AIM: A longitudinal field experiment was conducted to test the effects of absenteeism feedback and goal-setting interventions on nurses' (1) fairness perceptions, (2) discomfort feelings and (3) absenteeism. Nurses' obstacles to reducing absenteeism were also explored. BACKGROUND: Absenteeism is a significant issue in health care and there is a need to avoid interventions that are seen to be negative, punitive or lead to sick nurses coming to work. METHOD: Sixty-nine nurses working in a hospital in Eastern Canada received either: (1) absenteeism feedback with individual goal-setting, (2) absenteeism feedback with group goal-setting, or (3) no intervention, and were asked questions about how they could reduce their absenteeism. RESULTS: There was a significant decrease in the total number of days absent but no decrease in absent episodes, and a significant effect on fairness perceptions and discomfort feelings for the nurses in the absenteeism feedback conditions. Six categories of obstacles to reducing absenteeism were identified. CONCLUSIONS: The interventions made nurses feel their absence rate was less fair and to experience greater feelings of discomfort. IMPLICATIONS FOR NURSING MANAGEMENT: The study's interventions may lead to a reduction in absence without the negative outcomes of a harsh absenteeism policy.
AIM: A longitudinal field experiment was conducted to test the effects of absenteeism feedback and goal-setting interventions on nurses' (1) fairness perceptions, (2) discomfort feelings and (3) absenteeism. Nurses' obstacles to reducing absenteeism were also explored. BACKGROUND: Absenteeism is a significant issue in health care and there is a need to avoid interventions that are seen to be negative, punitive or lead to sick nurses coming to work. METHOD: Sixty-nine nurses working in a hospital in Eastern Canada received either: (1) absenteeism feedback with individual goal-setting, (2) absenteeism feedback with group goal-setting, or (3) no intervention, and were asked questions about how they could reduce their absenteeism. RESULTS: There was a significant decrease in the total number of days absent but no decrease in absent episodes, and a significant effect on fairness perceptions and discomfort feelings for the nurses in the absenteeism feedback conditions. Six categories of obstacles to reducing absenteeism were identified. CONCLUSIONS: The interventions made nurses feel their absence rate was less fair and to experience greater feelings of discomfort. IMPLICATIONS FOR NURSING MANAGEMENT: The study's interventions may lead to a reduction in absence without the negative outcomes of a harsh absenteeism policy.
Authors: Michael Savic; Rowan P Ogeil; Megan J Sechtig; Peta Lee-Tobin; Nyssa Ferguson; Dan I Lubman Journal: Int J Environ Res Public Health Date: 2019-10-10 Impact factor: 3.390