Schmidt B, Schneider M, Seeger P, Van Vianen A, Loerbroks A, Herr RM (2019)
Publication Type: Journal article
Publication year: 2019
Book Volume: 61
Pages Range: 535-544
Journal Issue: 7
DOI: 10.1097/JOM.0000000000001582
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.
APA:
Schmidt, B., Schneider, M., Seeger, P., Van Vianen, A., Loerbroks, A., & Herr, R.M. (2019). A Comparison of Job Stress Models: Associations with Employee Well-Being, Absenteeism, Presenteeism, and Resulting Costs. Journal of Occupational and Environmental Medicine, 61(7), 535-544. https://doi.org/10.1097/JOM.0000000000001582
MLA:
Schmidt, Burkhard, et al. "A Comparison of Job Stress Models: Associations with Employee Well-Being, Absenteeism, Presenteeism, and Resulting Costs." Journal of Occupational and Environmental Medicine 61.7 (2019): 535-544.
BibTeX: Download