Stanford presenteeism scale: health status and employee productivity.

Department of Psychiatry and Behavioral Sciences, Stanford University, Stanford, CA 94305-5718, USA.
Journal of Occupational and Environmental Medicine (Impact Factor: 1.8). 02/2002; 44(1):14-20. DOI: 10.1097/00043764-200201000-00004
Source: PubMed

ABSTRACT Workforce productivity has become a critical factor in the strength and sustainability of a company's overall business performance. Absenteeism affects productivity; however, even when employees are physically present at their jobs, they may experience decreased productivity and below-normal work quality--a concept known as decreased presenteeism. This article describes the creation and testing of a presenteeism scale evaluating the impact of health problems on individual performance and productivity. A total of 175 county health employees completed the 34-item Stanford Presenteeism Scale (SPS-34). Using these results, we identified six key items to describe presenteeism, resulting in the SPS-6. The SPS-6 has excellent psychometric characteristics, supporting the feasibility of its use in measuring health and productivity. Further validation of the SPS-6 on actual presenteeism (work loss data) or health status (health risk assessment or utilization data) is needed.

  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: Purpose: This study was conducted to determine the effect of the performance of Workplace Health Manager at the workplace on presenteeism in the workers. Methods: Three months before this study, between June 2010 and September 2010, a self-reporting survey of 316 employees in 136 workplaces in each of each hired a Workplace Health Manager was performed at their workplace with explanations of the purpose and methods of this study after their consent was obtained. Results: The average performance score of the Workplace Health Manager as graded by the employees was 3.8 out of 5 points. The duties of the Workplace Health Manager which received higher grades were posting of the Material Safety Data Sheets (MSDS), health education, and future management with respect to the results and procedure of health care-related work. According to the employees' survey, the score for presenteeism was evaluated as 14.3 out of 30 points. Based on the presenteeism analysis results, when (1) the employee was a male, (2) the workplace was established and managed by Industry Safety and Health Committee, (3) the employees were aware of the role of Workplace Health Managers, and (4) Workplace Health Manager fulfilled his/her role actively and successfully, presenteeism was observed to a lesser extent. Conclusion: According to the results of the study, presenteeism was observed to a lesser extent when the Workplace Health Manager actively performed his/her role.
    Korean Journal of Occupational Health Nursing. 05/2013; 22(2).
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: Longstanding complex regional pain syndrome (CRPS) is refractory to treatment with established analgesic drugs in most cases, and for many patients, alternative pain treatment approaches, such as with neuromodulation devices or rehabilitation methods, also do not work. The development of novel, effective treatment technologies is, therefore, important. There are preliminary data suggesting that low-dose immunoglobulin treatment may significantly reduce pain from longstanding CRPS.
    Trials 10/2014; 15(1):404. · 2.12 Impact Factor
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: This data was derived from a Request-For-Information (RFI) submitted to a sample of 26 large and medium-size external Employee Assistance Program (EAP) vendors across the United States. EAPs reported an increase in covered employees over the 2009 to 2010 period. EAP organizations associated with health plans and organizations that offer EAP and carve-out mental health programs saw the greatest growth. Purchasers were choosing a short-term counseling model of four to six visits. EAPs are relying on brief intake assessments for initial phone triage. Few programs were accredited and only a small number of intake or affiliate counselors held the Certified Employee Assistance Professional credential. Vendors reported that average EAP utilization was less than 6% with great variation between contracts.
    Journal of Workplace Behavioral Health 08/2013; 28(3):172.