Purpose: To inform health behavior intervention design, we sought to quantify loneliness and its correlates, including social media use, among adults in the United States. Design: Cross-sectional research panel questionnaire. Setting: Responses were gathered from individuals in all 50 states surveyed via Internet from February 2018 to March 2018. Participants: A total of 20 096 US panel respondents aged 18+. Measures: The University of California at Los Angeles (UCLA) Loneliness Scale (theoretical score range = 20-80) was administered along with demographic, structural, cognitive, and behavioral items. Analysis: After calibrating the sample to population norms, we conducted multivariable linear regression analysis. Results: The overall mean survey-weighted loneliness score was 44.03 (standard error = 0.09). Social support (standardized β [sβ] = −0.19) and meaningful daily interactions (sβ = −0.14) had the strongest associations with lower loneliness, along with reporting good relationships, family life, physical and mental health, friendships, greater age, being in a couple, and balancing one’s daily time. Social anxiety was most strongly associated with greater loneliness (sβ = +0.20), followed by self-reported social media overuse (sβ = +0.05) and daily use of text-based social media (sβ = +0.03). Conclusion: Our findings confirm that loneliness decreases with age, and that being in a relationship as well as everyday behavioral factors in people’s control are most strongly related to loneliness. Population health promotion efforts to reduce loneliness should focus on improving social support, decreasing social anxiety, and promoting healthy daily behaviors.

PurposeLoneliness is known to adversely impact employee health, performance and affective commitment. This study involves a quantitative cross-sectional analysis of online survey data reported by adults employed in the United States (n = 5,927) to explore how loneliness and other related factors may influence avoidable absenteeism and turnover intention.Design/methodology/approachWorker loneliness was assessed using the UCLA Loneliness Scale (Version 3). Composite variables were constructed as proxy measures of worker job and personal resources. Structural equation modeling (SEM) was used to examine independent variable effects on dependent outcomes of (a) work days missed in the last month due to stress (stress-related absenteeism) and (b) likelihood to quit within the next year (turnover intention).FindingsThe job resources of social companionship, work-life balance and satisfaction with communication had significant negative relationships to loneliness in the SEM, as did the personal resources of resilience and less perceived alienation. Results further show lonely workers have significantly greater stress-related absenteeism (p = 0.000) and higher turnover intention ratings (p = 0.000) compared to workers who are not lonely. Respondent demographics (age, race and gender) and other occupational characteristics also produced significant outcomes.Practical implicationsStudy findings underscore the importance of proactively addressing loneliness among workers and facilitating job and personal resource development as an employee engagement and retention strategy.Originality/valueLoneliness substantially contributes to worker job withdrawal and has negative implications for organizational effectiveness and costs.