ArboNed Occupational Health Services, PO Box 158, 8000 AD Zwolle, The Netherlands.
Int J Nurs Stud. 2010 May;47(5):569-76. doi: 10.1016/j.ijnurstu.2009.10.002. Epub 2009 Nov 11.
Most research on sickness absence among nurses has focused on long-term work disability. Absence from work due to short-term sickness, however, is more common and frequent short absences result in understaffing and increased workload of nursing teams.
To investigate health and work factors in relation to the frequency of short-term sickness absence among nurses.
A cross-sectional study linking self-reported health and work factors to the frequency of registered sickness absence episodes in the preceding 3 years.
A regional hospital in the Dutch province Friesland employing 1153 persons.
459 female nurses working at least 3 years in the clinical wards (n=337) or the outpatient clinic (n=122) of the hospital.
Perceived general health, mental health, demand/control (DC) ratio, workplace social support, effort/reward (ER) ratio, and over-commitment (i.e. the inability to withdraw from work obligations) were assessed by a self-administered questionnaire. The associations between the questionnaire results and the registered number of sickness absence episodes were analysed by negative binomial regression analysis, distinguishing between short (1-7 days) and long (>7 days) sickness absence episodes and controlling for age, hours worked, and duration of employment.
328 (71%) female nurses completed their questionnaires and of these 291 were eligible for analysis. High frequent absentees perceived poorer health, had lower over-commitment scores, and reported higher ER-ratios than low frequent absentees. Esteem rewards were related to sickness absence whereas monetary rewards were not. Feeling respect from the supervisor was associated with fewer short sickness absence episodes and respect from co-workers was associated with fewer long sickness absence episodes.
Effort-reward imbalance was associated with frequent short sickness absence episodes among nurses. Work efforts and rewards ought to be potentially considered when managing nurses who are frequently absent from work as these factors can be dealt with by managers.
大多数关于护士病假的研究都集中在长期工作残疾上。然而，由于短期疾病而缺勤更为常见，且频繁的短期缺勤会导致人手不足和护理团队工作量增加。
调查与护士短期病假频率相关的健康和工作因素。
将自我报告的健康和工作因素与前 3 年登记的病假缺勤频率联系起来的横断面研究。
荷兰弗里斯兰省的一家地区医院，雇用了 1153 人。
在医院的临床病房（n=337）或门诊（n=122）工作至少 3 年的 459 名女性护士。
通过自我管理问卷评估感知的一般健康、心理健康、需求/控制（DC）比、工作场所社会支持、努力/回报（ER）比和过度投入（即无法从工作义务中解脱出来）。通过负二项回归分析，区分短期（1-7 天）和长期（>7 天）病假缺勤，并控制年龄、工作时间和就业时间，分析问卷结果与登记的病假缺勤次数之间的关联。
328 名（71%）女性护士完成了他们的问卷，其中 291 名符合分析条件。高频缺勤者感知健康状况较差，过度投入得分较低，ER 比报告较高。自尊奖励与病假缺勤有关，而金钱奖励则没有。从主管那里得到尊重与较少的短期病假缺勤有关，而从同事那里得到尊重则与较少的长期病假缺勤有关。
护士的努力-回报失衡与频繁的短期病假缺勤有关。在管理经常缺勤的护士时，应考虑工作投入和回报，因为这些因素可以由管理人员处理。
