Department of Environmental Epidemiology, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, Kitakyushu, Japan.
J Occup Health. 2021 Jan;63(1):e12211. doi: 10.1002/1348-9585.12211.
To address ongoing problems concerning population aging and labor shortages in Japan, employers have sought to improve work efficiency and labor productivity. However, it is unclear how presenteeism is affected by working styles in line with current corporate initiatives, such as reduced working hours, varied employment status, and flexible work arrangements. The purpose of this article was to investigate the association between work style and presenteeism.
This cross-sectional study extracted data from employee profiles, employee attendance records, and a questionnaire in a large service sector company. Multiple linear regression was conducted to estimate the contributions of work style variables to the Work Limitations Questionnaire (WLQ) index score.
In total, 21 500 participants were eligible for analysis. The WLQ index was lower for those working < 35 h/week (adjusted regression coefficient [ARC]:-0.35%; 95% CI: -0.48 to - 0.21) and higher for those working 40-44 h/week or ≥ 45 h/week, compared with those working 35-39 h/week. The position of team manager was positively associated with the WLQ index, whereas senior manager (ARC: -1.44%; 95% CI: -1.71 to - 1.17) and part-time staff (ARC: -1.75%; 95% CI: -1.98 to - 1.52) positions were negatively associated with the WLQ index, compared with non-managers. Those who worked remotely had significantly lower WLQ index scores (ARC: -0.61%; 95% CI: -0.95 to - 0.27).
Reduced working hours and flexible work arrangements were associated with lower work limitations, which imply presenteeism, although additional research is necessary to verify these results.
为了解决日本人口老龄化和劳动力短缺的问题，雇主们一直在寻求提高工作效率和劳动生产率。然而，目前尚不清楚与公司当前举措（如减少工作时间、灵活的就业形式和工作安排）相适应的工作方式如何影响出勤主义。本文旨在探讨工作方式与出勤主义之间的关系。
本横断面研究从一家大型服务公司的员工档案、员工出勤记录和问卷调查中提取数据。采用多元线性回归分析来评估工作方式变量对工作限制问卷（WLQ）指数得分的贡献。
共有 21500 名参与者符合分析条件。与每周工作 35-39 小时的员工相比，每周工作<35 小时（调整后的回归系数[ARC]：-0.35%；95%CI：-0.48 至-0.21）和每周工作 40-44 小时或≥45 小时的员工的 WLQ 指数较低；团队经理的职位与 WLQ 指数呈正相关，而高级经理（ARC：-1.44%；95%CI：-1.71 至-1.17）和兼职员工（ARC：-1.75%；95%CI：-1.98 至-1.52）的职位与 WLQ 指数呈负相关，而非经理职位则与之相反。远程工作的员工的 WLQ 指数明显较低（ARC：-0.61%；95%CI：-0.95 至-0.27）。
减少工作时间和灵活的工作安排与较低的工作限制相关，这意味着出勤主义，尽管需要进一步的研究来验证这些结果。
