Colin Banks1, Sue Pearson2. 1. Chronic Disease and Sub-Acute Care, Royal Hobart Hospital, Hobart, Tasmania. 2. Tasmanian School of Medicine, Colledge of Health and Medicine, University of Tasmania, Medical Science 1, Hobart, Tasmania, Australia.
Abstract
AIM: To examine how personality and attitudes to sick leave influence nurses self-reported rates of absenteeism and presenteeism. BACKGROUND: Despite the significant economic cost and negative impact of absenteeism and presenteeism in healthcare there has been limited research looking at personality (using the 5-factor model) and absenteeism and presenteeism in nurses. METHODS: A cross-sectional online survey of 320 nurses. RESULTS: Low emotional stability was significantly associated with higher presenteeism. Shift work predicted more absenteeism, while those who believed that a culture of entitlement to sick leave existed in the health service were less likely to be absent from work. Increased work-related stress was also a significant predictor of presenteeism. CONCLUSION: The results of this study highlight the role of personality, stress and attitudes in nurses' decision to be absent or present at work when they are sick. IMPLICATIONS FOR NURSING MANAGEMENT: Nurses are the largest workforce in healthcare settings. Reducing absenteeism and presenteeism in nursing through a greater understanding of the influencing factors will limit the economic impacts of this behaviour and improve patient safety. This article is protected by copyright. All rights reserved.
AIM: To examine how personality and attitudes to sick leave influence nurses self-reported rates of absenteeism and presenteeism. BACKGROUND: Despite the significant economic cost and negative impact of absenteeism and presenteeism in healthcare there has been limited research looking at personality (using the 5-factor model) and absenteeism and presenteeism in nurses. METHODS: A cross-sectional online survey of 320 nurses. RESULTS: Low emotional stability was significantly associated with higher presenteeism. Shift work predicted more absenteeism, while those who believed that a culture of entitlement to sick leave existed in the health service were less likely to be absent from work. Increased work-related stress was also a significant predictor of presenteeism. CONCLUSION: The results of this study highlight the role of personality, stress and attitudes in nurses' decision to be absent or present at work when they are sick. IMPLICATIONS FOR NURSING MANAGEMENT: Nurses are the largest workforce in healthcare settings. Reducing absenteeism and presenteeism in nursing through a greater understanding of the influencing factors will limit the economic impacts of this behaviour and improve patient safety. This article is protected by copyright. All rights reserved.
Entities:
Keywords:
Personality; absenteeism and presenteeism; attitudes; nurses; shift work