Factors Associated With Presenteeism and Psychological Distress Using a Theory-Driven Approach

Psychological distress and productivity loss: a longitudinal analysis of Australian working adults

By 2030, it is anticipated that poor mental health will cost the global economy approximately $6 trillion per year, primarily due to productivity loss. It is crucial to understand how psychological distress contributes to productivity loss in the workplace. We aim to investigate the relationship between psychological distress and productivity loss in the Australian working population. We utilized eight waves of longitudinal data drawn from the Household, Income, and Labour Dynamics in Australia (HILDA) Survey (waves 7, 9, 11, 13, 15, 17, 19, and 21). We compiled an unbalanced panel data set comprising 70,973 person-year observations from 18,729 unique working adults. We used Fixed-effects Poisson regression and Fixed-effects logistic regression models to investigate the within-person differences in the relationship between psychological distress and productivity loss (measured through sickness absence, presenteeism, and underemployment). We found that moderate and high psychological distress is associated with a higher rate of sickness absence, presenteeism, and underemployment when a working adult shifted from low psychological distress after controlling socio-demographic, health, and employment-related characteristics. Our study demonstrated that moderate to high psychological distress adversely affected employees' job productivity through increased sickness absence, a higher likelihood of presenteeism, and greater levels of underemployment. Our findings also revealed that employees with moderate and high psychological distress incurred additional annual sickness absence costs of AUD 60.66 and AUD 99.26, respectively, compared to peers with low psychological distress. Additionally, our study found that employees with moderate and high levels of psychological distress experienced significantly higher levels of presenteeism, which resulted in additional annual costs of AUD 1,166.30 and AUD 3,656.05, respectively, compared to their counterparts with low psychological distress. Psychological distress imposed significant costs on Australian workplaces. Implementing workplace health promotion programs should be prioritized as a policy to address psychological distress among employees, enhance their well-being, and improve overall productivity.

Exploring presenteeism trends: a comprehensive bibliometric and content analysis

Objective

This research will conduct a bibliometric and content analysis of presenteeism from 2000 to 2023. It aims to investigate publication trends, authorship patterns, and significant publications by using presenteeism conceptualizations, measurements, determinants, consequences, and interventions analysis. The study provides valuable insights for researchers, practitioners, and policymakers about understanding and addressing workplace presenteeism issues.

Methods

The research involved conducting a bibliometric study to analyze presenteeism publication trends, authorship patterns, and significant publications. It also explored the evolution of presenteeism research over time, identifying contributing countries, institutions, and writers. The interdisciplinary nature of presenteeism research was emphasized, covering occupational health, psychology, management, and public health. The researchers have used VOS Viewer and R Studio (biblioshiny) for this study.

Results

The study identified several elements influencing presenteeism, such as health issues, work-related factors, organizational culture, and individual characteristics. It further examined the impact of organizational policies, leadership support, employee assistance programs, and health promotion activities in reducing absenteeism and enhancing employee well-being. These findings highlight the importance of addressing these factors to mitigate presenteeism issues and promote a healthier work environment.

Conclusion

This research identified deficiencies in presenteeism research and provided recommendations for future investigations in this field. It emphasized the need for standardized measures and methodologies, longitudinal studies to understand causality, and industry- and population-specific interventions. These insights can guide future research directions and interventions to address presenteeism issues in a rapidly changing work and research landscape.

Psychological distress in the workplace: The indirect contribution of work organization conditions to work performance

BACKGROUND: Psychological distress affects between 5 and 27% of the general population [1]. Workers facing stressful work conditions are especially at high risk for experiencing psychological distress [1]. OBJECTIVES: To evaluate the association between work organization conditions and work performance via psychological distress. While the individual contribution of work organization conditions to psychological distress and work performance has been examined in the scientific literature, their combined influence on work performance remains relatively unknown. METHODS: To adjust for design effects, we relied on cluster sampling (employees working in organizations). MPlus was used to conduct path analyses [2]. RESULTS: While psychological demands, number of hours worked, and job insecurity were positively associated with psychological distress, job recognition was negatively associated with it. In the same vein, irregular work schedules and job insecurity seem to be negatively associated with work performance. On the one hand, skill utilization, decision latitude, recognition, and job promotion, all seemed to be positively associated with employee’s work performance. On the other hand, psychological demands, number of hours worked, and job insecurity were negatively and indirectly associated with work performance. CONCLUSIONS: Understanding the indirect association between work variables and workers’ psychological distress could promote their work performance. Understanding this association could help shed light on the difficulties employees with psychological distress face while meeting their job requirements. The results of this study should serve as a reminder to intervene on work organization conditions.

Presenteeism and associated factors among railway train drivers

Background: Presenteeism is an emerging work-related health problem among train drivers. It is more serious than absenteeism, as it accounts for higher productivity losses over the long term and may increase the risk of occupational accidents. Train drivers have high rates of mental and physical health conditions that may put them at high risk of presenteeism. Methods: A comparative cross-sectional study was conducted on 100 train drivers working in Mansoura railway station and 100 administrative employees working in the Faculty of Medicine, Mansoura university as a comparison group to estimate the prevalence of presenteeism and its associated factors among train drivers working in Mansoura railway station, Egypt. A questionnaire was used to collect socio-demographic, occupational and medical data. The Kessler Psychological Distress Scale (K10) was used to measure non-specific psychological distress. The Stanford Presenteeism Scale (SPS-6) was used to assess productivity loss related to sickness presenteeism. Results: The prevalence of presenteeism was significantly higher among train drivers (76%) compared to the comparison group (31%). All participants (100%) with psychological distress reported presenteeism. Being a train driver (adjusted odds ratio [AOR]=5.4) and having hypertension (AOR=4.03) are independent predictors for presenteeism. Conclusions: The prevalence of presenteeism and its associated risk factors were significantly higher among train drivers than the comparison group. There is an urgent need for the railway industry to understand the factors that may contribute to presenteeism.

Presenteeism and associated factors among railway train drivers

Background: Presenteeism is an emerging work-related health problem among train drivers. It is more serious than absenteeism, as it accounts for higher productivity losses and may increase the risk of occupational accidents. Train drivers have high rates of mental and physical health conditions that may put them at high risk of presenteeism. Methods: A comparative cross-sectional study was conducted on 100 train drivers working in Mansoura railway station and 100 administrative employees working in the Faculty of Medicine, Mansoura university as a comparison group to estimate the prevalence of presenteeism and its associated factors among train drivers working in Mansoura railway station, Egypt. A questionnaire was used to collect socio-demographic, occupational and medical data. The Kessler Psychological Distress Scale (K10) was used to measure non-specific psychological distress. The Stanford Presenteeism Scale (SPS-6) was used to assess productivity loss related to sickness presenteeism. Results: The prevalence of presenteeism was significantly higher among train drivers (76%) compared to the comparison group (31%). All participants (100%) with psychological distress reported presenteeism. Being a train driver (adjusted odds ratio [AOR]=5.4) and having hypertension (AOR=4.03) are independent predictors for presenteeism. Conclusions: The prevalence of presenteeism and its associated risk factors were significantly higher among train drivers than the comparison group. There is an urgent need for the railway industry to understand the factors that may contribute to presenteeism.

Moving minds: Mental health and wellbeing benefits of a 50-day workplace physical activity program

The aim of this study was to assess changes in mental health and wellbeing measures across a 50-day physical activity workplace program. The secondary aims assessed the relationship between demographic and pre-program physical activity self-reported variables, mental health, wellbeing and program engagement measures. The study utilized a naturalistic longitudinal design with a study population of 2903 people. Participants were engaged in the 10,000 step daily physical activity program for 50-days and measures of engagement were tracked. 1320 participants provided full pre/post-program data across a range of standardized mental health and wellbeing measures alongside demographic and program engagement measures. For individuals providing pre and post program data there was a significant reduction in anxiety (18.2%, p = .008), stress (13.0%, p = .014) and sleep related impairment (6.9%, p < .001) alongside a significant improvement in overall wellbeing (6.7%, p = .001). The data further showed no significant mental health differences were identified between individuals who recorded below versus equal to or above 10,000 steps. Regression analyses indicated numerous group and personal variables impacted mental health, wellbeing and program engagement. The study highlights improvements in a range of mental health and wellbeing scores occurred over the 50-day activity program for people who complete the program. Finally, the study identified a range of protective and risk factors for mental health benefits of these programs and level of engagement. Whilst there were similarities in the pre-program mental health and wellbeing scores of those who completed and those lost to follow-up, further research is required to better characterize and understand this group.

A multilevel analysis of the role personality play between work organization conditions and psychological distress

BACKGROUND

Psychological distress in the workplace is usually attributed to work-related variables as well as non-work-related variables. Individuals working in the same organization can differ in terms of their appraisal of work-related stressors and coping strategies used to face them. The present study aims to evaluate the moderating role personality plays between work organizations conditions and psychological distress in a large sample of Canadian participants working in various occupations and workplaces.

METHODS

Multilevel regression analyses were conducted on a sample that followed a hierarchical structure with workers (N1 = 1958) nested in workplaces (N2 = 63). The direct contribution of workplace and personality was tested in a variance component model as a first step. Following this initial step, we introduced interaction variables by blocks of 11. Those interaction variables refer to each interaction combined with a specific personality variable.

RESULTS

Psychological demands, number of hours worked, job insecurity, neuroticism, and agreeableness were associated with higher levels of psychological distress. Inversely, decision authority, job recognition, self-esteem, locus of control were associated with lower levels of psychological distress. Lastly, agreeableness played a moderating role between low social support garnered from one's supervisor and psychological distress.

CONCLUSIONS

To intervene on work-related variables, organizations could reduce psychological demands, minimize the number of hours worked through job redesign, allow teleworking and encourage work schedule flexibility. To reduce job insecurity, organizations could explicitly communicate future organizational plans. In the same vein, decision authority could be targeted by reducing hierarchical steps and increasing autonomy. Lastly, the results pertaining to agreeableness stand in contrast with those of previous studies. We assumed that workers scoring high on agreeableness tend to put themselves last and please others first. These tendencies could make them more susceptible to health issues. With that said, work environments still need workers who are agreeable and nice to be around. To prevent high levels of agreeableness leading to psychological distress, training and information workshops are recommended. Those include stress management interventions and workshops pertaining to time management and relaxation techniques.

Presenteeism in small and medium-sized enterprises: Determinants and impacts on health

BACKGROUND

Small and medium sized enterprises are yet uncharted territory in terms of presenteeism. In addition, the Demand-Control-Support (DCS) and Siegrist's Effort-Reward Imbalance (ERI) models are proposed to predict stress-related health problems, but not for sickness behaviors such as presenteeism.

OBJECTIVE

This study aims to examine the relationships between psychosocial risk factors, presenteeism, mental and physical health in the context of small and medium-sized enterprises (SMEs). This study also examines the moderating effect of company size on these associations.

METHODS

To test the association between psychosocial risks, presenteeism, and health, only people working in small and medium-sized enterprises (SMEs) of between 2 and 199 employees were included in the sample, giving a total of 2,525 SME employees surveyed. To test the differences in exposure to psychosocial risk and presenteeism, and the moderating impact of size on the relationship between psychosocial risks, presenteeism, and health, we took the original sample (4608) of the EQCOTESST.

RESULTS

The results confirm the associations between job demands, social support and effort-reward imbalance, and presenteeism. Also, the associations between presenteeism and health problems in SMEs' context. Multi-group analyses show that the business's size does not moderate the strength of the relationships between psychosocial risks, presenteeism and health.

CONCLUSION

The current study highlights that SMEs are somehow protected from certain psychosocial constraints such as high job demands, and low social support, but are more exposed to others such as effort-reward imbalance.

Evaluating the validity of the Work Role Functioning Questionnaire (Canadian French version) using classical test theory and item response theory

BACKGROUND

The Work Role Functioning Questionnaire (WRFQ) was developed to assess workers' perceived ability to perform job demands and is used to monitor presenteeism. Still few studies on its validity can be found in the literature.

OBJECTIVE

The purpose of this study was to assess the items and factorial composition of the Canadian French version of the WRFQ (WRFQ-CF).

METHODS

Two measurement approaches were used to test the WRFQ-CF: Classical Test Theory (CTT) and non-parametric Item Response Theory (IRT).

RESULTS

A total of 352 completed questionnaires were analyzed. A four-factor and three-factor model models were tested and shown respectively good fit with 14 items (Root Mean Square Error of Approximation (RMSEA) = 0.06, Standardized Root Mean Square Residual (SRMR) = 0.04, Bentler Comparative Fit Index (CFI) = 0.98) and with 17 items (RMSEA = 0.059, SRMR = 0.048, CFI = 0.98). Using IRT, 13 problematic items were identified, of which 9 were common with CTT.

CONCLUSIONS

This study tested different models with fewer problematic items found in a three-factor model. Using a non-parametric IRT and CTT for item purification gave complementary results. IRT is still scarcely used and can be an interesting alternative method to enhance the quality of a measurement instrument. More studies are needed on the WRFQ-CF to refine its items and factorial composition.

High Stress and Negative Health Behaviors: A Five-Year Wellness Center Member Cohort Study

OBJECTIVE

The aim of this study was to examine the association between having a high stress level and health behaviors in employees of an academic medical center.

METHODS

Beginning January 1, 2009, through December 31, 2013, an annual survey was completed by 676 worksite wellness members.

RESULTS

Each year, about one-sixth of members had a high stress level, high stress individuals visited the wellness center less often, and most years there was a significant relationship (P < 0.05) between stress level and poor physical health behaviors (physical activity level and confidence, strength, climbing stairs), low mental health (quality of life, support, spiritual well-being and fatigue), poor nutritional habits (habits and confidence), and lower perceived overall health.

CONCLUSIONS

High stress is associated with negative health behavior, and future studies, therefore, should explore strategies to effectively engage high stress employees into comprehensive wellness programs.