With the outbreak of Covid-19, a pandemic was declared in March 2020 and countries introduced various measures to overcome it. As a result, employees worked more intensively from home with the use of information and communication technologies (ICT), which significantly affected the way of work, the length of the working day, and the time reserved for rest. The purpose of this article is to examine whether, during the pandemic, public employees in the Slovenian public administration worked during nonwork time. This is the first research of this kind in the Slovenian public administration. The research applied the quantitative method and an online questionnaire conducted in February 2021, whereby data from 1676 public administration employees were obtained. The results of the research show that at the time of the Covid-19 pandemic, 80% of the respondents performed work during nonwork time. In fact, public employees quite often worked late in the afternoon after working hours and on weekends. Interestingly, about 10% of public employees even worked during annual leave and sick leave. The results of the research contribute to theoretical and practical knowledge about work related activities during nonwork time.

Background and Purpose: Statistics of sickness absenteeism in public administration in Slovenia is considerably higher (7.1% in 2018) than the percentage that applies for the whole of Slovenia (4.5% in 2018). The data also shows a similar pattern in the public sector in other countries. According to that, the main purpose of our research is to investigate the connection between fields of work, years of service, and sickness absenteeism in public administration in Slovenia.Methodology: Research data was collected with the help of an online questionnaire, which was designed for empirical research and consisted of several sets of questions. The collected data was processed using the SPSS statistical program.Results: The research was conducted in 2015 in public administration institutions, and 3,220 employees from public administration were included in our research sample. The results of the research show that there is a statistically significant connection between sickness absenteeism in public administration and years of service and the field of work of employees in public administration.Conclusion: The survey helps us to understand the connection between sickness absenteeism and years of service and field of work of employees in public administration. With regard to the results, it would be reasonable to adopt measures focused on groups of employees in public administration (older employees with a greater length of service, employed officials and professional-technical public employees) where sickness absence may be reduced. Sickness absenteeism in these groups of employees could be reduced by providing employees better leadership and conditions for satisfaction in the workplace.

Purpose The purpose of this study is to find the connection between leader behaviour and employee sickness absence in public administration. Design/methodology/approach The research data was collected with the help of an online questionnaire. The SPSS statistical programme and structural equation modelling in AMOS were used to analyse the data. Findings The research was conducted in public administration institutions, and 3,220 employees from public administration were included in the research sample. The author found a negative one-way relationship between certain types of behaviour and sickness absence. The author defines leader behaviour as a multidimensional construct in which each dimension represents a separate cluster of leader behavioural characteristics. Leaders’ “progressiveness” is the most important dimension, and a one-point increase in “progressiveness” (five-point scale) leads to a reduction of 2.8 days in sickness absence for one employee. Research limitations/implications The author focused only on one segment of factors (the behaviour of leaders) that affects sickness absence. To explain the maximum possible measure of the variability in sickness absence, it would be best to include several different influencing factors. Practical implications The study represents a structured model of the link between sickness absence and leader behaviour. With the model, it is possible to determine which behavioural forms of leaders influence sickness absence, where leader behaviour is treated as a complex whole, and not as an individual behavioural characteristic. Originality/value The study addresses calls for research on the relationship between leader behaviour and employee sickness absence within countries.

Purpose: Employees and their work during non-work time are affected bytechnology development, societal changes and other factors that havean inherent impact on the employees’ attitude towards work during nonworktime. The purpose of this article is to provide an overview of the upto-date research on employees performing work during non-work time.Design/Methodology/Approach: The main methodological approachused in the article is a systematic literature review of 18 scientific articlesfound in citation databases in WOS, Scopus, etc. The collected literatureis relevant as it encompasses both quantitative and qualitative analysesto gather insights on performing work during non-work time.Findings: The results imply that work during non-work time is a growingphenomenon among employees and public employees are no exception.Regarding the socio-demographic groups affected, findings indicatethat work during non-work time is particularly common for employees inmanagerial positions and for professionals in education, health and policeservices, as well as for employees engaged in remote work. They alsoconfirm that employees work during non-work time at different times ofthe day, at weekends, and during their annual and sick leave.Practical Implications: The article is especially relevant for public employeesdue to increased use of information and communication technology.As such, they are also exposed to intensifying work-related expectationsand requests/pressures for flexible work arrangements.Originality/Value: The originality of the topic is reflected in the underrepresentationof scientific research on the performance of work duringnon-work time among public employees.    

Stanje razmer v organizaciji se lahko zaznava, meri in predstavlja z različnih vidikov – tudi z vidika varnega in zdravega delovnega okolja. Učinki takšnega delovnega okolja se odražajo na zaposlenih oziroma na njihovem zdravju in počutju ter na rezultatih dela. Vloga zdravja in dobrega počutja zaposlenih v delovnem okolju je pomembna, saj pomeni eno ključnih determinant, ki vplivajo na uspešnost organizacije na eni strani in na drugi strani na prisotnost oziroma odsotnost zaposlenih z dela ter na drugo čustveno dojemanje dela in organizacije zaposlenih. Članek se osredotoča na predstavitev raziskav, projektov oziroma dobrih praks s področja izvajanja promocije zdravja in dobrega počutja zaposlenih v delovnem okolju, s ciljem predstaviti rezultate raziskav in projektov o donosnosti finančnih investicij v promocijo zdravja in dobrega počutja zaposlenih v delovnem okolju ter predstaviti dobre prakse s tega področja. Rezultati proučevanja kažejo, da obstajajo številni primeri projektov oziroma programov izvajanja promocije zdravja in dobrega počutja zaposlenih v delovnem okolju in so finančni učinki vloženih finančnih sredstev v zdravje in dobro počutje zaposlenih dolgoročno donosni. Slednje se odraža zlasti v zmanjšanju števila izgubljenih delovnih dni, kar je neposredno posledica boljšega zdravja in dobrega počutja zaposlenih v delovnem okolju.The conditions in an organization can be perceived, measured and represented through various aspects – including the aspect of a safe and healthy workplace. The effects of such workplace reflect in the employees, namely in their health and well-being as well as in their work results. Health and well-being of the employees play an important role in the workplace as they represent one of the key determinants that have an impact on the organization’s performance on the one hand, and the employees’ presence or absence from work, as well as the employees’ acceptance of the work and organization on the other hand. This paper focuses on the presentation of studies, projects and good practices in the field of implementing the promotion of health and well-being of the employees in the workplace with the aim to present the findings of the studies and projects regarding the relevance of financial investments in the promotion of health and well-being of the employees in the workplace and to present good practices in this field. The study results have shown that there are numerous cases of projects and programs designed to implement the promotion of health and well-being of the employees in the workplace and that the financial impacts of the financial resources invested in health and well-being of the employees are relevant in the long term. The latter especially reflects through the aspect of reducing the number of working days lost due to employees’ absence from work which arises directly as a result of improved health and well-being of the employees in the workplace.