Institute for Occupational Safety and Environmental Health, Rīga Stradiņš University, Dzirciema 16, LV-1007 Rīga, Latvia.
Department of Public Health and Epidemiology, Rīga Stradiņš University, Kronvalda Boulevard 9, LV-1010 Rīga, Latvia.
Int J Environ Res Public Health. 2022 Aug 24;19(17):10525. doi: 10.3390/ijerph191710525.
The study's objective was to investigate the associations between workplace conflicts and self-reported sickness presenteeism defined as going to work while being ill. Cross-sectional survey data pooled from four national surveys in years 2006, 2010, 2013 and 2018 with a study sample of 6368 employees (mean age 42.9 years and 52.9% females) were used. Respondents were randomly drawn from different regions and industries; therefore, the sample is representative of the working population of Latvia. The computer-assisted personal interviewing (CAPI) method was used to collect data at respondents' places of residence. The associations between conflicts in the workplace and presenteeism were analyzed by using binomial logistic regression and calculated as odds ratios (ORs) with 95% confidence intervals (CIs) adjusted (aOR) for gender, age, education, and survey year. On average, 11% of respondents reported sickness presenteeism during the last year. The odds of presenteeism significantly increased for all types of workplace conflicts, but most for conflicts with managers (OR = 2.84). The odds of presenteeism doubled for those reporting conflicts with other employees (OR = 2.19) and conflicts with customers (OR = 1.85). The odds of sickness presenteeism were significantly higher if the workplace conflicts occurred often (seven times for conflicts between managers and employees, and four times for conflicts with customers) and with other employees. Presenteeism frequency increased more than three times if respondents had more than two types of conflict at work. The results of this study show that having any type of conflict in the workplace significantly increases the frequency of sickness presenteeism, especially when conflicts are frequent or an employee has more types of conflicts in the workplace. The study results justify the need to implement targeted and effective workplace conflict management measures at the organizational level to decrease sickness presenteeism.
本研究旨在探讨工作场所冲突与自报告的病假出勤（定义为患病上班）之间的关联。使用了 2006 年、2010 年、2013 年和 2018 年四次全国调查中汇总的具有研究样本（6368 名员工，平均年龄 42.9 岁，女性占 52.9%）的横断面调查数据。受访者是从不同地区和行业中随机抽取的；因此，该样本代表了拉脱维亚的劳动人口。采用计算机辅助个人访谈（CAPI）方法在受访者的居住地收集数据。使用二项逻辑回归分析工作场所冲突与病假出勤之间的关联，并计算调整性别、年龄、教育和调查年份后的比值比（OR）和 95%置信区间（CI）（调整后的比值比[aOR]）。平均而言，11%的受访者报告过去一年存在病假出勤。所有类型的工作场所冲突均显著增加了病假出勤的几率，但与经理的冲突（OR=2.84）最为显著。与其他员工（OR=2.19）和与客户的冲突（OR=1.85）发生冲突的员工，病假出勤的几率增加了一倍。如果工作场所冲突经常发生（经理和员工之间发生冲突七次，与客户发生冲突四次），与其他员工发生冲突，病假出勤的几率会显著升高。如果受访者在工作中有两种以上的冲突，病假出勤的频率会增加三倍以上。本研究结果表明，工作场所中存在任何类型的冲突都会显著增加病假出勤的频率，尤其是当冲突频繁或员工在工作中有多种类型的冲突时。研究结果证明有必要在组织层面实施有针对性和有效的工作场所冲突管理措施，以减少病假出勤。
