The joint effects of noise, job complexity, and gender on employee sickness absence: An exploratory study across 21 organizations — the CORDIS study

Fried, Yitzhak; Melamed, Samuel; Ben‐David, Haim Ailan

doi:10.1348/09631790260098181

Cited by 67 publications

(43 citation statements)

References 30 publications

(52 reference statements)

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…For example, Fried et al (2002) found a three-way interaction-effect of noise, job complexity, and gender on sickness absence supporting the idea that a job environment characterized by noise and job complexity is detrimental to employees' health; and that women compared to men are more likely respond to these stressors by taking sick leave. The authors interpreted women's behavior as preventive health behavior, and discussed the detrimental effects of men's behavior for sickness absence on the long run.…”

Section: Indirect Gender Effects: Gender-bias In Diagnostics Common mentioning

confidence: 68%

See 1 more Smart Citation

Sickness absence: A gender-focused review

Bekker

Rutte

Rijswijk³

2009

Psychology, Health & Medicine

101

View full text Add to dashboard Cite

Women compared with men are generally considered to have higher sickness absence rates. Also determinants of sickness absent may differ between the sexes, a relevant area of knowledge for organizations that want to fine-tune particular measures to particular determinants. The present article offers a review of the literature regarding the relationships between sickness absence and gender. Various explanations mentioned in the literature are discussed using a classification derived from the Multi-Facet Gender and Health Model. Women compared to men seem indeed more frequently absent at work but this depends on countries, age - and professional groups, and seems restricted to short-term absence. Main conclusions with respect to future research concern the desirability of context-sensitive research and the usefulness of short-term versus long-term absenteeism as an outcome variable. Additionally, we recommend to further investigate the effects of organizational and psychosocial gender-related work characteristics, gender-bias in diagnostics and treatment, as well as gender differences in specific person-related factors interacting with gender differences in work-related daily life factors.

show abstract

Section: Indirect Gender Effects: Gender-bias In Diagnostics Common mentioning

confidence: 68%

“…Moreover, the available literature suggests that absence behavior is influenced most strongly by factor combinations or interactions (see also Fried, Melamed & Ben-David, 2002;Johns, 1997).…”

Section: Introductionmentioning

confidence: 99%

Sickness absence: A gender-focused review

Bekker

Rutte

Rijswijk³

2009

Psychology, Health & Medicine

101

View full text Add to dashboard Cite

show abstract

“…Gender may also affect attitudes and performance (e.g. Fried, Melamed, & Ben-David, 2002;Melamed, Fried, & Froom, 2001). For example, women and men at work are likely to have different levels of work-family conflict (Greenhaus & Parasuraman, 1999;Powell & Greenhaus, 2010), which may differentially affect their satisfaction, emotional exhaustion, and performance.…”

Section: Methodsmentioning

confidence: 99%

Evidence for the need to distinguish between self-initiated and organizationally imposed overload in studies of work stress

2016

Self Cite

View full text Add to dashboard Cite

This study attempts to enhance our understanding of the inconsistencies reported in the literature concerning the relationship between work overload and work outcomes. We tested the proposition that work overload should be divided into two constructs based on its source: self-initiated overload (SIO), and organization-imposed overload (OIO). Based on the work stress and job crafting literatures, we expected that SIO and OIO would tend to relate differentially to the work outcomes of job satisfaction, emotional exhaustion, work-family conflict, job performance, and helping organizational citizenship behaviours. A study was conducted using three samples, the first consisting of full-time employed students in three countries (N = 116), the second consisting of the nursing staffs of six private hospitals in Switzerland, and the third consisting of 161 middle managersupervisor dyads in Switzerland. Two different measures of SIO and OIO were used. SIO was found to have a more beneficial relationship with the work outcomes than OIO, general supporting our hypothesis. Theoretical and practical implications are discussed. ARTICLE HISTORY

show abstract

“…This remains the case, even when absence is controlled for lines of business, functional specialty, organization size, geographical area, age and children (Danish Ministry of Employment 2003a). One explanation might be that women seem to focus more on their general condition, and to consult health services more often, and thus are more absent in order to fight symptoms caused by a demanding job situation (Fried et al 2002). Besides, the number of young children in the family seems to have considerable influence on women's absence (Leigh 1983).…”

Section: Gendermentioning

confidence: 99%

Past absence as a predictor of present absence: the case of a large Danish municipality

Løkke

2013

The International Journal of Human Resource Management

View full text Add to dashboard Cite

This article investigates whether past absence behaviour is a predictor of present absence duration in a large Danish municipality with 17,499 individuals observed from 1996 to 2004. Past absence behaviour is measured in both absence days and absence spells. The article also investigates a number of confounders such as gender, age, seniority, wage, contracted number of work hours and season. The results of the empirical study show that there is a significant positive relationship between employees' absence duration and past absence spells and past absence days, respectively. The study thus confirms that past days and past spells have an equal potential of predicting present absent. Past absence behaviour can thus be used as an early warning for managers. The study also confirms that personal characteristics such as age and seniority also influence absence duration. Moreover, job characteristics such as wage and contracted number of work hours also influence absence duration. Finally, the season of the year seems to influence absence duration.

show abstract

The joint effects of noise, job complexity, and gender on employee sickness absence: An exploratory study across 21 organizations — the CORDIS study

Cited by 67 publications

References 30 publications

Sickness absence: A gender-focused review

Sickness absence: A gender-focused review

Evidence for the need to distinguish between self-initiated and organizationally imposed overload in studies of work stress

Past absence as a predictor of present absence: the case of a large Danish municipality

Contact Info

Product

Resources

About