Presenteeism in academic employees—occupational and individual factors

Abstract

The findings of this study indicate that presenteeism is commonplace in UK colleges and universities. Some of the features of the job that might encourage employees to work while sick are highlighted, whereas engagement in work was an additional risk factor.

Sickness presenteeism at work: prevalence, costs and management

“…Robust attendance management policies that operate trigger-point systems (where employees may lose pay, be subjected to disciplinary action, or even dismissed after a threshold level of absence is reached) are common causes of working during sickness, especially for people with chronic conditions 23,17. Organisations frequently use absence as a key performance indicator 4 which can discourage people from taking sick leave in order to enhance their promotion prospects and increase the likelihood of continued employment. Features of work, such as high demands, heavy workloads, time pressure, shift-work and long working hours, are also key predictors of presenteeism 24,25,17 . People with low job control, particularly those who are less able to modify their work and delegate to others, also typically report working while sick more frequently 11.…”

“…Positive orientations towards work, such as intrinsic motivation, organisational commitment and feelings of fulfilment and satisfaction, can encourage sickness presenteeism 17 . Feelings of self-efficacy have also been identified as an important predictor of continuing to attend work during periods of ill health in people with chronic illness 25. A recent study of more than 6,000 academic employees in UK universities found that engagement (comprising vigour and dedication to work) was one of the strongest predictors of working while sick during the previous year (along with work demands and lack of support) 25 .…”

“…Feelings of self-efficacy have also been identified as an important predictor of continuing to attend work during periods of ill health in people with chronic illness 25. A recent study of more than 6,000 academic employees in UK universities found that engagement (comprising vigour and dedication to work) was one of the strongest predictors of working while sick during the previous year (along with work demands and lack of support) 25 . Job satisfaction is beneficial for health and can enhance recovery processes, but the long-term risks of over-commitment and a reluctance to disengage from work have also been identified 26 .…”

“…Insight was also provided into the perceived legitimacy of different complaints as a reason for doctors to take sick leave. Findings showed that fatigue, even if extreme, would hours, high demands, low support and lack of sickness cover, is also required using valid risk assessment procedures such as the UK Management Standards approach 25,49 . There is evidence that increasing opportunities for flexible working may reduce presenteeism, especially for people with long-term conditions 50 .…”

“…This scale could be supplemented by openended questions that seek to identify the reasons why people work while sick. A preventative approach should also identify the structural factors that can underpin presenteeism discussed above, such as long working hours, high demands, low support and lack of sickness cover, using valid risk assessment procedures such as the UK Management Standards approach25,49 .There is evidence that providing opportunities for flexible working may reduce presenteeism, especially for people with long-term conditions 50 . The findings of a nested study of employees with rheumatoid arthritis support this view, as those who could selfschedule their working hours reported lower presenteeism and less activity impairment 51 .Flexible working arrangements enable an increasing number of people to work from home…”