Hoxsey Dann
University of Victoria.
Can Public Adm. 2010;53(4):551-71. doi: 10.1111/j.1754-7121.2010.00148.x.
In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors.
2007年，开展了一项调查以衡量不列颠哥伦比亚省公务员的工作投入程度。遵循赫斯克特等人（1994年、2002年）的“服务利润链”模型，政府主要关注的是不断上升的人员流失率及其对服务提供的影响。从本质上讲，该模型表明，工作投入度更高的员工对工作更投入，更有可能留在公务员系统内，而这最终会带来更好的客户服务。在旷工和工作满意度这两个共同主题下，本研究使用一种投入度的结构（即工作满意度）来测试不同程度的投入度是否会对员工的病假时长（旷工）产生任何影响。具体而言，作者研究了病假时长与个人投入度水平之间是否存在任何关联，并提出存在一种反向的负相关关系：随着工作投入度的提高，病假时长会减少。检验那句古老的格言“快乐的员工是健康的员工”，本研究表明，尽管工作投入度更高的员工可能病假用时更少，但高度投入的员工与未投入的员工在病假用时上的差异相当微小，而且一系列其他（通常缺失的）因素进一步混淆了这种相关性。
