron et al 2006), poor social support (Gosselin et al 2013;Hansen and Andersen 2008;Leineweber et al 2011), inadequate leadership (Leineweber et al 2011;Nyberg et al 2008) and work-to-family conflict (Hansen and Andersen 2008;Johns 2011).…”

Supervisor support, role ambiguity and productivity associated with presenteeism: A longitudinal study

“…This is particularly unfortunate given the prevalence of presenteeism in contemporary organizations (Aronsson & Gustafsson, 2005;Gosselin, Lemyre, & Corneil, 2013;Jourdain & Vézina, 2014).…”

“…For the former, the focus of research is to identify factors (e.g., job demands, social pressure, job insecurity) that may influence the act of presenteeism (e.g., Aronsson et al, 2000, Demerouti et al, 2009, Jourdain & Vézina, 2014. Presenteeism is assumed to always have negative consequences thus needs to be reduced -if not eliminated.…”

Sickness presence, sick leave and adjustment latitude

“…One hundred and eighteen respondents (13.1%) repo r ted 0 days of sick leave and 0 days of sickness presence during the previous year. Individuals who had not experienced any health complaints, leading to either sickness presence or sickness absence, would not contribute any relevant information on their propensity to presenteeism or absenteeism [7,14]. Therefore, the analysis was restricted to the 781 employees who reported at least 1 day of sick leave or 1 day of sickness presence during the previous year.…”