Daniel Schneider, MS, is Research Fellow, Department of Health Care Management, Hamburg Center for Health Economics, University of Hamburg, Hamburg, Germany. Vera Winter, PhD, is Associate Professor, Department of Political Science and Public Management, University of Southern Denmark, Odense, Denmark. Jonas Schreyögg, PhD, is Professor, Department of Health Care Management, and Director of the Hamburg Center for Health Economics, University of Hamburg, Hamburg, Germany. E-mail:
Health Care Manage Rev. 2018 Oct/Dec;43(4):338-347. doi: 10.1097/HMR.0000000000000157.
The concept of presenteeism, that is, employees coming to work despite being sick, has recently received more attention in the literature. Presenteeism not only threatens employees' health but also substantially drains productivity and drives considerable costs. When they are sick, employees have the choice of whether to go to work or to stay at home. Therefore, determinants of (sickness) absenteeism and presenteeism should be examined simultaneously. Nursing homes are faced with a particularly high prevalence of both absenteeism and presenteeism and are therefore a relevant object of investigation.
The aim of our study is to analyze the effect of job demands and job resources on absenteeism, presenteeism, and the tendency to choose one behavior (being absent or being present in times of sickness) rather than the other over the last 12 months. To do so, we identify the determinants of absenteeism and/or presenteeism behavior based on theory and existing research about absenteeism, presenteeism, and job demands and job resources. After our empirical analysis, we provide explanations for our findings and offer practical suggestions for how to decrease the frequencies of absenteeism and presenteeism.
In this study, a sample of 212 nurses from German nursing homes was used for an ordinal logistic regression analysis.
Our results show that role overload significantly increases the frequencies of both absenteeism and presenteeism. A good team climate decreases absenteeism and increases the tendency to choose presenteeism rather than absenteeism, whereas strategic training and development opportunities decrease presenteeism and increase the tendency to choose absenteeism rather than presenteeism.
目前，越来越多的文献开始关注员工带病上班的现象，即 Presenteeism。这种现象不仅威胁员工的健康，还会大幅降低生产力，并造成巨大的成本损失。当员工生病时，他们可以选择是否上班。因此，（病假）旷工和出勤主义的决定因素应该同时进行检查。疗养院缺勤和出勤主义的发生率都特别高，因此是一个相关的研究对象。
我们的研究目的是分析工作需求和工作资源对过去 12 个月内旷工、出勤主义和选择一种行为（病假时缺勤或出勤）而不是另一种行为的倾向的影响。为此，我们根据关于旷工、出勤主义和工作需求与工作资源的理论和现有研究，确定旷工和/或出勤主义行为的决定因素。在我们的实证分析之后，我们为我们的发现提供了解释，并为如何减少旷工和出勤主义的频率提供了实际建议。
本研究使用德国疗养院的 212 名护士样本进行了有序逻辑回归分析。
我们的结果表明，角色过载显著增加了旷工和出勤主义的频率。良好的团队氛围可以减少旷工，增加选择出勤主义而不是旷工的倾向，而战略培训和发展机会则可以减少出勤主义，增加选择旷工而不是出勤主义的倾向。
