A comparison of job stress models: associations with employee well-Being, absenteeism, presenteeism, and resulting costs
Objective: This study investigates the associations between Effort-Reward-Imbalance (ERI), Overcommitment (OC), Job-Demand-Control (JDC), and Organizational Injustice (OIJ) with employee well-being, absenteeism, and presenteeism, as well as the costs incurred. - Methods: Cross-sectional data...
Gespeichert in:
| Hauptverfasser: | , |
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| Dokumenttyp: | Article (Journal) |
| Sprache: | Englisch |
| Veröffentlicht: |
July 2019
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| In: |
Journal of occupational and environmental medicine
Year: 2019, Jahrgang: 61, Heft: 7, Pages: 535-544 |
| ISSN: | 1536-5948 |
| DOI: | 10.1097/JOM.0000000000001582 |
| Online-Zugang: | Verlag, Volltext: https://doi.org/10.1097/JOM.0000000000001582 Verlag, Volltext: https://journals.lww.com/joem/Abstract/2019/07000/A_Comparison_of_Job_Stress_Models__Associations.1.aspx 
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| Verfasserangaben: | Burkhard Schmidt, Michael Schneider, Philipp Seeger, Annelies van Vianen, Adrian Loerbroks, Raphael M. Herr |
MARC
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| 245 | 1 | 2 | |a A comparison of job stress models |b associations with employee well-Being, absenteeism, presenteeism, and resulting costs |c Burkhard Schmidt, Michael Schneider, Philipp Seeger, Annelies van Vianen, Adrian Loerbroks, Raphael M. Herr |
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| 520 | |a Objective: This study investigates the associations between Effort-Reward-Imbalance (ERI), Overcommitment (OC), Job-Demand-Control (JDC), and Organizational Injustice (OIJ) with employee well-being, absenteeism, and presenteeism, as well as the costs incurred. - Methods: Cross-sectional data from 1440 German pharmaceutical company employees assessing job stress, employee well-being, absenteeism, and presenteeism were used. Linear regression and interval regression analyses assessed separate and independent associations and sample-specific costs were estimated. - Results: All four stressors were related to employee well-being, presenteeism, and absenteeism when analyzed separately. OIJ showed the strongest independent association with absenteeism (coef. = 0.89; P < 0.01), whereas OC was most strongly independently associated with lower well-being (coef. = −0.44; P < 0.01) and higher presenteeism (coef. = 0.28; P < 0.01). Absenteeism costs per employee/year were higher than presenteeism costs. - Conclusions: Occupational health interventions reducing job stress will have strong potential for productivity raise and lower costs. | ||
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