Vignoli Michela, Guglielmi Dina, Bonfiglioli Roberta, Violante Francesco Saverio
Department of Psychology, Alma Mater Studiorum - University of Bologna, Viale Berti Pichat 5, 40127, Bologna, Italy.
Department of Education, Alma Mater Studiorum - University of Bologna, Via Filippo Re 6, 40126, Bologna, Italy.
Int Arch Occup Environ Health. 2016 Jan;89(1):23-31. doi: 10.1007/s00420-015-1048-8. Epub 2015 Mar 27.
To investigate how psychosocial factors (such as job demands and work-family conflict) produce absenteeism in the workplace, using the health impairment process of the job demands-resources model. According to this model, job demands lead to burnout (often measured with the emotional exhaustion component), which in turn could lead to outcomes (such as absenteeism). Work-family conflict (WFC) was also studied, because of contradictory results collected in the existing literature on absenteeism in the workplace, regarding the role of WFC in causing absenteeism.
Data were collected on 245 workers using both subjective (questionnaire on psychological risk factors and work-related health) and objective data (sickness leave frequency records). To test the hypothesis that job demands and WFC contribute to absenteeism in the workplace, a subsequent mediation analysis was used, which analysed both (a) the subsequent mediation of WFC and emotional exhaustion and (b) the separate roles played by the mediators proposed (WFC and emotional exhaustion).
Job demands affect absenteeism through the subsequent mediation of WFC and emotional exhaustion. In addition, emotional exhaustion mediates the relationship between job demands and absenteeism, while WFC does not.
In conclusion, subsequent mediation highlights the role of emotional exhaustion in causing absenteeism; in fact, when emotional exhaustion is included in the analysis, job demands are associated with higher levels of absenteeism. The results of this study suggest that without the concurrent contribution of emotional exhaustion, WFC does not influence absenteeism in the workplace. Our findings are useful for organizations that aim to reduce absenteeism.
运用工作需求-资源模型的健康损害过程，研究心理社会因素（如工作需求和工作-家庭冲突）如何导致职场旷工。根据该模型，工作需求会导致倦怠（通常用情感耗竭成分来衡量），进而可能导致诸如旷工等结果。还对工作-家庭冲突（WFC）进行了研究，因为现有关于职场旷工的文献中，对于WFC在导致旷工方面的作用存在相互矛盾的结果。
收集了245名员工的主观数据（心理风险因素和与工作相关健康的问卷）和客观数据（病假频率记录）。为了检验工作需求和WFC导致职场旷工的假设，采用了后续的中介分析，该分析同时考察了（a）WFC和情感耗竭的后续中介作用，以及（b）所提出的中介因素（WFC和情感耗竭）各自所起的作用。
工作需求通过WFC和情感耗竭的后续中介作用影响旷工。此外，情感耗竭在工作需求和旷工之间起中介作用，而WFC则不然。
总之，后续中介作用凸显了情感耗竭在导致旷工方面的作用；事实上，当在分析中纳入情感耗竭时，工作需求与更高水平的旷工相关。本研究结果表明，若无情感耗竭的共同作用，WFC不会影响职场旷工。我们的研究结果对旨在减少旷工的组织很有用。
