Izhodišče: Delež oseb, ki zbolijo za rakom dojk v času delovno aktivnega življenja, narašča. Zdravljenje raka dojk lahko pusti trajne posledice, ki vplivajo na delovno sposobnost po zdravljenju, kar ...velja tudi za medicinske sestre (poimenovanje uporabljamo za vse poklicne profile v zdravstveni negi v Sloveniji), ki pogosto opravljajo izmensko in nočno delo s povečanimi delovnimi obremenitvami. Namen: Namen raziskave je bil pridobiti poglobljen vpogled v doživljanje in izkušnje zaposlenih v zdravstveni negi po vrnitvi v delovno aktivno življenje po zdravljenju raka dojk. Metode: Uporabljena je bila kvalitativna opisna metoda. Podatke smo pridobili iz delno strukturiranih intervjujev na namenskem vzorcu medicinskih sester, ki so se vrnile na delo po zdravljenju zgodnjega raka dojk. Raziskava je potekala poleti leta 2021 v Sloveniji, v regiji z visoko incidenčno stopnjo raka dojk. Podatke smo analizirali s pomočjo metode analize vsebine. Rezultati: V raziskavi je sodelovalo pet zaposlenih v zdravstveni negi z zaključeno srednješolsko izobrazbo po zdravljenju zgodnjega raka dojk, ki so se vrnile na delovno mesto v povprečju po 19,4 meseca (od 13 do 39 mesecev). Udeleženke so bile vključene v raziskavo v povprečju 5,8 leta (od 2 do 10 let) po vrnitvi na delo. V raziskavi smo določili tri teme, ki opredeljujejo izkušnje udeleženk, ki so se po zdravljenju raka dojk vrnile na delovno mesto: (1) doživljanje ob začetku bolezni in med zdravljenjem, (2) vrnitev na delo in (3) podporni mehanizmi ob vrnitvi na delo. Zaključek: Vrnitev na delo po prebolelem raku dojk v zdravstvu ni samoumevna ali lahka ter zahteva prilagoditve in sodelovanje vseh, ki so udeleženi v tem procesu: medicinske sestre po zdravljenju raka dojk, njenih sodelavcev in nadrejenih, pa tudi pomembnih drugih bližnjih. Pri tem je pomembna vloga neposredno nadrejenih in sodelavcev, ki lahko s svojimi dejanji ustvarijo podporno in razumevajoče delovno okolje za uspešno vrnitev.
Migraine is associated with significant morbidity and a significantly negative impact on the quality of life. A better understanding of the economic impact of migraine is becoming increasingly ...important. This paper aims to shed light on absenteeism and presenteeism costs of migraine in Slovenia.
We use the administrative national-level database on sick leave due to migraine for 2016. The absenteeism cost estimate is based on the number of patients with migraine on physician-determined sick leave and average daily labour costs. We calculate productivity costs from a social perspective regardless of who incurs them. Data from the national registry on sick leave are coupled with data from a web-based self-reported survey to also include the cost of presenteeism. MIDAS and WPAI presenteeism items were used and several different scenarios were designed to assess presenteeism costs.
We estimated annual absenteeism costs per absentee due to migraine at the amount of EUR 531 in 2016 using the NIPH's administrative data on sick leave. Annual absenteeism costs per absentee due to migraine based on self-reported data amounted to EUR 626. The estimated annual presenteeism costs per patient range from EUR 344 - 900.
Estimating the economic burden of a disease is becoming increasingly important. This paper is an insight into the absenteeism and presenteeism costs of migraine in Slovenia.
Health-related absenteeism impacts individuals, companies, and society. Its consequences are reflected in the cost of benefits, substitutes, and reduced productivity. Research shows that ...musculoskeletal disorders (MSDs) are the most common work-related health problem reported by hospital staff. This study determines the groups at the Ljubljana University Medical Centre that are most susceptible to MSDs, especially low back pain.
Using data from the Health Data Centre of the Slovenian National Public Health Institute and the medical centre, this cross-sectional study analysed absenteeism among medical centre employees. The correlation between MSD / low-back pain risk factors and incidence was determined using logistic regression. An odds ratio was calculated to determine the probability of MSDs, most especially low back pain via sex, age, occupation, and education.
Sick leave at the medical centre is higher than 5%, exceeding the Slovenian healthcare sector average. MSDs, as the main reason for absence, is significantly more frequent in women, non-medical staff, and employees with a maximum secondary school education. Among the MSDs, low back pain predominates as a reason for absence and is most frequent among nurses, midwives, and employees of 20 to 44.9 years old.
This study offers insight into the health status of medical centre employees. The high percentage of sick leave is mainly due to musculoskeletal disorders, including low back pain. This is an important basis for further monitoring and analysis of sick leave indicators and for planning systematic and continuous workplace health-promoting measures to manage ergonomic risk factors and reduce health-related absenteeism.
A handbook for managing psychosocial risks and absenteeism with e-OPSA tool' is an integral part of the new, freely available tool aimed at management of psychosocial risks and health-related ...absenteeism (e-OPSA~www.opsa.si). The general version e-OPSA is intended for employees in various sectors (education, training, manufacturing, ICT, trade, catering, transport, construction, agriculture, etc.). Besides introducing the problem of psychosocial burdens experienced by employees at their workplace and beyond, this handbook can be used as a useful instrument for designing a various promotional and preventive arrangements which bettering employees’ health and well-being in their working settings, as suggested by recent guidelines for psychosocial risks management. A handbook is based on interactive chapters, including also numerous links to supportive health promotion websites in order to facilitate the preparation of adequate measures and related activities, commonly carried out by professionals in the field of health and safety at work. A special chapter is dedicated to instructions for working with an online tool e-OPSA tool, enabling an assessment of employees’ psychosocial burdens and risks of developing an excessive stress, absenteeism, presenteeism, turnover and experiencing of workplace violence.
A handbook for managing psychosocial risks and absenteeism with e-OPSA tool' is an integral part of the new, freely available tool aimed at management of psychosocial risks and health-related ...absenteeism (e-OPSA~www.opsa.si). An adapted version of e-OPSA for employed in the selected activities of the public sector (public administration, municipalities, courts, public agencies, ministries, etc.). Besides introducing the problem of psychosocial burdens experienced by employees at their workplace and beyond, this handbook can be used as a useful instrument for designing a various promotional and preventive arrangements which bettering employees’ health and well-being in their working settings, as suggested by recent guidelines for psychosocial risks management. A handbook is based on interactive chapters, including also numerous links to supportive health promotion websites in order to facilitate the preparation of adequate measures and related activities, commonly carried out by professionals in the field of health and safety at work. A special chapter is dedicated to instructions for working with an online e-OPSA tool, enabling an assessment of employees’ psychosocial burdens and risks of developing an excessive stress, absenteeism, presenteeism, turnover and experiencing of workplace violence.
A handbook for managing psychosocial risks and absenteeism with e-OPSA tool' is an integral part of the new, freely available tool aimed at management of psychosocial risks and health-related ...absenteeism (e-OPSA~www.opsa.si). An adapted version of e-OPSA for employed in the health and social sector (hospitals, health care centres, homes for elderly people, centres for social work, residential care institutions, etc.). Besides introducing the problem of psychosocial burdens experienced by employees at their workplace and beyond, this handbook can be used as a useful instrument for designing a various promotional and preventive arrangements which bettering employees’ health and well-being in their working settings, as suggested by recent guidelines for psychosocial risks management. A handbook is based on interactive chapters, including also numerous links to supportive health promotion websites in order to facilitate the preparation of adequate measures and related activities, commonly carried out by professionals in the field of health and safety at work. A special chapter is dedicated to instructions for working with an online tool e-OPSA tool, enabling an assessment of employees’ psychosocial burdens and risks of developing an excessive stress, absenteeism, presenteeism, turnover and experiencing of workplace violence.
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