Stanford presenteeism scale: health status and employee productivity.
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.
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ABSTRACT: It is common practice in many professions, fields, and industries to disseminate comparative information. Absent this vital resource an individual company cannot accurately evaluate their performance against a similar cohort and therefore must rely upon anecdotal information. The findings of this study address this deficiency in the Employee Assistance Program (EAP) field by reporting empirically derived comparative data for external providers of EAP services. During 2012 the National Behavioral Consortium obtained a convenience sample of 82 external EAP vendors, located primarily in the United States and Canada and 10 other countries and ranging in size from local providers to global business enterprises. The combined customer base represented by these vendors included more than 35,000 client companies and over 164 million total covered lives. The 44 survey items addressed eight categories: (1) company profile, (2) staffing, (3) customer profile, (4) utilization metrics, (5) survey tools and outcomes, (6) business management, (7) business development, and (8) forecasting the future of EAP. Results reveal a wide range between vendors on most of these factors. Comparisons were also conducted between vendors based on market size, country, and pricing model. Implications for operational practice and business development are discussed along with considerations for future research.Journal of Workplace Behavioral Health 10/2013; 28(4):251-324. DOI:10.1080/15555240.2013.845050
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ABSTRACT: The objective of the study was to examine the impact of decentralization on operational efficiency, staff well-being, and teamwork on three inpatient units. Decentralized unit operations and the corresponding physical design solution were hypothesized to positively affect several concerns-productive use of nursing time, staff stress, walking distances, and teamwork, among others. With a wide adoption of the concept, empirical evidence on the impact of decentralization was warranted. A multimethod, before-and-after, quasi-experimental design was adopted for the study, focusing on five issues, namely, (1) how nurses spend their time, (2) walking distance, (3) acute stress, (4) productivity, and (5) teamwork. Data on all five issues were collected on three older units with centralized operational model (before move). The same set of data, with identical tools and measures, were collected on the same units after move in to new physical units with decentralized operational model. Data were collected during spring and fall of 2011. Documentation, nurse station use, medication room use, and supplies room use showed consistent change across the three units. Walking distance increased (statistically significant) on two of the three units. Self-reported level of collaboration decreased, although assessment of the physical facility for collaboration increased. Decentralized nursing and physical design models potentially result in quality of work improvements associated with documentation, medication, and supplies. However, there are unexpected consequences associated with walking, and staff collaboration and teamwork. The solution to the unexpected consequences may lie in operational interventions and greater emphasis on culture change. © The Author(s) 2015.HERD 01/2015; 8(2):56-70. DOI:10.1177/1937586715568986 · 0.39 Impact Factor
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ABSTRACT: Presenteeism has become a public concern recently. Thus, we aimed to understand the relationship between self-employed workers and presenteeism using a nationally representative sample of Korean workers. Using data from the Korean Working Conditions Survey conducted in 2011, a total of 43,392 workers including paid employees and self-employed workers were analyzed. The effect of employment status on presenteeism was analyzed using logistic regression analysis. The independent variables were socioeconomic characteristics, working conditions, and working environments. Among the 43,392 workers, 34,783 were paid and 8,609 were self-employed. Self-employed workers were more likely to exhibit presenteeism than were paid workers. An elevated odds ratio of 1.27 (95% CI 1.19-1.36) was found for presenteeism among self-employed workers. Being self-employed was significantly related with exhibiting presenteeism. Additional research should investigate whether other factors mediate the relationship between employment status and presenteeism as well as ways to reduce presenteeism among self-employed workers.01/2014; 26:32. DOI:10.1186/s40557-014-0032-1