Stanford Presenteeism Scale: Health Status and Employee Productivity

Koopman, Cheryl; Pelletier, Kenneth R.; Murray, James F.; Sharda, Claire; Berger, Marc L.; Turpin, Robin S.; Hackleman, Paul; Gibson, Pamela Reed; Holmes, Danielle M.; Bendel, Talor

doi:10.1097/00043764-200201000-00004

Cited by 555 publications

(523 citation statements)

References 27 publications

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“…Cutback days have also been refined to include adjustments for perceived quantity and quality of work (10). Other presenteeism measures assess interference in specific work tasks such as concentration and interacting with colleagues and customers (11,12).…”

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Common Mental Disorders in the Workforce: Recent Findings from Descriptive and Social Epidemiology

2006

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Objective: To review the recent descriptive and social epidemiology of common mental disorders in the workplace, including prevalence, participation, work disability, and impact of quality of work, as well as to discuss the implications for identifying targets for clinical and preventive interventions. Method:We conducted a structured review of epidemiologic studies in community settings (that is, in the general population or in workplaces). Evidence was restricted to the peer-reviewed, published, English-language literature up to the end of June 2005. We further restricted evidence to studies that used recent classification systems; then, if evidence was insufficient, we reviewed studies that used standardized psychiatric screening scales. To distinguish this article from recent reviews of health and work quality, we focused on new areas of investigation and new evidence for established areas of investigation: underemployment, organizational justice, job control and demand, effort-reward imbalance, and atypical (nonpermanent) employment.Results: Depression and simple phobia were found to be the most prevalent disorders in the working population. The limited data on rates of participation suggested higher participation among people with depression, simple phobia, social phobia, and generalized anxiety disorder. Depression and anxiety were more consistently associated with "presenteeism" (that is, lost productivity while at work) than with absenteeism, whether this was measured by cutback days or by direct questionnaires. Seven longitudinal studies, with an average sample size of 6264, showed a strong association between aspects of low job quality and incident depression and anxiety. There was some evidence that atypical work was associated with poorer mental health, although the findings for fixed-term work were mixed. Conclusions:Mental health risk reduction in the workplace is an important complement to clinical interventions for reducing the current and future burden of depression and anxiety in the workplace. (Can J Psychiatry 2006;51:63-75) Information on funding and support and author affiliations appears at the end of the article. Clinical Implications· The effect of depression and anxiety on work ability is significant, and maintaining capacity and productivity in the work role is an important goal of clinical treatment. · Quality of work in terms of control and demand, effort-reward imbalance, and organizational justice is a critical social influence on mental health and offers opportunities for mental health promotion and early intervention. · Identifying subpopulations in the workforce that may be at increased risk for depression and anxiety is an important area of future research both to inform early intervention and to encourage access to appropriate treatment. Limitations· Most population-based psychiatric surveys used crude measures of work disability. · Studies on the association of work quality and mental health all relied on screening instruments to assess psychiatric status; thus, these fin...

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Common Mental Disorders in the Workforce: Recent Findings from Descriptive and Social Epidemiology

2006

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“…This represents an important concept for health promotion activities in occupational health. Therefore, measurement tools of presenteeism are required in Japan.The 13-item Stanford Presenteeism Scale (SPS) was developed in the United States in 2004 4,5) and was designed to determine presenteeism due to a specific health condition over a 4-week period. SPS comprises 4 modules: a) selection of all health conditions and a single primary health condition (PHC) of a worker from a health condition list; b) degree of presenteeism due to the PHC (Work Impairment Score [WIS]); c) effect of the PHC on work output (Work Output Score [WOS]), a single visual analog scale, global assessment that asks the respondent what percentage he/she was able to perform effectively, given their PHC; and d) hours of absenteeism due to the PHC.…”

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Reliability and Validity of the Japanese Version of the Stanford Presenteeism Scale in Female Employees at 2 Japanese Enterprises

Yamashita

Arakida

2008

Journal of Occupational Health

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Recent studies have suggested "presenteeism" is a situation often experienced by workers, and it is estimated to be the cause of a large amounts of economic loss for enterprises 1,2) . We defined presenteeism as "a self-rated measurable loss of work performance due to health problems in the workplace" in a previous investigation 3) . This represents an important concept for health promotion activities in occupational health. Therefore, measurement tools of presenteeism are required in Japan.The 13-item Stanford Presenteeism Scale (SPS) was developed in the United States in 2004 4,5) and was designed to determine presenteeism due to a specific health condition over a 4-week period. SPS comprises 4 modules: a) selection of all health conditions and a single primary health condition (PHC) of a worker from a health condition list; b) degree of presenteeism due to the PHC (Work Impairment Score [WIS]); c) effect of the PHC on work output (Work Output Score [WOS]), a single visual analog scale, global assessment that asks the respondent what percentage he/she was able to perform effectively, given their PHC; and d) hours of absenteeism due to the PHC. WIS measures decline in work performance due to the PHC-presenteeism-in a variety of situations and comprises ten questions scored with a five-point Likert scale, ranging from "always" to "never". WIS, including cognitive, emotional, and behavioral aspects, is able to measure presenteeism among not only production-based workers but also knowledge-based workers. The raw WIS is converted to a 100-point scale, with higher scores indicating a higher level of presenteeism and a lower level of work performance. A previous study by Turpin et al. 4) identified two underlying factors of WIS, "completing work" and "avoiding distraction". Furthermore they found factor loading varied from knowledge-based jobs to production-based jobs. From these applicable and practical features of the SPS, it might be a useful measurement tool of presenteeism for Japanese workers. Therefore, the objective of the present study was to investigate the reliability and validity of the Japanese version of the SPS. Subjects and MethodsApproval for this study was granted by the ethics committees of Osaka University. This study was conducted in 2 surveys. In the first survey, the objective was to examine internal consistency and validity in a sample of female employees in enterprise A. A questionnaire was distributed in June 2006 to 520 female employees affiliated with a trade-union, and 501 responses were obtained (response rate, 96.3%). From these respondents, 359 eligible employees were selected for analysis. Inclusion criteria were presence of some health conditions and answers to all 10 items of the WIS. Numbers of subjects aged 20-29, 30-39, 40-49, and 50+ yr were 56 (15.6%), 90 (25.1%), 89 (24.8%) and 124 (34.5%), respectively. Employment statuses were fulltime work 187 (52.1%) and part-time work 172 (47.9%). Full-time employees were comparatively younger than part-time employees. The percentages of ...

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“…The Stanford Presenteeism Scale [40] measures an employee's ability to concentrate and accomplish work despite health problems. This measure of workplace presenteeism comprises of 6 items that are summed to produce a total presenteeism score.…”

Section: Hfns Beliefs and Behaviour Scale Is Included In A Supplementmentioning

confidence: 99%

“…duration and spells) [9,40], including the duration of absence spells and leaving work early or arriving late.…”

Section: Hfns Beliefs and Behaviour Scale Is Included In A Supplementmentioning

confidence: 99%

Study protocol of a multicentre randomised controlled trial of self-help cognitive behaviour therapy for working women with menopausal symptoms (MENOS@Work)

et al. 2016

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(2016) Study protocol of a multicentre randomised controlled trial of self-help cognitive behaviour therapy for working women with menopausal symptoms (MENOS@Work). Maturitas, 92 . pp. 186-192. ISSN 1873-4111 Access from the University of Nottingham repository: http://eprints.nottingham.ac.uk/36182/1/Griffiths%20-%20RCT%20Protocol%20Revised %202016.pdf The version presented here may differ from the published version or from the version of record. If you wish to cite this item you are advised to consult the publisher's version. Please see the repository url above for details on accessing the published version and note that access may require a subscription.

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Stanford Presenteeism Scale: Health Status and Employee Productivity

Cited by 555 publications

References 27 publications

Common Mental Disorders in the Workforce: Recent Findings from Descriptive and Social Epidemiology

Common Mental Disorders in the Workforce: Recent Findings from Descriptive and Social Epidemiology

Reliability and Validity of the Japanese Version of the Stanford Presenteeism Scale in Female Employees at 2 Japanese Enterprises

Study protocol of a multicentre randomised controlled trial of self-help cognitive behaviour therapy for working women with menopausal symptoms (MENOS@Work)

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