A Comparison of Job Stress Models: Associations With Employee Well-Being, Absenteeism, Presenteeism, and Resulting Costs. Issue 7 (July 2019)

• Record Type: Journal Article
• Authors: Schmidt, Burkhard; Schneider, Michael; Seeger, Philipp; van Vianen, Annelies; Loerbroks, Adrian; Herr, Raphael M.
• Is Part Of: Journal of occupational and environmental medicine. Volume 61:Issue 7(2019)
• Publication Date: 2019-07
• Subjects: absenteeism -- costs -- job stress -- presenteeism -- well-being; Medicine, Industrial -- Periodicals; Environmental health -- Periodicals; Occupational Medicine -- Periodicals; Environmental Medicine -- Periodicals; Environmental health; Medicine, Industrial; Periodicals; Electronic journals; 616.9803
• DOI: 10.1097/JOM.0000000000001582
• Languages: English
• ISSNs: 1076-2752

Abstract

Abstract : Objective: This study investigates the associations between Effort–Reward–Imbalance (ERI), Overcommitment (OC), Job–Demand–Control (JDC), and Organizational Injustice (OIJ) with employee well-being, absenteeism, and presenteeism, as well as the costs incurred. Methods: Cross-sectional data from 1440 German pharmaceutical company employees assessing job stress, employee well-being, absenteeism, and presenteeism were used. Linear regression and interval regression analyses assessed separate and independent associations and sample-specific costs were estimated. Results: All four stressors were related to employee well-being, presenteeism, and absenteeism when analyzed separately. OIJ showed the strongest independent association with absenteeism (coef. = 0.89; P < 0.01), whereas OC was most strongly independently associated with lower well-being (coef. = −0.44; P < 0.01) and higher presenteeism (coef. = 0.28; P < 0.01). Absenteeism costs per employee/year were higher than presenteeism costs. Conclusions: Occupational health interventions reducing job stress will have strong potential for productivity raise and lower costs.