Nurse absenteeism: An analysis of trends and perceptions of nurse unit managers

Ticharwa, Monica; Cope, Vicki; Murray, Melanie

doi:10.1111/jonm.12654

Cited by 34 publications

(47 citation statements)

References 24 publications

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“…The use of objective working‐hour data within 28 days preceding short sickness absence and utilization of case‐crossover design enabled us to control several factors potentially influencing the associations of working‐hour characteristics and short sickness absence, such as organisation, work culture and environment. Although shift work and ageing may be associated with higher risk for long sickness absence as shown in an earlier study based on partially the same data but also by others (Ropponen et al, 2019; Ticharwa et al, 2019), our results suggest that age does not directly affect the association of specific working‐hour characteristics with short sickness absence. An additional finding for practical significance was that strenuous working time characteristics are less frequent among the ageing confirming our hypothesis.…”

Section: Discussionsupporting

confidence: 71%

“…Our earlier studies, based on the Finnish Public Sector study, indicated that long working hours, several consecutive night shifts and short (<11 hr) recovery periods between the shifts are associated especially with short (1–3 days) sickness absence (Ropponen et al, 2019) but also with fatigue and sleep disturbances (Härmä, Karhula, Puttonen, et al, 2018; Härmä, Karhula, Ropponen, et al, 2018). Yet, these studies did not investigate age group differences, and it could be assumed that younger and older workers in female‐dominated social and health sector might react differently for working‐hour characteristics, and consequently, rates of sickness absence could differ (Cai et al, 2019; Stock et al, 2019; Ticharwa, Cope, & Murray, 2019).…”

Section: Introductionmentioning

confidence: 99%

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A case‐crossover study of age group differences in objective working‐hour characteristics and short sickness absence

et al. 2020

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Aim To investigate age group differences in objective working‐hour characteristics and their associations with short (1–3 days) sickness absence. Background Irregular working hours, that is shift work with non‐standard schedule, may influence sickness absence rates in hospital workers. Methods We collected daily working hours and the first incidence of short sickness absence from the employers’ electronic records from 2008 to 2017. A case‐crossover study compared the characteristics of the working hours 28 days preceding the sickness absence (exposure window) and 28 days earlier (control window) across 10‐year age groups (conditional logistic regression for odds ratios (OR) with 95% confidence intervals (95% CI)). Results Younger employees had longer working hours and more night and consecutive shifts. Extended weekly working hours were associated with short sickness absence in all age groups. Age‐related differences were few: extended working hours among oldest age group (OR: 1.01, 95% CI: 1.00–1.01) and daily working hours in the youngest and middle‐age groups (Ors: 1.14–1.17) were associated with increased sickness absence. Conclusions Length of working hours, and night and consecutive shifts differed between age, but the associations with short sickness absence were similar across all age groups. Implications for Nursing Management Among older employees, the length of working hours should be paid special attention.

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Section: Discussionsupporting

confidence: 71%

Section: Introductionmentioning

confidence: 99%

A case‐crossover study of age group differences in objective working‐hour characteristics and short sickness absence

et al. 2020

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“…14 , 23 We assumed baseline 3% nurse absenteeism and an additional 8% absenteeism for the SARS-CoV-2 pandemic months. 24 , 25 To place results within the global context, we used median number of vaccinators per capita from other WHO regions calculated similarly. For the monthly comparisons and time series, we assumed constant routine immunization demand throughout the year and constant SARS-CoV-2 immunization demand during a mass vaccination campaign of four months duration.…”

Section: Methodsmentioning

confidence: 99%

“…10 d. Adjustments account for 3% absenteeism (baseline) and an additional 8% absenteeism (during pandemic). 24 , 25 …”

Section: Figurementioning

confidence: 99%

The operational impact of deploying SARS-CoV-2 vaccines in countries of the WHO African Region

Ortiz

Robertson

Hsu

et al. 2020

Preprint

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Background: After SARS-CoV-2 vaccines become available, they will be deployed to many countries with limited immunization systems. Methods: We conducted a cold chain capacity assessment of a simulated country in the WHO African Region. We combined region-specific data regarding immunization, population, healthcare workforce, and cold storage capacity (upper and lower range and quartile values for national and subnational levels). We used seasonal influenza vaccines as proxies for SARS-CoV-2 vaccines. We evaluated the increase in vaccine doses to be administered, doses administered per vaccinator, and cold storage volumes for SARS-CoV-2 campaigns targeting risk groups compared to routine immunization baselines. Findings: Compared to routine immunization, a SARS-CoV-2 vaccination campaign would increase monthly doses administered when targeting risk groups: ≥65 years (29.9%), chronic diseases patients (101.5%), and healthcare workers (1.2%). SARS-CoV-2 vaccination campaigns would increase doses administered per vaccinator for risk groups: ≥65 years (32.5%), chronic diseases patients (110.4%), or healthcare workers (1.4%). Routine vaccine volumes already exceed national level storage capacity for at least 75% of African Region countries, but subnational levels would have sufficient storage capacity for SARS-CoV-2 vaccines in all but the lower 25% of African Region countries. Interpretation: SARS-CoV-2 vaccination campaigns would substantially increase doses per vaccinator and cold chain capacity requirements over routine immunization baselines. Pandemic vaccination campaigns would add volume to national level stores already at their limits, but substantial capacity exists at subnational levels for SARS-CoV-2 vaccines. Immediate attention to strengthening delivery systems is essential to support pandemic vaccine responses in the African Region. Funding: None

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“…1,2 It has a multi-factorial etiology and can be divided into three areas: personal factors, such as age, family characteristics and quality of life; organizational factors, such as job satisfaction and leadership; and factors related to the workplace, such as overload of activities and quality of the work environment. 3,4 Identifying the direct influence of the quality of the work environment on absenteeism is essential, since this knowledge provides subsidies for the management of health institutions to promote actions that result in improving the quality of the environment, whether with improvements in infrastructure, dimensioning of human resources and organizational culture; so that the worker's health is not affected, increasing job satisfaction, reducing absenteeism and, consequently, improving quality of care.…”

Section: Introductionmentioning

confidence: 99%

Associação entre absenteísmo e ambiente de trabalho dos técnicos de enfermagem

2021

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RESUMO Objetivo analisar se o ambiente de trabalho e as características sociodemográficas e laborais influenciam o absenteísmo de técnicos de enfermagem. Método estudo transversal e correlacional, em unidade de urgência e emergência com técnicos de enfermagem. Aplicado instrumento com dados sociodemográficos e laborais, absenteísmo referido e versão brasileira validada para técnicos de enfermagem do Nursing Work Index Revised (B-NWI-R). Resultados participaram 62 técnicos de enfermagem, predominância do sexo feminino, jovens, trabalho de 36 a 40 horas semanais e turno diurno. Absenteísmo foi referido por 33,87% dos participantes e o ambiente de trabalho foi considerado favorável à prática, com média 2,47. A cada ponto na escala B-NWI-R a chance de absenteísmo aumenta em 2,63 vezes, ou seja, quanto mais desfavorável à prática profissional é o ambiente de trabalho maior é a chance de absenteísmo. Conclusão um ambiente de trabalho desfavorável à prática profissional aumenta a chance de absenteísmo entre os técnicos de enfermagem. Implicações para a prática uma análise do absenteísmo associada ao ambiente de trabalho dos técnicos de enfermagem contribui para que os gerentes de enfermagem criem estratégias para melhorar o ambiente de trabalho.

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Nurse absenteeism: An analysis of trends and perceptions of nurse unit managers

Abstract: An analysis of absenteeism trends will assist management in initiating tailor-made intervention measures.

Cited by 34 publications

References 24 publications

A case‐crossover study of age group differences in objective working‐hour characteristics and short sickness absence

A case‐crossover study of age group differences in objective working‐hour characteristics and short sickness absence

The operational impact of deploying SARS-CoV-2 vaccines in countries of the WHO African Region

Associação entre absenteísmo e ambiente de trabalho dos técnicos de enfermagem

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