Workplace bullying and sickness presenteeism: cross-sectional and prospective associations in a 2-year follow-up study

Conway, Paul Maurice; Clausen, Thomas; Hansen, Åse Marie; Høgh, Annie

doi:10.1007/s00420-015-1055-9

Cited by 53 publications

(37 citation statements)

References 80 publications

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“…They might be excluded from important decisions, or they might be deprived of their original work tasks (Conway et al, 2016). Conway et al (2016) also find that frequently bullied individuals more often attend work even though they are ill compared to non-bullied individuals; however, the significance of the results disappears once they condition on baseline presenteeism. 39 The questionnaire asks respondents to state how many days they went to work during the past year.…”

Section: Presenteeismmentioning

confidence: 81%

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Long-term consequences of workplace bullying on sickness absence

2016

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. Bullying in workplaces is a problem thought to harm individual productivity. This paper investigates whether being exposed to bullying in the workplace increases long-term sickness absence. We analyze employees from a selection of workplaces from The Bullying Cohort Study conducted in Denmark in 2006. The Negative Acts Questionnaire-Revised was used to avoid bias related to self-labeling as being bullied. We account for important confounders, such as historical information on sickness absence and mental health, obtained through rich registry data. Our results show that gender does not significantly explain exposure to bullying and that exposure to bullying is associated with negative immediate selfreported health for both genders. We also find, however, that only bullied females have higher, persistent increases in long-term sickness absence and adverse long-term health. This suggests that men and women have different coping strategies. We investigate plausible explanations for this and find that the differences cannot be explained by, for example, turnover or lack of employment. Although insignificant, our results nonetheless indicate that men are twice as likely to leave the labor force immediately after exposure to bullying.JEL Classification: J15, J24, J81

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Section: Presenteeismmentioning

confidence: 81%

“…According to the results, this does not appear to be the case. Based on conservation of resources theory, Conway et al (2016) argue that targets of bullying 38 Results available from the authors upon request.…”

Section: Public Sector Employeesmentioning

confidence: 99%

Long-term consequences of workplace bullying on sickness absence

2016

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“…These studies may be classified into two groups: (a) those based on the European Working Conditions Survey (EWCS), where the question used is “over the past 12 months did you work when you were sick?,” the answer being dichotomous (no/yes) . Some studies exclusively analyze this question, while others additionally take a second question into account, namely “if yes, how many working days?” The versions of the Korean Working Conditions Survey also use a dichotomous question similar to that of the EWCS, although with slightly different formulations depending on survey version; (b) those studies which use exactly the same question used by Aronsson, “has it happened over the previous 12 months that you have gone to work despite feeling that you really should have taken sick leave due to your state of health?,” as well as some other studies which use minor modifications of this question or other similar ones where the formulation explicitly investigates “how many times…” or “how many days…”…”

Section: Resultsmentioning

confidence: 99%

Sickness presenteeism: Are we sure about what we are studying? A research based on a literature review and an empirical illustration

Navarro

Salas‐Nicás

Llorens

et al. 2019

American J Industrial Med

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Background: There has been an increasing interest in studying sickness presenteeism (SP). An ever-increasing amount of scientific literature is published using this term, yet there appears to be considerable heterogeneity in how it is assessed, which could result in substantial differences in the definition and interpretation of the phenomenon really being studied. We aim to discuss what really is being studied, depending on how the phenomenon is operationalized, measured, and analyzed.Methods: A study based on a literature review and an empirical illustration using data of the third Spanish Psychosocial Risks Survey (2016). Results:Differences are observed based on the population in which SP is measured, the cut-off points used to define a worker as presenteeist, the reasons for an SP episode and even an analysis of the phenomenon treated as a count or as a dichotomous.Conclusions: Without being completely exclusive, it seems that restricting the population of analysis to only those workers who consider that they should not have gone to work due to their health, and/or establishing low cut-off points to define someone as presenteeist, would more clearly delimit the study of SP to the exercise of a right to sick leave. In contrast, working with the entire population or using high cut-off points appears to relate the study of SP more with health status and less with the exercise of rights. On the other hand, taking the reasons for SP into account would probably help to improve interpretation of the phenomenon.Since the 1980s, the economic impact of the loss of productivity among presenteeist workers, that is those who report for work despite being ill, has been a topic of interest in disciplines such as social sciences or management. 1,2 It has been observed, for example, that in certain circumstances the cost associated with performance-based work loss could exceed the costs of absenteeism and medical treatment combined. 3 A second approach focuses on the act of attending work while ill and its effects on worker's health. 1,4 In this approach, presenteeism is defined as the fact of working despite being ill 5 and it should be considered an important issue due to its association with several health problems. [6][7][8][9][10][11] In recent meta-analytic research, McGregor et al 12 explore the effect of these two operationalizations of presenteeism on previous Am J Ind Med. 2019;62:580-589. wileyonlinelibrary.com/journal/ajim 580 |

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“…Previous studies on bullying and presenteeism have reported that frequent (i.e. daily or weekly) exposure to workplace bullying was associated with higher reporting of sickness presenteeism in the preceding year (Conway et al 2016). In another study it was found that negative relational experiences such as being exposed to harassement, discrimination and abuse were positively related to presenteeism (Miraglia and Johns 2016).…”

Section: Sickness Absenteeism Presenteeism and Bullyingmentioning

confidence: 89%

Early work-environmental indicators of bullying in an academic setting: a longitudinal study of staff in a medical university

Björklund

Vaez

Jensen

2020

Studies in Higher Education

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The purpose of this study was to use a longitudinal approach to investigate the association between work-related psychosocial factors and workplace bullying in an academic setting. A questionnaire was sent out three times to about 4500 academic-and non-academic staff in a medical university. Those two group were analyzed together and separately. Logistic regression analyses were used to calculate odds ratios (OR). In the study, we found that factors such as lack of support, low control, inconsistent role demands, poor leadership, poor organizational climate, high sickness absence and high sickness presence can be important predictors of future bullying. We found that factors in an academic setting differ somewhat for academics and non-academic staff. This might indicate that type of job should be take into consideration in attempts to successfully prevent bullying at an early stage.

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Workplace bullying and sickness presenteeism: cross-sectional and prospective associations in a 2-year follow-up study

Cited by 53 publications

References 80 publications

Long-term consequences of workplace bullying on sickness absence

Long-term consequences of workplace bullying on sickness absence

Sickness presenteeism: Are we sure about what we are studying? A research based on a literature review and an empirical illustration

Early work-environmental indicators of bullying in an academic setting: a longitudinal study of staff in a medical university

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