Abstract Objective Given the significant costs of reduced productivity (presenteeism) in comparison to absenteeism, and overall societal costs, presenteeism has a potentially important role to play ...in economic evaluations. However, these costs are often excluded. The objective of this study is to review applied cost of illness studies and economic evaluations to identify valuation methods used for, and impact of including presenteeism costs in practice. Methods A structured systematic review was carried out to explore (i) the extent to which presenteeism has been applied in cost of illness studies and economic evaluations and (ii) the overall impact of including presenteeism on overall costs and outcomes. Potential articles were identified by searching Medline, PsycINFO and NHS EED databases. A standard template was developed and used to extract information from economic evaluations and cost of illness studies incorporating presenteeism costs. Results A total of 28 studies were included in the systematic review which also demonstrated that presenteeism costs are rarely included in full economic evaluations. Estimation and monetisation methods differed between the instruments. The impact of disease on presenteeism whilst in paid work is high. Conclusions The potential impact of presenteeism costs needs to be highlighted and greater consideration should be given to including these in economic evaluations and cost of illness studies. The importance of including presenteeism costs when conducting economic evaluation from a societal perspective should be emphasised in national economic guidelines and more methodological work is required to improve the practical application of presenteeism instruments to generate productivity cost estimates.
In the wake of the COVID-19 pandemic, healthcare has been pushed to the limits. Nursing staff, being an essential aspect of healthcare, has had to bear the brunt of the situation. And as such, in the ...context of healthcare, the absenteeism of nurses is of great concern. Consequently, there is, in present times, a great need for research into absenteeism, its incidence, precedents and antecedents. This bibliometric review contributes to the literature by examining how the research has been carried out by identifying the relevant references, authors, topics and journals. Having compiled major research, in the last 25 years, in the field of nurse absenteeism, this review seeks to lay the groundwork for prospective research in the field. Analysing 87 articles published globally since 1996, this article reveals the contours of research by indicating the locales of the undertaken research, locating it within various themes and conceptual clusters. The article also reviews the antecedents of nurse absenteeism as indicated in the research. This review has been conducted in view of the near absence of bibliometric work in the field of nurse absenteeism. In systematizing the published literature, the state of the present research and the contours of future research are also laid out.
This article discusses the story of Steven, a precarious academic worker, and his decision to work from home while being infected with Covid-19; a phenomenon called virtual presenteeism. As argued, ...Steven’s sickness presence is the outcome of the increasing precarity and job insecurity in the sector, as well as the outcome of a presenteeism culture in academia which is being facilitated by technology and the blended learning approach adopted during the pandemic. The article outlines precarious academic workers’ fear to go off sick, illustrating how Steven negotiates the precarity of his contract via virtual presenteeism to portray over-commitment to the institution and avoid the risk of job loss. As concluded, while blended learning becomes the new educational norm in higher education, virtual presenteeism risks becoming the new attendance norm. This article calls for more research to examine how the blended teaching approach will further impact on academic work, post-pandemic.
The association between sickness presenteeism, defined as going to work despite illness, and different health outcomes is increasingly being recognized as a significant and relevant area of research. ...However, the long term effects on future employee health are less well understood, and to date there has been no review of the empirical evidence. The aim of this systematic review was to present a summary of the sickness presenteeism evidence so far in relation to health and wellbeing over time.
Eight databases were searched for longitudinal studies that investigated the consequences of workplace sickness presenteeism, had a baseline and at least one follow-up point, and included at least one specific measure of sickness presenteeism. Of the 453 papers identified, 12 studies met the eligibility criteria and were included in the review.
We adopted a thematic approach to the analysis because of the heterogeneous nature of the sickness presenteeism research. The majority of studies found that sickness presenteeism at baseline is a risk factor for future sickness absence and decreased self-rated health. However, our findings highlight that a consensus has not yet been reached in terms of physical and mental health. This is because the longitudinal studies included in this review adopt a wide variety of approaches including the definition of sickness presenteeism, recall periods, measures used and different statistical approaches which is problematic if this research area is to advance. Future research directions are discussed.
•This review examines how sickness presenteeism impacts health and wellbeing over time.•Studies suggest that sickness presenteeism is a risk for future sickness absence and decreased self-rated health.•How sickness presenteeism is defined, measured, and analysed, varies widely.•We propose a future research agenda.
The substantial health and financial costs of presenteeism are well-documented. Paradoxically, presenteeism also has a positive side, which has been largely overlooked. Emerging evidence shows that ...presenteeism can be a choice that offers a range of positive benefits to the ‘presentee’ (an employee who works through illness). In this conceptual article, we view presenteeism as purposeful and adaptive behaviour: a dynamic process that serves the purpose of balancing health constraints and performance demands in tandem. We propose a 2×2 framework of presenteeism (therapeutic, functional, overachieving, and dysfunctional) and suggest that the success of the presenteeism adaptation process depends on the availability of internal capacities and flexible work resources. When the workplace is supportive and provides adequate resources to aid adaptation, presenteeism can be a sustainable choice for maintaining performance under impaired health. We examine the role of resources for functional presenteeism by drawing on conservation of resources theory and self-determination theory. This framework can contribute to a better understanding of presenteeism by viewing it as an adaptive process, considering presentees as heterogeneous groups, and exploring the importance of internal and work resources for balancing health and performance demands. It sketches new avenues for research and practice and the effective management of presenteeism, health, and performance.
Productivity losses often contribute significantly to the total costs in economic evaluations adopting a societal perspective. Currently, no consensus exists on the measurement and valuation of ...productivity losses.
We aimed to develop a standardized instrument for measuring and valuing productivity losses.
A group of researchers with extensive experience in measuring and valuing productivity losses designed an instrument suitable for self-completion, building on preknowledge and evidence on validity. The instrument was designed to cover all domains of productivity losses, thus allowing quantification and valuation of all productivity losses. A feasibility study was performed to check the questionnaire's consistency and intelligibility.
The iMTA Productivity Cost Questionnaire (iPCQ) includes three modules measuring productivity losses of paid work due to 1) absenteeism and 2) presenteeism and productivity losses related to 3) unpaid work. Questions for measuring absenteeism and presenteeism were derived from existing validated questionnaires. Because validated measures of losses of unpaid work are scarce, the questions of this module were newly developed. To enhance the instrument's feasibility, simple language was used. The feasibility study included 195 respondents (response rate 80%) older than 18 years. Seven percent (n = 13) identified problems while filling in the iPCQ, including problems with the questionnaire's instructions and routing (n = 6) and wording (n = 2). Five respondents experienced difficulties in estimating the time that would be needed for other people to make up for lost unpaid work.
Most modules of the iPCQ are based on validated questions derived from previously available instruments. The instrument is understandable for most of the general public.
Aims
To describe factors leading to and consequences of nurse presenteeism.
Background
Presenteeism is more prevalent among nurses than other occupational groups. Existing literatures focuses on ...prevalence and consequences of presenteeism for patients, health care organizations, and nurses. However, we lack understanding of nurse perceptions of factors leading to and consequences of presenteeism.
Methods
A total of 295 free responses to a cross‐sectional survey were analysed using conventional content analysis.
Results
Nurses consider multiple factors in deciding how to respond when presentee. These include illness, staffing, availability of leave time, patients, financial constraints and guilt. Consequences of presenteeism identified were decreased mental acuity and attitude leading to lessened communication both in‐person and in documentation, transmission of illness, and decline in unit culture, patient care, and nurse health and well‐being.
Conclusions
Multiple factors lead to nurse presenteeism and there are negative consequences to nurses' health, work environment and patient care outcomes.
Implications for Nursing Management
This study leads to key discoveries to the reasons for and consequences of nurse presenteeism. Many of the factors leading to presenteeism can be addressed through culture and policy changes within organizations. The consequences to patient care outcomes and the work environment emphasize the importance of addressing presenteeism.
This study aimed to develop and test the reliability and validity of a multi-item nurses’ presenteeism behaviour questionnaire. Study 1 administered the Nurse Presenteeism Questionnaire (NPQ) to 250 ...Chinese nurses. Study 2, surveyed 650 nurses with the NPQ, the Sickness Presenteeism Questionnaire, the Stanford Presenteeism Scale, the General Health Questionnaire, and the Emotional Exhaustion Scale using convenience sampling. After item analysis, the subjects were randomly divided into two groups to verify the questionnaire structure. Study 1 revealed the nurses’ core symptoms when they go to work with illness, and the NPQ with 11 items was developed. Study 2’s item analysis revealed that 11 NPQ items had good discrimination (
t
= 22.67∼36.11,
p
< 0.01) and high homogeneity. Besides, the scale had good reliability (Cronbach’s = 0.93) and external criterion validity (
r
= 0.24∼0.84,
p
< 0.01). Thus, the NPQ can be used to measure presenteeism behaviour in nursing.
Abstract Background The department of anesthesiology is the main battlefield for the treatment of acute and critical patients, with high work risk and high work pressure. Due to the particularity of ...the working environment and nature of work, medical staff have become a group with a high incidence of occupational exhaustion and presenteeism. Objective To investigate the current status of presenteeism among anesthesiology nurses in China and to analyze the related influencing factors. Methods Three hundred twelve anesthesiology nurses in Sichuan Province were surveyed by means of general data questionnaire, presenteeism scale, work-family conflict scale, perceived social support scale, occupational commitment scale and stress resistance scale from September to November 2023 by convenience sampling method. Results The total score of presenteeism was (14.67 ± 3.92), the score of work-family conflict was (45.44 ± 15.90), the score of professional commitment was (87.28 ± 14.30), and the score of perceived social support was (66.04 ± 12.78). The evaluation score of stress resistance was (73.35 ± 11.54). The results of multivariate analysis showed that age, education, mode of employment, position, overtime hours per week, work-family conflict, perceived social support and stress resistance were the factors that affected the presenteeism of anesthesiology nurses, which could explain 44.1% of the total variation. The position ( β = 0.296, P < 0.001), overtime hours per week (h) ( β = 0.271, P < 0.001), perceived social support ( β = - 0.279, P < 0.001) turned out as the stronger predictors of presenteeism. Conclusion The presenteeism of anesthesiology nurses is at a high level and needs to be further improved. Clinical nursing managers should pay attention to the physical and mental health and special needs of anesthesiology nurses. Interventions are made according to the main influencing factors, so as to reduce the incidence of presenteeism and improve the quality and safety of surgery.
PDF
