Who gains the most from improving working conditions? Health-related absenteeism and presenteeism due to stress at work
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ORIGINAL PAPER
Who gains the most from improving working conditions? Health‑related absenteeism and presenteeism due to stress at work Beatrice Brunner1 · Ivana Igic2 · Anita C. Keller3 · Simon Wieser1 Received: 5 July 2018 / Accepted: 24 June 2019 © The Author(s) 2019
Abstract Work stress-related productivity losses represent a substantial economic burden. In this study, we estimate the effects of social and task-related stressors and resources at work on health-related productivity losses caused by absenteeism and presenteeism. We also explore the interaction effects between job stressors, job resources and personal resources and estimate the costs of work stress. Work stress is defined as exposure to an unfavorable combination of high job stressors and low job resources. The study is based on a repeated survey assessing work productivity and workplace characteristics among Swiss employees. We use a representative cross-sectional data set and a longitudinal data set and apply both OLS and fixed effects models. We find that an increase in task-related and social job stressors increases health-related productivity losses, whereas an increase in social job resources and personal resources (measured by occupational self-efficacy) reduces these losses. Moreover, we find that job stressors have a stronger effect on health-related productivity losses for employees lacking personal and job resources, and that employees with high levels of job stressors and low personal resources will profit the most from an increase in job resources. Productivity losses due to absenteeism and presenteeism attributable to work stress are estimated at 195 Swiss francs per person and month. Our study has implications for interventions aiming to reduce health absenteeism and presenteeism. Keywords Health-related productivity losses · Task-related and social stressors and resources at work · Self-efficacy · Absenteeism · Presenteeism JEL Classification J22 · J24 · I10 · I15 Electronic supplementary material The online version of this article (https://doi.org/10.1007/s10198-019-01084-9) contains supplementary material, which is available to authorized users. * Beatrice Brunner [email protected] Ivana Igic [email protected] Anita C. Keller [email protected] Simon Wieser [email protected] 1
Winterthur Institute of Health Economics, Zurich University of Applied Sciences, Gertrudstrasse 15, 8401 Winterthur, Switzerland
2
Department of Work and Organizational Psychology, University of Bern, Fabrikstrasse 8, 3012 Bern, Switzerland
3
Department of Organizational Psychology, University of Groningen, Grote Kruisstraat 2/1, 9712 TS, Groningen, The Netherlands
Introduction A loss of work productivity can be a result of health impairments and arise from absenteeism (being away from work due to illness or disability) and presenteeism (being present at work but constrained in certain aspects of job performance by health problems) [1]. Maintaining a healthy and productive workforce is increasingly challenging due to t
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