Sickness Presenteeism in the Aftermath of COVID-19: Is Presenteeism Remote-Work Behavior the New (Ab)normal?

Association Between Sickness Presenteeism and Depressive Symptoms by Occupation and Employment Type During the COVID-19 Pandemic

Background

Sickness presenteeism (SP) has gained attention in occupational health. This study aimed to analyze the relationship between SP and depressive symptoms by occupation and employment type during the COVID-19 pandemic in Korea.

Methods

Community Health Survey data (August 16 to October 31, 2020-2021) were used to assess depressive symptoms and SP among workers (n = 221,241; mean age 46.0; 53.5% male). Depressive symptoms were measured using the Patient Health Questionnaire-9, and SP was defined by the ability to rest at home when exhibiting COVID-19 symptoms. Adjusted odds ratios (ORs) and 95% confidence intervals (CIs) of depressive symptoms were estimated using multiple logistic regression analyses for each sex and year stratum. The interaction between SP and occupation on depressive symptoms was assessed using relative excess risk due to interaction (RERI).

Results

The prevalence of depressive symptoms was higher in individuals with SP than in those without SP (4.22% [n = 696] vs. 1.89% [n = 3861], respectively). After adjusting for demographic and occupational variables, the association between SP and depressive symptoms was significant in both sexes in 2020 and 2021 (OR [95% CI]: 2.18 [1.82-2.62], 2.41 [1.97-2.93], 2.05 [1.77-2.38], 2.47 [2.11-2.88] for male-2020, male-2021, female-2020, and female-2021, respectively). A marginally significant interaction between service workers and SP on depressive symptoms was observed among male workers in 2021 (RERI = 2.37, 95% CI = [-0.04-4.78]) but not in other strata.

Conclusion

SP is significantly associated with depressive symptoms in Korean workers across employment and occupational types, with a prominent association in service workers.

Managing Virtual Presenteeism during the COVID-19 Pandemic: A Multilevel Study on Managers' Stress Management Competencies to Foster Functional Presenteeism

Teleworking remains an attractive option for many workers since the COVID-19 pandemic, but it presents significant management challenges, particularly when employees face health issues. The management of virtual presenteeism, where employees continue teleworking despite being ill, has received limited attention. This study explores the relationship between managers' stress management competencies (SMCs), mental health, and job performance of virtual presentees, aiming to fostering more functional presenteeism. We examine whether managers' SMCs promote functional presenteeism by comparing managers' self-assessments with employee assessments, and analyzing how agreement levels between the two affect mental health and job performance. Data were collected from 365 teleworkers supervised by 157 managers in a large public organization in Québec. The results indicate that virtual presentees' mental health and job performance are closely linked to employees' assessment of their managers' SMCs. Employees who agreed with their manager or overestimated their managers' SMCs exhibited better mental health and job performance than those who agreed with their manager on low SMCs or underestimated their managers. This study expands on the health-performance framework of presenteeism and self-other agreements, highlighting management practices that should be enhanced in the context of virtual presenteeism.

Association between Presenteeism, Associated Factors, and Outcomes among Intern Physicians in Public Hospitals during the COVID-19 Pandemic: A Cross-Sectional Study

Background and Objectives: Presenteeism, when employees continue to work despite being sick, may have increased among intern physicians during the COVID-19 pandemic due to the necessity of performing unfamiliar tasks. This study aimed to investigate the prevalence of presenteeism among intern physicians (IPs) in Thailand, its associated factors, and outcomes. Material and Methods: A total of 254 IPs participated in this cross-sectional study conducted from June to July 2022. Participants completed a nationwide online questionnaire including demographics, financial status, underlying diseases, hospital location and affiliation, department, resource problems, manpower shortage, workload intensity, presenteeism, and its outcomes. IPs were recruited via various social media platforms. Statistical analysis was performed using multivariable zero-inflated Poisson regression and multivariable linear regression. Results: The average age of IPs was 25.5 years (SD 1.9), and 57.5% were female. The majority of IPs reported dealing with resource problems (74.8%), insufficient manpower (94.9%), and intense workload (83.5%). Presenteeism was prevalent among 63.8% of IPs, with the most common of the diseases being allergic rhinitis (31.3%). IPs with underlying diseases had an increased rate of presenteeism (adjusted odds ratio (aOR) 2.50, 95% confidence interval (CI) 1.33-4.55). IPs working in community hospitals during their rotations exhibited a lower rate of presenteeism (aOR 0.39, 95% CI 0.16-0.94) compared to other departments within general or regional hospitals. The IPs frequently exposed to insufficient manpower had an increased rate of presenteeism (aOR 4.35, 95% CI 1.02-20.00) compared to those not exposed. Additionally, IPs with presenteeism had more exhaustion (β 1.40, 95% CI 0.33 to 2.46), lower perceived well-being (β -0.65, 95% CI -1.26 to -0.03), and job satisfaction (β -0.33, 95% CI -0.63 to -0.03). Conclusions: During COVID-19, intern physicians in Thailand often exhibit presenteeism due to physical conditions, resource scarcity, and personnel shortages, impacting exhaustion, well-being, and job satisfaction. Recommendations include assessing healthcare workforces, allocating resources more effectively, enforcing policies to promote responsible use of sick leave, and implementing sick leave systems.

COVID-19 and worker mental distress

BACKGROUND

This analysis posits that COVID-19-related worker mental distress may be different for those continuously employed and for those who faced temporary job loss.

METHODS

Mental distress during COVID-19 is characterized using two nationally representative surveys, the American Trend Panel (ATP) and the Household Pulse Survey (HPS). Using a probit model, we examine workplace perceptions for the mentally distressed in the ATP sample. We use graphical analysis to identify barriers to seeking mental healthcare using the 2021-22 HPS sample.

RESULTS

In October 2020, the probability of mental distress increased between 7.1 and 9.1 percentage points in response to worsening work-life balance, lowered job security, lowered work productivity and lowered work satisfaction. Workers' perception of advancement denial and poor connectivity with coworkers increased the probability of mental distress by 3.0-5.8 percentage points. In October 2021, over 40% of workers who had experienced job loss reported mental distress as compared to 20% of those with jobs. Only 25% of those with mental distress sought counseling. These high levels of mental distress continued into October 2022.

CONCLUSIONS

Mitigation strategies for worker mental health should include prosocial nudges, attention to employment history, managerial sensitivity and worker resilience training.

Translation and Psychometric Testing of the Hägerbäumer Presenteeism Scale in English

PURPOSE

Interest in presenteeism has increased in research. Presenteeism is a behaviour of going to work despite illness. It has been predominantly measured using single items, which introduce limitations to validity. To overcome these limitations, Hägerbäumer developed a German multi-item presenteeism scale.

METHODS

The aim of the study was to provide an English translation and psychometric testing of the scale. This was conducted in two phases with native English-speaking employed adults. Phase 1 includes translation and cognitive debriefing, phase 2 testing construct validity and internal consistency reliability.

RESULTS

Cognitive debriefing with 10 employees revealed no problems with understanding or answering the translated items. In total, 487 employed adults participated in the study, of which data from 287 were included in the analysis. For structural validity, the goodness-of-fit indicators all reached their thresholds (TLI = 0.98, CFI = 0.99, RMSEA = 0.07, SRMR = 0.02). The scale does not show differences between sexes and age groups but between sectors (F6,70.95 = 5.53, p < 0.001). The internal consistency reliability was satisfactory with α = 0.89 (CI 95%, 0.87-0.91).

CONCLUSION

The translated multidimensional scale for measuring presenteeism at the behavioural level demonstrated good psychometric properties in an initial validation. Further psychometric testing is required before using this scale in cross-national comparison in research and international companies.

Do worksite health promotion programs (WHPP) influence presenteeism among employees? A systematic review1

BACKGROUND

Worksite health promotion programs (WHPP) aiming to reduce presenteeism are rapidly increasing. However, program-efficacy seems impaired by lack of conceptual understanding and theoretical frameworks related to presenteeism.

OBJECTIVES

To study (1) the concept of presenteeism, (2) the causes of the phenomenon and (3) which WHPP affect presenteeism.

METHODS

We followed the PRISMA 2020 guidelines for mapping relevant literature in seven databases. The main search-terms were "worksite", "WHPP", "presenteeism", "employee productivity" and "interventions". Reviews and review of reviews were included and analysed according to research questions and ecological theory.

RESULTS

Of 2196 studies identified, 14 reviews were included, comprising 1390 single studies. Conceptually, presenteeism was poorly defined, mostly related to productivity/performance limitations due to ill health. Factors causing presenteeism addressed individual health or lifestyle (78%), and, to a lesser extent work and organisational factors (management/job stress) (22%). Forty-five highly diverse WHPP were identified, about 90% focusing health outcomes. 22/45 WHPP affected presenteeism/productivity positively. Multi-component WHPP implemented at multi levels accounted for 55%. Single-component programs, implemented at individual level, were mostly targeting health-risk subgroups. No specific WHPP seems preferable. Methodological quality seems highly associated with worksite intervention-efficacy.

CONCLUSION

Increased telework opportunities due to COVID-19 experiences has affected working conditions worldwide, for better and worse, requiring adaptions at employee, management, organisational and socio-cultural levels. Our results showed high program diversity, several adaptable to future needs (e.g., digital solutions), however hampered by narrow focus on individual health. Future research should focus on theory-based high quality multilevel WHPP comprising contextual, work, and organisational factors.

Period pain presenteeism: investigating associations of working while experiencing dysmenorrhea

Although menstrual pain (dysmenorrhea) is common and can have detrimental effects on work and social functioning, little is known about how people manage it in their professional life. Existing evidence indicates that people with dysmenorrhea often engage in presenteeism, meaning they work despite experiencing symptoms and report perceptions of social stigma around menstruation. In this study, we investigated individual health-related factors, psychosocial factors, and work factors associated with period pain presenteeism in a cross-sectional survey study including N = 668 employed people with experiences of dysmenorrhea. Our results show that symptom severity, disclosure of menstrual pain to the leader, and remote work are directly associated with period pain presenteeism. We further found that the presence of medical diagnosis moderates the association between symptom severity and presenteeism. Disclosure to the leader was associated with leader gender, leader-member exchange (LMX), and the absence of a medical diagnosis, indicating a potential mediating effect. We did not, however, find the perceptions of public beliefs regarding the concealment of menstruation to be related to presenteeism or disclosure. Our findings have important implications for research on menstrual health and occupational health management practice.

Working Anytime and Anywhere -Even When Feeling Ill? A Cross-sectional Study on Presenteeism in Remote Work

Background

Working despite feeling ill - presenteeism - is a widespread behavioral phenomenon. Previous research has shown that presenteeism is influenced by various work-related and personal factors. It's an illness behavior leading to a range of negative but also positive consequences. Due to coronavirus disease 2019 (COVID-19) pandemic, remote work has become the "new normal" for many employees. But so far, little is known about presenteeism in remote work. This study aims to investigate presenteeism in remote work by looking at the extent of remote presenteeism, differences to presenteeism in on-site work, and associated factors.

Methods

A nationwide cross-sectional online survey was conducted in Germany with N = 233 participants. Data were analyzed using descriptive statistics, t-tests, and correlation analysis.

Results

The results reveal that presenteeism is prevalent in remote work x̅ = 4.13 days (Md = 3; D = 2; s = 4.95). A low ability to detach from work (r = -.17; p = .005) and low supervisor support (r = -.14; p = .02) is associated with more remote presenteeism days. Remote working conditions seem to facilitate presenteeism.

Conclusion

This study provides empirical insights into a subject area of great societal relevance. The results show that awareness should be raised for presenteeism in remote work. It should be regarded as a behavior that can be functional or dysfunctional, depending on the individual situation. Supervisor support and detachment should be fostered to help reduce dysfunctional presenteeism. Promotion of health literacy might help remote workers to decide on a health-oriented illness behavior. Further research is vital to analyze to what extent and under which circumstances presenteeism in remote work is (dys)functional and to derive clear recommendations.

Mediation of work-family support and affective commitment between family supportive supervisor Behaviour and workplace deviance

Employees' Workplace Deviant Behavior (WDB) is an organizational threat to its sustainability. This study examines the impact of the supervisors' role in improving organizational behavior because of the gap in the body of knowledge indicating the inconsistency, paucity, and uncertainties of relationships between variables when relating to their underpinning theories. The conceptualized model consists of the impact of family supportive supervisor behavior (FSSB) on workers' workplace deviant behavior (WDB) while considering Affective Commitment and Work-Family Supportive Behavior Attribution between the key variables. In terms of methodology, this quantitative study analyzed 321 valid surveys through descriptive and inferential statistics to ascertain if FSSB negatively impacts employees' WDB. As findings and novelty of this study, FSSB is found to negatively affect employees' WDB, while affective commitment mediates between FSSB and employees' WDB. Work-family supportive behavior attribution and personal life attribution of employees moderated the negative relationship between affective commitment and WDB, while work productivity attribution of employees had no significant effect as a moderator. With three (out of four) hypotheses supported by empirical evidence, this research has broadened previous studies of workers' WDB and offers organizations theoretical and practical recommendations for managing employees' WDB. More studies could be conducted in the future to address limitations in this research, examine other related theories in a new context, location, and/or culture, or select other suitable research methods.

Contributing Factors of Presenteeism among Portuguese and Swiss Nurses: A Qualitative Study Using Focus Groups

Evidence of nurse presenteeism has mainly focused on quantifying its prevalence and consequences on productivity, quality of care, and patient safety. Few data exist on nurses’ perceptions of their presenteeism and its related causes. We explored concepts of presenteeism and its contributing factors with frontline nurses and nurse managers in different healthcare settings in Portugal and Switzerland. Our qualitative study design involved 8 online focus groups involving 55 participants. The transcribed data was explored using thematic analysis. Three main reasons for presenteeism were identified: unfamiliar terminology; the paradoxical effect of `being present’ but absent; and presenteeism as a survival strategy. Six contributing factors were also recognized: (a) institutional disinterest toward employees; (b) paradigm shift: the tension between person-centered and task-centered care; (c) sudden changes in care practices due to the COVID-19 pandemic; (d) a lack of shared work perspectives with hierarchical superiors; (e) the financial burden of being absent from work; and (f) misfit of human responses. This study generates valuable, in-depth knowledge about the concepts and causes of presenteeism, and significant suggestions for the broader audience of nurse managers and leaders seeking to improve the quality of care.