Figure - uploaded by Mika Steinke
Content may be subject to copyright.
Abb. 3.11 Gesundheitsmonitor 2009. Angegebene Gründe für Präsentismus Quelle: Vogt et al., 2009, 191 (eigene Darstellung) 45 Als Extremformen dieser übersteigerten, gesundheitsgefährdenden Motivation von Mitarbeitern lässt sich zum einen das zunehmend beobachtbare Phänomen anführen, dass gesunde Mitarbeiter durch Medikamenteneinnahme versuchen, ihre Leistungsfähigkeit zu erhöhen ("Cognitive Enhancement"). Zum anderen sei auf das japanische "Karoshi" verwiesen. "Karoshi" (= Tod durch Überarbeiten) stellt dort eine anerkannte und in amtlichen Statistiken aufgeführte Todesursache dar.
Source publication
Similar publications
Citations
... It occurs when employees work despite health issues, potentially impacting productivity and well-being. While some argue that it can boost self-confidence and employability capacity (Steinke & Badura, 2011), others highlight its adverse effects on performance and health, as well as its potential to increase the rate of employee mistakes (Cassie, 2014;Haque, 2023;Rainbow et al., 2019;Skagen & Collins, 2016). Social Cognitive Theory (S.C.T.) and Goal Achievement Theory explain presenteeism as a behaviour influenced by self-efficacy, outcome expectations, and goals (Cooper & Lu, 2016;Lohaus & Habermann, 2019). ...
The quality of the relationship between customers and employees and customer satisfaction are key to sustainable performance and success in the hospitality industry. However, challenges such as heavy workloads, job insecurity, and long working hours can lead to presenteeism, in which employees come to work even when physically or mentally ill. This phenomenon jeopardises organisational performance, customer satisfaction, and individual health. Despite its numerous negative consequences, there is limited research on the concept, and the rate of presenteeism is increasing, particularly among hotel employees. This study aims to empirically examine presenteeism, its antecedents (workplace bullying and employee cynicism), and its consequences (task performance and work engagement) among 4- and 5-star hotel employees. The results revealed that workplace bullying and employee cynicism significantly increased presenteeism. Besides, presenteeism reduces work engagement and task performance. This research addresses a gap in the literature by examining how workplace dynamics affect presenteeism and its potential consequences for hotel sector employees. Additionally, it offers practical contributions by emphasising the need to increase awareness of presenteeism and providing suggestions for doing so.
... Taking a healthy and, therefore, fully productive employee as a reference in a phenomenon that starts with an essentially unwell process normalises this point of view. However, many researchers criticise this understanding for ignoring the fact that not every unwell state will negatively affect an employee's future well-being, performance (Steinke & Badura, 2011), or productivity (Vingård et al., 2004). As Halonen et al. (2016) pointed out, a few numbers of unwellness can affect an employee's ability to focus on his job and healthily complete tasks. ...
... As Halonen et al. (2016) pointed out, a few numbers of unwellness can affect an employee's ability to focus on his job and healthily complete tasks. However, some researchers state that presenteeism can have positive consequences, especially under certain conditions and in some unwell situations (e.g., Demerouti et al., 2009;Karanika-Murray & Biron, 2019;Steinke & Badura, 2011;Urtasun & Nuñez, 2018). This perspective, which can be called good presenteeism (Miraglia & Johns, 2016), has rarely been discussed in the relevant literature. ...
The study aims to holistic and comprehensive analyse presenteeism according to the perceptions of education workers who experience it more frequently and reveal the relationship of presenteeism with the sociological, psychological, and theological dynamics of Turkish society. The study was conducted with a phenomenological design, one of the qualitative research methods. The study group consists of teachers and school administrators working in Elazig, a province in Turkey. It was determined that educators can voluntarily decide to work when they are not feeling well due to motivations such as a sense of responsibility, conscience, commitment to work, public service, and religious sensitivity. In addition, some participants stated that due to organisational pressure, economic difficulties, and workload, employees make a forced decision to work when they are not well. Finally, in addition to the negative results of presenteeism, positive results, which are rarely seen in the literature, were also obtained. Therefore, the experience of presenteeism should be evaluated considering its positive and negative effects on organizations and employees.
... 34). Even if the presence philosophy laid down here was replaced in later publications by Badura by a positioning that sees business deficits also in "hidden" productivity losses as a result of presenteeism [20], it expresses an understanding of occupational health management that conceptualizes the promotion of employee health less as an independent value but places it primarily in the service of the business benefit calculus. ...
This contribution is a theoretical reflection based on statistical and empirical data as well as concepts proposed by other authors or institutions. Based on the thesis that the respective social developments equally influence and limit the orientation and design of workplace health promotion, this article deals with the challenges that arise from the contemporary social, political and economic developments for a needs-oriented and effective workplace health promotion. On the basis of a historical review of the lines of development in workplace health promotion, beginning with the Ottawa Charter in 1986, the field of tension in which work-related health promotion approaches generally operate is first outlined. Based on the results of a keyword search in relevant European statistics databases and specialized databases on the topics of demographic change, labor migration and digitalization and flexibilization of work, current development trends in the world of work are traced, priority desiderata for a future design of health promotion are derived from these, and their chances of realization are reflected upon. On the basis of the data collected, it becomes clear that today's world of work is characterized by multidimensional diversification processes, which are accompanied by the risk of worsening social inequalities. The conclusion is that future concepts of workplace health promotion must be more universal than previous approaches, which are often limited to the focus of individual behavioral prevention. The attempt to promote workplace health promotion with economic benefit arguments also runs the risk of reinforcing social inequality. The task of effective workplace health promotion, conversely, must be to initiate critical reflection on current priorities.
... Further, this definition does not obscure the possible positive effects of presenteeism that are often neglected (Lohaus & Habermann, 2019). A growing number of researchers stress the occurrence of positive impacts of presenteeism at least in certain cases of illness (e.g., Demerouti, Le Blanc, Pascale M., Bakker, Schaufeli, & Hox, 2009;Karanika-Murray & Biron, 2019;Steinke & Badura, 2011), which is discussed in the next section of this paper (Section 2). Further, this definition of presenteeism has some overlap with the concept of leaveism (Hesketh & Cooper, 2014), which utilizes allocated time off, such as annual leave days or flexi hours banked when feeling unwell, instead of engaging in either absenteeism or presenteeism. ...
This position paper brings together recent and emerging developments in the field of presenteeism. A critical synthesis of the evidence is needed due to persisting conceptual and methodological challenges as well as the increased volume of research in the field.This paper integrates emerging evidence and critical thinking into three areas: (1) concept, (2) measurement and methodological issues, and (3) the context of presenteeism. First, due to the variety of existing definitions, competing understandings, as well as the notion of positive presenteeism, it is important to reconsider the notion of presenteeism. Second, it is important to reflect on the measurement of the act of presenteeism and the productivity loss associated with that.Third, following the call to investigate presenteeism in specific contexts, it is important to explain the social, occupational, cross-cultural aspects, as well as the contemporary workplace changes. Based on this critical synthesis, we conclude by identifying recommendations for future research on presenteeism.
https://www.tandfonline.com/eprint/HCHM6CPYGMXBYJRJUA7H/full?target=10.1080/1359432X.2019.1704734
... Economic factors, such as job insecurity, appear to be strong motivators to continue to work while sick [20,22,23]. In a review written by Steinke et al. it was shown that the fear of losing one's job is an important factor for presenteeism [23]. ...
... Economic factors, such as job insecurity, appear to be strong motivators to continue to work while sick [20,22,23]. In a review written by Steinke et al. it was shown that the fear of losing one's job is an important factor for presenteeism [23]. Such tendencies were confirmed by a cohort study of Virtanen and colleagues who were able to demonstrate that a high unemployment rate in the geographical area of a certain cohort leads to fewer employees calling in sick. ...
... Unauthorized reproduction of this article is prohibited of presenteeism. [20,23]. The person-related factors, such as sex, education level and job position (not shown in the analysis) have a less significant impact on the frequency of presenteeism. ...
Objective:
The aim of this cross-sectional study was to examine work- and person-related predictors of the largely "invisible" behaviour and phenomenon of presenteeism among employees in a health-care setting in German-speaking Switzerland.
Methods:
Self-reported survey data from 1,840 employees of four hospitals and two rehabilitation clinics collected in 2015 and 2016 were utilized and analyzed.
Results:
All studied work-related factors such as patient contact, job satisfaction, high work load, forced overtime, fear of job-loss, and particularly mental strain turned out to be significant and relevant predictors of presenteeism. Younger employees, female workers and employees with a chronic disease also were more likely to show presenteeism.
Conclusion:
Work stress, work without patients, job dissatisfaction, a chronic disease and/or a younger age or rather less work experience seem to increase the chances of presenteeism among health-care workers.
... Seit den 1940er-Jahren wird sie als "umfassendes Wohlbefinden" definiert. Diese Definition der Weltgesundheitsorganisation (WHO, 1946(WHO, , 1986 (Steinke & Badura, 2011). ...
Die Evaluierung psychischer Belastung ist durch das österreichische ArbeitnehmerInnenschutzgesetz (ASchG) auch für Kleinstbetriebe vorgeschrieben.
Mit EVALOG – Evaluierung psychischer Belastung im Dialog liegt ein anwendungsfreundliches und wissenschaftlich fundiertes Verfahren vor, das
Kleinstbetrieben die selbständige Durchführung der Evaluierung psychischer Belastung erleichtert.
EVALOG wurde im Auftrag der Allgemeinen Unfallversicherungsanstalt (kurz: AUVA) – einer Einrichtung der österreichischen Sozialversicherung – entwickelt.
Inhaltliches Herzstück von EVALOG ist der KFZA - Kurzfragebogen zur Arbeitsanalyse.
Bei der Entwicklung dieses Verfahrens wurden die Besonderheiten von Kleinstbetrieben berücksichtigt. Damit eignet es sich speziell für Situationen, in denen eine Evaluierung psychischer Belastung mit nur ein bis drei Beschäftigten (aus demselben Tätigkeitsbereich) stattfindet. Es kann auch in größeren Betrieben zur Evaluierung kleiner Tätigkeitsbereiche (mit ein bis drei Beschäftigten) zum Einsatz kommen.
Bei mehreren Tätigkeitsbereichen wird das Verfahren entsprechend mit ein bis drei Personen wiederholt.
Bei EVALOG findet die Evaluierung psychischer Belastung im Dialog zwischen einer Evaluiererin/einem Evaluierer und den Arbeitnehmerinnen/Arbeitnehmern statt, wodurch diese entsprechend den gesetzlichen Vorgaben beteiligt werden.
Dieser Dialog wird durch den vorliegenden Leitfaden, den sogenannten Wegweiser, unterstützt, wodurch alle wesentlichen Informationen gemäß der gesetzlichen
Dokumentationspflicht erfasst werden.
... While there is a long and established literature on absenteeism (surveyed by Beemsterboer et al., 2009, andBarmby, 2011), presenteeism has only recently received increased attention among researchers of different faculties, as well as among practitioners and politicians. So theoretical and empirical studies on the act of presenteeism are relatively rare (for surveys see Johns, 2010, andSteinke andBadura, 2011). The bulk of the literature is empirical and tries to identify in cross-sectional analyses the major health-related, individual, and organizational factors associated with the prevalence of presenteeism. ...
... While there is a long and established literature on absenteeism (surveyed by Beemsterboer et al., 2009, andBarmby, 2011), presenteeism has only recently received increased attention among researchers of different faculties, as well as among practitioners and politicians. So theoretical and empirical studies on the act of presenteeism are relatively rare (for surveys see Johns, 2010, andSteinke andBadura, 2011). The bulk of the literature is empirical and tries to identify in cross-sectional analyses the major health-related, individual, and organizational factors associated with the prevalence of presenteeism. ...
Presenteeism, i.e. attending work while sick, is widespread and associated with significant costs. Still, economic analyses of this phenomenon are rare. In a theoretical model, we show that presenteeism arises due to differences between workers in the disutility from workplace attendance. As these differences are unobservable by employers, they set wages that incentivize sick workers to attend work. Using a large representative German data set, we test several hypotheses derived from our model. In line with our predictions, we find that stressful working conditions and bad health status are positively related to presenteeism. Better dismissal protection, captured by higher tenure, is associated with slightly fewer presenteeism days, whereas the role of productivity and skills is inconclusive.
... Zahlreiche Faktoren haben einen Einfluss auf das Verhalten, krank zur Arbeit zu gehen [26]. Es wird hierbei zwischen persönlichen (z. ...
HintergrundPräsentismus ist in den letzten Jahren zunehmend in den Fokus der Wissenschaft gerückt. Doch trotz zahlreicher Studien zum Präsentismus liegen derzeit kaum Befunde mit Bezug auf den Polizeiberuf vor. Ziel des vorliegenden Beitrags ist es daher, die Prävalenz von Präsentismus und die Beweggründe für dieses Verhalten in der Polizei zu analysieren. MethodenEs werden die Ergebnisse einer Querschnittstudie aus zwei deutschen Polizeiinstitutionen beschrieben. Die Gelegenheitsstichprobe setzt sich aus Mitarbeitern verschiedener Organisationseinheiten zusammen. Das Verhalten, krank zur Arbeit zu gehen, wurde mithilfe eines am Zentrum für Umfragen, Methoden und Analysen (ZUMA) in Mannheim entwickelten Verfahrens erhoben (Gabler & Häder, 2002). Die Beweggründe für das Verhalten, krank zur Arbeit zu gehen, wurden in Anlehnung an Johansen et al. (2014) erfasst. ErgebnisseDreiviertel aller Befragten (74,6 %) gaben an, in den letzten 12 Monaten krank zur Arbeit gegangen zu sein. Etwa ein Drittel (30,0 %) ist im selben Zeitraum gegen den Rat des Arztes arbeiten gegangen. Hierbei zeigen sich signifikante Altersunterschiede (p = 0,001–0,009). Präsentismus ist bei den unter 30-Jähringen weniger verbreitet als bei Polizisten im Alter von 30 bis 44 bzw. 45 bis 65 Jahren. Die Vermeidung von Mehrarbeit für die Kollegen wird am häufigsten als Beweggrund für Präsentismus angeführt (65,6 %). DiskussionDie Ergebnisse zeigen, dass Präsentismus unter Polizeibeamten tendenziell häufiger vorkommt als in anderen Berufsgruppen. Das Präsentismusniveau liegt zudem über den Werten schwedischer Polizisten. Es stellt sich daher die Frage, ob Präsentismus in der deutschen Polizei genügend Aufmerksamkeit erfährt und ob nicht kulturverändernde Maßnahmen angebracht wären.
... Several definitions of presenteeism are used across studies ( Steinke and Badura, 2011). Their scope can be narrower, wider or just different from each other. ...
This report presents the results of a survey of national and international data sources on the costs of work-related injuries, illnesses and deaths. The aim was to evaluate the quality and comparability of different sources as a first step towards estimating the costs of accidents and ill-health at work in Europe. The survey found that there were insufficient data to determine these costs exactly; however, recommendations are made on using estimates to bridge the data gap.
... Für Unternehmen sind gesunde Mitarbeiter/innen in mehrerer Hinsicht ein wichtiges Potenzial. Einerseits verursachen krankheitsbedingt fehlende Arbeitnehmer/innen hohe betriebs-und volkswirtschaftliche Kosten [8], andererseits ist ein guter Gesundheitszustand Grundvoraussetzung für Leistungsfähigkeit und Produktivität [27]. Auch im Hinblick auf den demografischen Wandel gewinnt die Mitarbeitergesundheit an Relevanz. ...
Background
Managers hold central positions in occupational health management. Their dual strategic roles are a result of their responsibility for their own personal health and the importance of management styles on employee health. This study analyses the effects of a management seminar on health-related self- and employee-management.
Methods
Applying a longitudinal design and standardized questionnaires, 70 managers of an industrial company were surveyed prior to and following a management seminar series. Data on health-related self- and employee-management respectively aspects of communication were collected.
Results
Most issues of health-related self-management and communication had improved towards the end of the seminar series. With regard to employee-management, behaviour change and a tendency towards increased awareness for health was detected.
Conclusions
The study presents that management seminars are appropriate to raise awareness of leaders on health-related management. The results might help companies to understand that occupational health management strategies form an integral part and motivate them to incorporate respective strategies into their management policy.
