Research Article
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Year 2020, , 306 - 314, 25.12.2020
https://doi.org/10.33457/ijhsrp.778017

Abstract

References

  • [1] P. C. J. J. T. J. o. N. A. Pilette, "Presenteeism in nursing: a clear and present danger to productivity," vol. 35, no. 6, pp. 300-303, 2005.
  • [2] G. Aronsson, K. Gustafsson, M. J. J. o. E. Dallner, and C. Health, "Sick but yet at work. An empirical study of sickness presenteeism," vol. 54, no. 7, pp. 502-509, 2000.
  • [3] J. Shamian and F. J. H. P. El-Jardali, "Healthy workplaces for health workers in Canada: Knowledge transfer and uptake in policy and practice," vol. 7, no. I, p. 6, 2007.
  • [4] L. J. H. P. Silas, "From promise to practice: getting healthy work environments in health workplaces," vol. 7, no. I, p. 46, 2007.
  • [5] A. Kandemir, " Examination of factors affecting the cost of absence and absenteeism among hospital staff due to health problems, "Institute of Social Science, 2014.
  • [6] G. J. J. o. O. B. Johns, "Presenteeism in the workplace: A review and research agenda," vol. 31, no. 4, pp. 519-542, 2010.
  • [7] H. Quazi, Presenteeism: the invisible cost to organizations. Springer, 2013.
  • [8] G. Aronsson, K. J. J. o. o. Gustafsson, and e. medicine, "Sickness presenteeism: prevalence, attendance-pressure factors, and an outline of a model for research," vol. 47, no. 9, pp. 958-966, 2005.
  • [9] C. D. Hansen, J. H. J. S. s. Andersen, and medicine, "Going ill to work–What personal circumstances, attitudes and work-related factors are associated with sickness presenteeism?," vol. 67, no. 6, pp. 956-964, 2008.
  • [10] D. Baker‐McClearn, K. Greasley, J. Dale, and F. J. H. R. M. J. Griffith, "Absence management and presenteeism: The pressures on employees to attend work and the impact of attendance on performance," vol. 20, no. 3, pp. 311-328, 2010.
  • [11] C. Biron, J.-P. Brun, H. Ivers, and C. L. J. J. o. P. M. H. Cooper, "At work but ill: psychosocial work environment and well-being determinants of presenteeism propensity," vol. 5, no. 4, p. 26, 2006.
  • [12] K. J. H. N. Gurchiek, "Managers, employees view presenteeism differently," vol. 2, 2009.
  • [13] L. Rhoades and R. J. J. o. a. p. Eisenberger, "Perceived organizational support: a review of the literature," vol. 87, no. 4, p. 698, 2002.
  • [14] N. M. Ashkanasy and G. J. J. A. J. o. P. Nicholson, "Climate of fear in organisational settings: Construct definition, measurement and a test of theory," vol. 55, no. 1, pp. 24-29, 2003.
  • [15] S. Musich, D. Hook, S. Baaner, M. Spooner, and D. W. J. A. J. o. H. P. Edington, "The association of corporate work environment factors, health risks, and medical conditions with presenteeism among Australian employees," vol. 21, no. 2, pp. 127-136, 2006.
  • [16] M. Kocoglu, " Fighting methods within the framework of presenteeism problem and human resources management in enterprises," 2007.
  • [17] B. J. C. V. T. Ciftci, "The problem of existence (but) and solutions that businesses can implement at work,'' vol. 1, pp. 153-174, 2010.
  • [18] D. Lohaus and W. J. H. R. M. R. Habermann, "Presenteeism: A review and research directions," vol. 29, no. 1, pp. 43-58, 2019.
  • [19] J.-S. Yi, H. J. I. j. o. e. r. Kim, and p. health, "Factors related to presenteeism among South Korean workers exposed to workplace psychological adverse social behavior," vol. 17, no. 10, p. 3472, 2020.
  • [20] J. G. J. J. o. N. M. Rainbow, "Presenteeism: Nurse perceptions and consequences," vol. 27, no. 7, pp. 1530-1537, 2019.
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  • [22] M. Freeling and J. G. J. I. J. o. N. S. Rainbow, "Painting a picture of nurse presenteeism: A multi-country integrative review: Nurse presenteeism: An integrative review," p. 103659, 2020.
  • [23] G. Jourdain, D. J. J. o. B. Chênevert, and Psychology, "The moderating influence of perceived organizational values on the burnout-absenteeism relationship," vol. 30, no. 1, pp. 177-191, 2015.
  • [24] L. A. Fiorini, J. Houdmont, and A. J. O. M. Griffiths, "Nurses’ illness perceptions during presenteeism and absenteeism," vol. 70, no. 2, pp. 101-106, 2020.
  • [25] O. Ozkan, Z. Kocyigit, and S. J. C. H. D. Unizile, " Working conditions of nurses working in private hospitals," vol. 2, no. 1, pp. 15-25, 2013.
  • [26] J. G. Rainbow, D. A. Drake, and L. M. J. W. j. o. n. r. Steege, "Nurse health, work environment, presenteeism and patient safety," vol. 42, no. 5, pp. 332-339, 2020.
  • [27] P. Pei, G. Lin, G. Li, Y. Zhu, and X. Xi, "The association between physicians’ presenteeism and job burnout: a cross-sectional survey study in China," 2020.
  • [28] L. Karimi, C. Cheng, T. Bartram, S. G. Leggat, and S. J. A. P. J. o. H. R. Sarkeshik, "The effects of emotional intelligence and stress‐related presenteeism on nurses’ well‐being," vol. 53, no. 3, pp. 296-310, 2015.
  • [29] S. A. Letvak, C. J. Ruhm, and S. N. J. A. T. A. J. o. N. Gupta, "Nurses' presenteeism and its effects on self-reported quality of care and costs," vol. 112, no. 2, pp. 30-38, 2012.
  • [30] B. M. Melnyk et al., "A national study links nurses’ physical and mental health to medical errors and perceived worksite wellness," vol. 60, no. 2, pp. 126-131, 2018.
  • [31] L. Lu, S.-Q. Peng, H. Y. Lin, C. L. J. W. Cooper, and Stress, "Presenteeism and health over time among Chinese employees: The moderating role of self-efficacy," vol. 28, no. 2, pp. 165-178, 2014.
  • [32] P. J. H. b. r. Hemp, "Presenteeism: at work-but out of it," vol. 82, no. 10, pp. 49-58, 2004.
  • [33] R. Habeck, S. Crockett, C. Rachel, J. J. W. s. Kregel, and V. job retention: promoting an employer driven approach to employment of people with disabilities. Richmond, "Organizational factors that facilitate successful job retention of employees with health impairments and disabilities," pp. 39-66, 2008.
  • [34] J. K. J. I. J. o. B. R. Ring and Management, "The effect of perceived organizational support and safety climate on voluntary turnover in the transportation industry," vol. 1, no. 3, pp. 156-168, 2011.
  • [35] H. A. Gorji, M. Etemadi, F. J. J. o. e. Hoseini, and h. promotion, "Perceived organizational support and job involvement in the Iranian health care system: a case study of emergency room nurses in general hospitals," vol. 3, 2014.
  • [36] C. J. E. L. J. Weaver Jr, "Perceived organizational support and job overload as moderators on the relationship between leadership effectiveness and job satisfaction," vol. 8, no. 1, pp. 79-100, 2015.
  • [37] A. Ture and A. J. S. v. H. Y. D. Yildirim, " Validity and Reliability of Perceived Organizational Support Scale in Nursing," vol. 5, no. 1, pp. 9-18, 2018.

DETERMINING THE RELATIONSHIP BETWEEN PRESENTEEISM AND ORGANIZATIONAL SUPPORT IN NURSING

Year 2020, , 306 - 314, 25.12.2020
https://doi.org/10.33457/ijhsrp.778017

Abstract

Objectives: High rates of presenteeism among the nurses decreases their performances, increases the patient safety risks, and causes negative results in healthcare institutions. Presenteeism is affected by individual and organizational factors. The study was carried out to determine the presenteeism situation of nurses and their relationship with perceived organizational support.
Methods: The research was carried out at a hospital in Kayseri/Turkey. The hospital has 372 nurses work there. Research population and sample the population of the research consisted of all the nurses working in the hospital (N=372). Thus, the research was conducted on 330 nurses. The research was carried out between September 2019 and November 2019. In the study, the data were collected by using the information form which was prepared by the researcher, the presenteeism scale and the perceived organizational support scale.
Results: The total mean score of the participants’ presenteeism is 23.64 ± 2.56. The lowest possible score which was obtained from the scale is 11 and the highest is 28. When the average of the perceived organizational support scale is examined; the average of the score was medium and the average score was 122.76 ± 8.53. It was determined that there was a significant relationship between the absence of attention-distraction, which is the sub-dimension of presenteeism scale, and the total score of perceived organizational support (p <0.05), there was no significant relationship with completion task and presenteeism total scale scores (p> 0.05).
Conclusion: The high rate of presenteeism in nurses, decrease in work efficiency and job satisfaction, causes absenteeism. These study suggest that measures should be taken by institutions to prevent and avoid negative situations which are caused by presenteeism.

References

  • [1] P. C. J. J. T. J. o. N. A. Pilette, "Presenteeism in nursing: a clear and present danger to productivity," vol. 35, no. 6, pp. 300-303, 2005.
  • [2] G. Aronsson, K. Gustafsson, M. J. J. o. E. Dallner, and C. Health, "Sick but yet at work. An empirical study of sickness presenteeism," vol. 54, no. 7, pp. 502-509, 2000.
  • [3] J. Shamian and F. J. H. P. El-Jardali, "Healthy workplaces for health workers in Canada: Knowledge transfer and uptake in policy and practice," vol. 7, no. I, p. 6, 2007.
  • [4] L. J. H. P. Silas, "From promise to practice: getting healthy work environments in health workplaces," vol. 7, no. I, p. 46, 2007.
  • [5] A. Kandemir, " Examination of factors affecting the cost of absence and absenteeism among hospital staff due to health problems, "Institute of Social Science, 2014.
  • [6] G. J. J. o. O. B. Johns, "Presenteeism in the workplace: A review and research agenda," vol. 31, no. 4, pp. 519-542, 2010.
  • [7] H. Quazi, Presenteeism: the invisible cost to organizations. Springer, 2013.
  • [8] G. Aronsson, K. J. J. o. o. Gustafsson, and e. medicine, "Sickness presenteeism: prevalence, attendance-pressure factors, and an outline of a model for research," vol. 47, no. 9, pp. 958-966, 2005.
  • [9] C. D. Hansen, J. H. J. S. s. Andersen, and medicine, "Going ill to work–What personal circumstances, attitudes and work-related factors are associated with sickness presenteeism?," vol. 67, no. 6, pp. 956-964, 2008.
  • [10] D. Baker‐McClearn, K. Greasley, J. Dale, and F. J. H. R. M. J. Griffith, "Absence management and presenteeism: The pressures on employees to attend work and the impact of attendance on performance," vol. 20, no. 3, pp. 311-328, 2010.
  • [11] C. Biron, J.-P. Brun, H. Ivers, and C. L. J. J. o. P. M. H. Cooper, "At work but ill: psychosocial work environment and well-being determinants of presenteeism propensity," vol. 5, no. 4, p. 26, 2006.
  • [12] K. J. H. N. Gurchiek, "Managers, employees view presenteeism differently," vol. 2, 2009.
  • [13] L. Rhoades and R. J. J. o. a. p. Eisenberger, "Perceived organizational support: a review of the literature," vol. 87, no. 4, p. 698, 2002.
  • [14] N. M. Ashkanasy and G. J. J. A. J. o. P. Nicholson, "Climate of fear in organisational settings: Construct definition, measurement and a test of theory," vol. 55, no. 1, pp. 24-29, 2003.
  • [15] S. Musich, D. Hook, S. Baaner, M. Spooner, and D. W. J. A. J. o. H. P. Edington, "The association of corporate work environment factors, health risks, and medical conditions with presenteeism among Australian employees," vol. 21, no. 2, pp. 127-136, 2006.
  • [16] M. Kocoglu, " Fighting methods within the framework of presenteeism problem and human resources management in enterprises," 2007.
  • [17] B. J. C. V. T. Ciftci, "The problem of existence (but) and solutions that businesses can implement at work,'' vol. 1, pp. 153-174, 2010.
  • [18] D. Lohaus and W. J. H. R. M. R. Habermann, "Presenteeism: A review and research directions," vol. 29, no. 1, pp. 43-58, 2019.
  • [19] J.-S. Yi, H. J. I. j. o. e. r. Kim, and p. health, "Factors related to presenteeism among South Korean workers exposed to workplace psychological adverse social behavior," vol. 17, no. 10, p. 3472, 2020.
  • [20] J. G. J. J. o. N. M. Rainbow, "Presenteeism: Nurse perceptions and consequences," vol. 27, no. 7, pp. 1530-1537, 2019.
  • [21] F. J. N. R. Cassie, "Nursing research finds presenteeism steps up risk of missed care," vol. 14, no. 6, p. 12, 2014.
  • [22] M. Freeling and J. G. J. I. J. o. N. S. Rainbow, "Painting a picture of nurse presenteeism: A multi-country integrative review: Nurse presenteeism: An integrative review," p. 103659, 2020.
  • [23] G. Jourdain, D. J. J. o. B. Chênevert, and Psychology, "The moderating influence of perceived organizational values on the burnout-absenteeism relationship," vol. 30, no. 1, pp. 177-191, 2015.
  • [24] L. A. Fiorini, J. Houdmont, and A. J. O. M. Griffiths, "Nurses’ illness perceptions during presenteeism and absenteeism," vol. 70, no. 2, pp. 101-106, 2020.
  • [25] O. Ozkan, Z. Kocyigit, and S. J. C. H. D. Unizile, " Working conditions of nurses working in private hospitals," vol. 2, no. 1, pp. 15-25, 2013.
  • [26] J. G. Rainbow, D. A. Drake, and L. M. J. W. j. o. n. r. Steege, "Nurse health, work environment, presenteeism and patient safety," vol. 42, no. 5, pp. 332-339, 2020.
  • [27] P. Pei, G. Lin, G. Li, Y. Zhu, and X. Xi, "The association between physicians’ presenteeism and job burnout: a cross-sectional survey study in China," 2020.
  • [28] L. Karimi, C. Cheng, T. Bartram, S. G. Leggat, and S. J. A. P. J. o. H. R. Sarkeshik, "The effects of emotional intelligence and stress‐related presenteeism on nurses’ well‐being," vol. 53, no. 3, pp. 296-310, 2015.
  • [29] S. A. Letvak, C. J. Ruhm, and S. N. J. A. T. A. J. o. N. Gupta, "Nurses' presenteeism and its effects on self-reported quality of care and costs," vol. 112, no. 2, pp. 30-38, 2012.
  • [30] B. M. Melnyk et al., "A national study links nurses’ physical and mental health to medical errors and perceived worksite wellness," vol. 60, no. 2, pp. 126-131, 2018.
  • [31] L. Lu, S.-Q. Peng, H. Y. Lin, C. L. J. W. Cooper, and Stress, "Presenteeism and health over time among Chinese employees: The moderating role of self-efficacy," vol. 28, no. 2, pp. 165-178, 2014.
  • [32] P. J. H. b. r. Hemp, "Presenteeism: at work-but out of it," vol. 82, no. 10, pp. 49-58, 2004.
  • [33] R. Habeck, S. Crockett, C. Rachel, J. J. W. s. Kregel, and V. job retention: promoting an employer driven approach to employment of people with disabilities. Richmond, "Organizational factors that facilitate successful job retention of employees with health impairments and disabilities," pp. 39-66, 2008.
  • [34] J. K. J. I. J. o. B. R. Ring and Management, "The effect of perceived organizational support and safety climate on voluntary turnover in the transportation industry," vol. 1, no. 3, pp. 156-168, 2011.
  • [35] H. A. Gorji, M. Etemadi, F. J. J. o. e. Hoseini, and h. promotion, "Perceived organizational support and job involvement in the Iranian health care system: a case study of emergency room nurses in general hospitals," vol. 3, 2014.
  • [36] C. J. E. L. J. Weaver Jr, "Perceived organizational support and job overload as moderators on the relationship between leadership effectiveness and job satisfaction," vol. 8, no. 1, pp. 79-100, 2015.
  • [37] A. Ture and A. J. S. v. H. Y. D. Yildirim, " Validity and Reliability of Perceived Organizational Support Scale in Nursing," vol. 5, no. 1, pp. 9-18, 2018.
There are 37 citations in total.

Details

Primary Language English
Subjects Nursing
Journal Section Article
Authors

Seda Şahan 0000-0003-4071-2742

Ayşegül Yıldız 0000-0002-5526-5917

Publication Date December 25, 2020
Submission Date August 7, 2020
Acceptance Date November 5, 2020
Published in Issue Year 2020

Cite

IEEE S. Şahan and A. Yıldız, “DETERMINING THE RELATIONSHIP BETWEEN PRESENTEEISM AND ORGANIZATIONAL SUPPORT IN NURSING”, IJHSRP, vol. 5, no. 3, pp. 306–314, 2020, doi: 10.33457/ijhsrp.778017.

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