Sickness Presenteeism: Prevalence, Attendance-Pressure Factors, and an Outline of a Model for Research

Aronsson, Gunnar; Gustafsson, Klas

doi:10.1097/01.jom.0000177219.75677.17

Cited by 531 publications

(790 citation statements)

References 21 publications

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“…There appears to be greater enquiry into the working situation when the patient is reluctant to take time from work and this may be based on the GP perceived risk of presenteeism (attending work when sick) (26). While certain characteristics of the working environment can contribute to sickness absence, the responses in the current study suggest differences in the perceived potential stressors at work.…”

Section: The Workplace: Stress or Protection?contrasting

confidence: 45%

Assessing fitness for work: GPs judgment making

Foley

Thorley

Hout

2013

European Journal of General Practice

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Background:The complexity of a fi tness for work consultation is well documented. General practitioners (GPs) fi nd that such consultations often create confl ict and they feel ill-prepared for the task. Objectives: We aimed to examine the consultation process in the fi tness for work consultation and to report on the response of GPs to two hypothetical consultations of work related sickness absence, one of a psychological and one of a physical nature. Methods: Three areas of the consultation were examined; social/family circumstances, workplace history and information required assessing the severity of the condition. We used a randomized design using an online questionnaire completed by 62 GPs located in the Republic of Ireland. Analysis was conducted in NVivo 8 qualitative software using thematic and content analysis techniques. Results: GPs may be expected to collect and consider information relating to social, domestic, fi nancial, lifestyle and workplace factors, including workload, job satisfaction, job strain, work ethic, inter staff relationships and employee support mechanisms. The mode of presentation may trigger specifi c information seeking in the consultation. Conclusion:GPs may evaluate fi tness for work in a variety of ways depending on medical and non-medical factors. Further research should further examine the factors that may infl uence the GPs decision to prescribe sickness leave.

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Section: The Workplace: Stress or Protection?contrasting

confidence: 45%

Assessing fitness for work: GPs judgment making

Foley

Thorley

Hout

2013

European Journal of General Practice

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“…Most of the existing studies have focused on the associations between personality traits, organizational factors, and the behavioral manifestation of presenteeism. For example, Aronsson and Gustafsson (2005) found that difficulties in staff replacement, time pressure, insufficient work resources, and poor personal financial situation had impacts on sickness presenteeism. Furthermore, research has already shown that how employees perceive the working environment matters to the decision of attending work when ill or not (Biron, Brun, Ivers, & Cooper, 2006).…”

Section: Divergent Motives For Presenteeismmentioning

confidence: 99%

Unhealthy and present: Motives and consequences of the act of presenteeism among Taiwanese employees.

Lin

Cooper

2013

Journal of Occupational Health Psychology

107

168

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The aim of this study was twofold: first, to delineate the underlying motives of the act of presenteeism and develop suitable measures for both the motives and the behavioral manifestation of the act; second, to systematically examine work and health consequences of the act of presenteeism in a Chinese work context. Using structured questionnaires, we employed a 2-wave panel study design in which antecedents, motives, and consequences of the act of presenteeism were measured in a diverse sample of 245 full-time Chinese employees in Taiwan. Hierarchical regression analyses showed that self-efficacy and neuroticism were significantly associated with approach and avoidance motives for the act of presenteeism, respectively. Moreover, analyzing the panel data with fixed effects specifications, we found that the act of presenteeism was negatively associated with employees' physical health, mental health, and job satisfaction, whereas it was positively associated with exhaustion. In conclusion, the present study shed some light on motives, behavioral manifestations, antecedents, and consequences of the act of presenteeism to extend the existing literature.

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“…Yet when economic tenuousness is studied, it is clearly influential. For example, people who are in economically tenuous situations are more likely to engage in presenteeism when they are sick (Aronsson & Gustafsson, 2005;Aronsson, Gustafsson, & Dallner, 2000), probably because they cannot afford the lost wages. Economic tenuousness has also been linked to the concept of job insecurity (Ashford, Lee, & Bobko, 1989;Berglund, Furaker, & Vulkan, 2014;Probst, 2000).…”

Section: Overlooking Workplace Phenomena That Happen To Workersmentioning

confidence: 99%

Where Have All the “Workers” Gone? A Critical Analysis of the Unrepresentativeness of Our Samples Relative to the Labor Market in the Industrial–Organizational Psychology Literature

Bergman

Jean

2015

Ind. Organ. Psychol.

112

126

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In this article, we demonstrate that samples in the industrial and organizational (I-O) psychology literature do not reflect the labor market, overrepresenting core, salaried, managerial, professional, and executive employees while underrepresenting wage earners, low-and medium-skill first-line personnel, and contract workers. We describe how overrepresenting managers, professionals, and executives causes research about these other workers to be suspect. We describe several ways that this underrepresentation reduces the utility of the I-O literature and provide specific examples. We discuss why the I-O literature underrepresents these workers, how it contributes to the academic-practitioner gap, and what researchers can do to remedy the issue. IntroductionIt is our contention that the published industrial and organizational (I-O) psychology literature overrepresents salaried, core, managerial, professional, and executive employees and underrepresents wage earners, laborers, firstline personnel, freelancers, contract workers, and other workers outside managerial, professional, and executive positions, relative to the labor market in the United States and around the world. We further contend that this tendency is causing the organizational sciences to miss out on some important caveats to I-O theories, to misunderstand important phenomena, and to overlook phenomena that are defining experiences for many members of the labor market. In this article, we will demonstrate that workers are underrepresented in our published literature. Then, we will explain why we think this w h e r e hav e a l l t h e "wor k e r s " g on e ?85 is problematic for maximizing the utility of I-O theories and the I-O field by providing examples of critical domains in which worker experiences differ from manager, professional, and executive experiences. In the final sections of the article, we explicate some reasons why workers have been undersampled in the I-O psychology literature and make recommendations for some ways this can be remedied.At the outset, it is important to note that this critique focuses squarely on the published literature in I-O psychology. Undoubtedly, there are many organizations that employ wage earners, low-and medium-skill workers, freelancers, contract workers, and other workers with nontraditional work arrangements and include them in their internal research. Our analysis focuses on problems in the recent/current state of the literature in I-O psychology, why this might be occurring, why this matters for the advancement of the science as a whole, how this might contribute to the academic-practice gap, and what we can do about it. Are Workers Really Underrepresented in the Published I-O Psychology Literature?Our first claim is this: Published research in I-O psychology has included samples of salaried, core, highly educated, highly skilled, managerial, professional, and executive employees at a disproportionally high rate and at the expense of other employees, including but not limited to wage earners, lowand mediu...

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Sickness Presenteeism: Prevalence, Attendance-Pressure Factors, and an Outline of a Model for Research

Abstract: The study has identified different types of determinants of sickness presence. Under the assumption that there is a connection between high sickness presence and risk for future ill health, the results may provide assistance in the formulation of preventive measures.

Cited by 531 publications

References 21 publications

Assessing fitness for work: GPs judgment making

Assessing fitness for work: GPs judgment making

Unhealthy and present: Motives and consequences of the act of presenteeism among Taiwanese employees.

Where Have All the “Workers” Gone? A Critical Analysis of the Unrepresentativeness of Our Samples Relative to the Labor Market in the Industrial–Organizational Psychology Literature

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