The Organizational Impact of Presenteeism among Key Healthcare Workers due to the COVID-19 Pandemic

White‐Means, Shelley I.; Warren, Carol L.; Osmani, Ahmad Reshad

doi:10.1177/00346446211065175

Cited by 9 publications

(9 citation statements)

References 23 publications

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“…For example, healthcare workers experienced higher levels of depression, anxiety ( 6 ), and emotional exhaustion than usual ( 47 ). Meanwhile, the presenteeism of healthcare workers also increased during this period ( 48 ). Given that nurses' presenteeism tends to lead to more work errors ( 49 ) and increased patient health and safety risks ( 50 ), paying attention to nurses' working health behavior is vital for promoting nurses' level of healthcare service.…”

Section: Discussionmentioning

confidence: 99%

Job Crafting and Nurses' Presenteeism: The Effects of Job Embeddedness and Job Irreplaceability

Liu

Wang

Shan

et al. 2022

Front. Public Health

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BackgroundPresenteeism is defined as the behavior of people who insist on attending work despite complaints of ill health that should prompt rest and absence from work. Due to the heavy workloads and irreplaceable duties of the nursing service, nurses are a typical representative group suffering from presenteeism. Although more scholars have recently begun focusing on presenteeism, an abundant number of studies have tended to focus on presenteeism's external objective factors. There is, thus, a lack of studies based on variables related to the intra-individual initiative. This study aimed to address this gap by exploring the relationship between job crafting and nurses' presenteeism from the perspective of the individual internal initiative. Furthermore, this study also aimed to examine job embeddedness' mediating effect and job irreplaceability's moderating effect on presenteeism.MethodsA total of 900 nurses from a 3A-graded hospital in Henan Province were invited to participate in the online study in October, November, and December 2021, respectively. Participants were asked to complete Self-report scales on job crafting, job embeddedness, job irreplaceability, and presenteeism at three time points above. Job crafting was measured at Time 1, job embeddedness and job irreplaceability were measured at Time 2, and presenteeism was measured at Time 3.ResultsPresenteeism was significantly associated with differences in participants' age and tenure. Job crafting was significantly positively associated with job embeddedness, and job embeddedness was significantly negatively correlated with presenteeism. Job embeddedness mediated the relationship between job crafting and presenteeism. Job irreplaceability moderated the relationship between job embeddedness and presenteeism.ConclusionsThis study explored job crafting's influence mechanism on nurses' presenteeism, which is beneficial to providing effective suggestions for managing and preventing the incidence of nurses' presenteeism. Future research should consider expanding the sampling area and enriching the occupational fields of included participants to conduct a more in-depth discussion on the relationship between job crafting and nurses' presenteeism.

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Section: Discussionmentioning

confidence: 99%

Job Crafting and Nurses' Presenteeism: The Effects of Job Embeddedness and Job Irreplaceability

Liu

Wang

Shan

et al. 2022

Front. Public Health

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“…Presenteeism is high in healthcare workers, higher than pre-pandemic levels [70], and is known to increase with job stress [71,72]. In the sample from which our data are drawn, 68% of respondent reported presenteeism during the rst surge of COVID-19 [29], and higher rates have been observed in HCWs elsewhere (e.g., 82%, USA) [73].…”

Section: Discussionmentioning

confidence: 87%

The protective role of staff wellbeing centres for wellbeing and presenteeism in healthcare workers during the COVID-19 pandemic: Secondary analysis of COVID-Well data

Blake

Mancini

Coyne

et al. 2022

Preprint

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Background Supported wellbeing centres established during the COVID-19 pandemic provided high quality rest spaces and access to peer-to-peer psychological first aid for healthcare workers (HCWs). The centres were well accessed and valued by HCWs, but their relationship with wellbeing and job-related factors is not well established. Methods Secondary analysis of data from 819 HCWs from an acute hospital trust who completed an online survey in April-July 2020, as part of the COVID-Well study. Measures included the Warwick Edinburgh Mental Wellbeing Scale, and four single-item global measures of job stressfulness, job satisfaction, presenteeism and turnover intentions. ANCOVA models and regression analyses were conducted on these data. Results HCWs with lower wellbeing were less likely to have accessed wellbeing centres (β = .12, p < .001), had higher job stressfulness (β = − .22, p < .001), lower job satisfaction (β = .39, p < .001), higher presenteeism (β = − .22, p < .001) and were of younger age (β = .09, p = .002). Centre use was associated with wellbeing irrespective of job stressfulness. The relationship between job stressfulness and wellbeing was moderated by job satisfaction. Those reporting presenteeism and who accessed the centre (M = 3.30, SE = .04) had higher wellbeing than those who accessed the centre but did not report presenteeism (M = 3.06, SE = .04) (F(1, 791) = 18.65, p < .001, ηp2 = .02). Conclusions Accessing wellbeing centres had a protective effect on wellbeing of HCWs, particularly for those reporting presenteeism. Therefore, the centres may have provided greatest respite and restoration for those present at work but not in optimal health. Younger workers were disproportionately affected in terms of wellbeing, and targeted support for this population is needed. Strategies to decrease presenteeism and maximise job satisfaction which buffers the impact of job stressfulness on wellbeing are urgently required. Healthcare organisations should provide rest spaces and psychological support to HCWs for the long-term, as part of a systems-wide approach to improving workforce health and wellbeing.

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“…Although many recent studies focused on overburdened nurses during the pandemic crisis [ 45 ], all the same circumstances were mentioned during our FGD interviews, but not systematically. This suggests that, although the phenomena of heavy nursing workloads and presenteeism were particularly highlighted during the COVID-19 pandemic [ 45 , 46 ], they were far from being new concerns for the profession.…”

Section: Discussionmentioning

confidence: 99%

Consequences of Nurse Presenteeism in Switzerland and Portugal and Strategies to Minimize It: A Qualitative Study

et al. 2022

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Nurses exhibit higher rates of presenteeism than other professionals, with consequences for the quality of care and patient safety. However, nurses’ perceptions of these issues have been poorly explored. This study investigated the perceptions and experiences of frontline nurses and nurse managers in Switzerland and Portugal about the consequences of presenteeism and strategies to minimize it in different healthcare settings. Our qualitative study design used video focus groups involving 55 participants from both countries. Thematic analysis of their transcribed discussions revealed six themes surrounding the consequences of presenteeism: the personal impact on nurses’ health and wellbeing, on their family relationships, and on professional frustration and dissatisfaction; the professional impact on work dynamics; the social impact on the quality of care and patient safety and on society’s impressions of the profession. At the individual, collective, and institutional levels, six strategies were evoked to minimize presenteeism: encouraging professionals’ self-knowledge; creating a positive work atmosphere; facilitating communication channels; developing a positive organizational culture; implementing preventive/curative institutional interventions; identifying and documenting situations linked to presenteeism. Nurses’ perceptions and experiences provided a deeper understanding of their presenteeism and revealed underused pathways toward preventing and minimizing presenteeism via bottom-up approaches.

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The Organizational Impact of Presenteeism among Key Healthcare Workers due to the COVID-19 Pandemic

Cited by 9 publications

References 23 publications

Job Crafting and Nurses' Presenteeism: The Effects of Job Embeddedness and Job Irreplaceability

Job Crafting and Nurses' Presenteeism: The Effects of Job Embeddedness and Job Irreplaceability

The protective role of staff wellbeing centres for wellbeing and presenteeism in healthcare workers during the COVID-19 pandemic: Secondary analysis of COVID-Well data

Consequences of Nurse Presenteeism in Switzerland and Portugal and Strategies to Minimize It: A Qualitative Study

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