Lee Sung Hee, Sung Joo Hyun, Kim Dae Hwan, Sim Chang Sun
Department of Occupational and Environmental Medicine, Ulsan University Hospital, University of Ulsan College of Medicine, Ulsan, Korea.
Department of Occupational and Environmental Medicine, Institute of Health Sciences, Gyeongsang National University Changwon Hospital, Gyeongsang National University College of Medicine, Jinju, Korea.
Ann Occup Environ Med. 2021 Sep 24;33:e30. doi: 10.35371/aoem.2021.33.e30. eCollection 2021.
Presenteeism is a phenomenon in which employees go to work, but physical or mental health problems make it impossible for them to properly demonstrate their abilities, and productivity decreases accordingly. Recent studies have considered the behavior of direct supervisors to be an important factor in the pathogenesis of various health-related outcomes. This study aimed to investigate the association between the direct supervisor's behaviors and presenteeism among wage workers in South Korea.
A total of 25,798 participants from the fifth Korean Working Condition Survey conducted in 2017 were included in the analysis. The behaviors of direct supervisor were assessed by 6 questionnaire items. In this study, the distribution of the scores was categorized into 4 categories (very good, good, bad, and very bad). To assess presenteeism, the corresponding questionnaire item was used. χ tests and multiple logistic regression analyses adjusted for general, occupational, and psychosocial factors were performed to determine the association between the behaviors of direct supervisor and presenteeism.
Direct supervisor's behavior were significantly associated with presenteeism. The adjusted odds ratios (aORs) of presenteeism in the good, bad, and very bad groups were 1.297 (95% confidence interval [CI]: 1.153-1.458), 1.191 (95% CI: 0.941-1.507), and 1.604 (95% CI: 1.184-2.175), compared with the very good group. Associations between presenteeism and the behaviors of direct supervisor were significant in male workers, but not in female workers. For male workers, the aORs of presenteeism in the good, bad, very bad groups were 1.661 (95% CI: 1.425-1.936), 1.445 (95% CI: 1.053-1.982), 2.340 (95% CI: 1.569-3.491), respectively.
This study suggests that the behavior of a direct supervisor can influence the occurrence of presenteeism, particularly in men. The proper management of senior employee's behaviors is necessary to reduce the risk of presenteeism in the workplace.
出勤主义是一种员工虽去上班，但身体或心理健康问题使其无法正常发挥能力，进而导致生产力相应下降的现象。近期研究认为直属上级的行为是各种与健康相关结果发病机制中的一个重要因素。本研究旨在调查韩国工薪阶层中直属上级行为与出勤主义之间的关联。
对2017年进行的第五次韩国工作条件调查中的25798名参与者进行分析。通过6个问卷项目评估直属上级的行为。在本研究中，分数分布被分为4类（非常好、好、差和非常差）。为评估出勤主义，使用了相应的问卷项目。进行χ检验和针对一般、职业和心理社会因素进行调整的多重逻辑回归分析，以确定直属上级行为与出勤主义之间的关联。
直属上级的行为与出勤主义显著相关。与非常好组相比，好、差和非常差组出勤主义的调整优势比（aORs）分别为1.297（95%置信区间[CI]：1.153 - 1.458）、1.191（95% CI：0.941 - 1.507）和1.604（95% CI：1.184 - 2.175）。出勤主义与直属上级行为之间的关联在男性员工中显著，但在女性员工中不显著。对于男性员工，好、差、非常差组出勤主义的aORs分别为1.661（95% CI：1.425 - 1.936）、1.445（95% CI：1.053 - 1.982）、2.340（95% CI：1.569 - 3.491）。
本研究表明直属上级的行为会影响出勤主义的发生，尤其是在男性中。对上级员工行为进行适当管理对于降低工作场所出勤主义的风险是必要的。
