Absenteísmo e suas causas no contexto da saúde dos trabalhadores em oncologia: revisão integrativa / Absenteeism and it's causes in the context of oncology workers health: integrative review / Ausentismo y sus causas en el contexto de la salud de los trabajadores en oncología: revisión integradora

O ritmo elevado de trabalho, somado às demandas físicas e psicológicas, levam ao estresse nos contextos pessoal e laboral, o que faz com que as pessoas se afastem de seus ambientes de trabalho como um dos motivos apontados para a incapacidade para o trabalho. Essa realidade tem sido amplamente observada no ambiente hospitalar, possivelmente associada a problemas relacionados à fadiga da compaixão, geralmente em serviços de oncologia. Dessa forma, a motivação deste estudo foi compreender os motivos do absenteísmo em oncologia, e se esse episódio ocorre devido ao processo de trabalho. Objetivo:Investigar as causas do absenteísmo entre profissionais expostos a riscos ambientais e biopsicossociais em hospitais oncológicos. Metodologia:Trata-se de uma revisaointegrativa sobre o tema do absenteísmo, o que indica novos rumos para futuras investigações. Foi realizada uma revisão da literatura com base em três pilares: 1) O processo de trabalho multidisciplinar em oncologia e o risco de adoecimento; 2) O absentismo dos profissionais de saúde em oncologia; 3) O problema da pandemia de COVID-19 para os trabalhadores da saúde. Posteriormente, foram escolhidos os descritores e a partir deles foram realizadas buscas nas bases de dados eletrônicas PUBMED, LILACS e SCOPUS. Resultados:Obteve-se um resultado de dez estudos. Constatou-se que os principais transtornos, que levam à incapacidade para o trabalho e, por sua vez, ao absenteísmo, foram de origem psíquica (depressão e Síndrome de Burnout) e de origem musculoesquelética. Conclusões:A dupla jornada de trabalho foi citada como fator facilitador para o aparecimento desses transtornos, onde tais cenários não incapacitam o trabalhador para o desenvolvimento de suas atividades, que podem ser temporárias ou permanentes (AU).

The high pace of work, added to the physical and psychological demands, lead to stress in personal and work contexts, which causes people to withdraw from their work environments as one of the reasons mentioned for incapacitation for work. This reality hasbeen widely observed in the hospital setting, possibly associated with problems related to compassion fatigue, usually in oncology services. The motivation of this study was to understand the reasons for absenteeism in oncology, and if this episode occursdue to the work process. Objective:Investigating the causes of absenteeism among professionals exposed to environmental and biopsychosocial risks in cancer hospitals. Methodology:This is a integrative review on the theme of absenteeism, which indicates new directions for future investigations. A literature review was carried out based on three pillars: 1) The multidisciplinary work process in oncology and the risk of illness; 2) The absenteeism of health professionals in oncology; 3) The problem of the COVID-19 pandemic for health workers. Subsequently, the descriptors were chosen and based on them, searches were carried out in the electronic databases PUBMED, LILACS and SCOPUS. Results:A result of ten studies was obtained. It was found that the main disorders, which lead to incapacity for work and, in turn, absenteeism, were of psychic origin (depression and Burnout Syndrome) and of musculoskeletal origin. Conclusions: Texto das conclusões em inglêsThe double work shift was cited as a facilitating factorfor the appearance of these disorders, where such scenarios do not incapacitate the worker to develop their activities, which may be temporary or permanent (AU).

El alto ritmo de trabajo, sumado a las exigencias físicas y psicológicas, genera estrés en el contexto personal y laboral, lo que provoca que las personas se alejen de sus ambientes laborales como una de las razones esgrimidas para la incapacidad detrabajar. Esta realidad ha sido ampliamente observada en el ambiente hospitalario, posiblemente asociada a problemas relacionados con la fatiga por compasión, generalmente en los servicios de oncología. Así, la motivación de este estudio fue comprender las razones del ausentismo en oncología y si este episodio ocurre debido al proceso de trabajo. Objetivo:Investigar las causas del ausentismo entre profesionales expuestos a riesgos ambientales y biopsicosociales en hospitales oncológicos. Metodología:Se trata deuna revisión integradorasobre el tema del ausentismo, que indica nuevos rumbos para futuras investigaciones. Se realizó una revisión de la literatura basada en tres pilares: 1) El proceso de trabajo multidisciplinario en oncología y el riesgo de enfermedad; 2) El ausentismo de los profesionales de la salud en oncología; 3) El problema de la pandemia de COVID-19 para los trabajadores de la salud. Posteriormente se eligieron los descriptores y a partir de ellos se realizaron búsquedas en las bases de datos electrónicas PUBMED, LILACS y SCOPUS. Resultados:Se obtuvo un resultado de diez estudios. Se encontró que los principales trastornos que conducen a la incapacidad para trabajar y, a su vez, al ausentismo, fueron de origen psíquico (depresión y síndrome deBurnout) y de origen músculoesquelético. Conclusiones:La doble jornada laboral fue citada como un factor facilitador para la aparición de estos trastornos, dondedichos escenarios no incapacitan al trabajador para el desarrollo de sus actividades, las cuales pueden ser temporales o permanentes (AU).

Musculoskeletal pain intensity and risk of long-term sickness absence in the general working population: A prospective cohort study with register follow-up.

Determining predictors of sickness absence could allow for better screening, guidance, and development of preventive efforts aimed at those in increased risk. This study aimed to determine the prospective association between musculoskeletal pain intensity and risk of incident register-based long-term sickness absence in the general working population, as well as to determine the population attributable fraction. Drawing on data from a nation-wide questionnaire survey, this prospective cohort study followed a representative sample of the Danish general working population without recent long-term sickness absence (≥6 consecutive weeks) (n = 69,273) for long-term sickness absence up to two years (mean follow-up: 93 weeks) in a national register. The predictor was musculoskeletal pain intensity in the neck/shoulder and low-back during the preceding three months rated on an 11-point numerical rating scale from 0 to 10. The weighted incidence of long-term sickness-absence was 8.9% during two-year follow-up (n = 6165). We observed a clear dose-response association between musculoskeletal pain intensity of the neck/shoulder or low-back and the risk of incident long-term sickness absence, with a lower threshold of increased risk of 4 and 3 (scale 0-10) for neck/shoulder (HR (95% CI): 1.25 (1.09-1.42)) and low-back pain (HR (95% CI): 1.13 (1.00-1.29)), respectively. Prevention of pain intensities at or above 4 out of 10 could potentially prevent 17% (population attributable fraction, PAF (95% CI): 16.8 (13.6-20.1)) of the total long-term sickness absence in the general working population. Large-scale interventions to prevent and manage musculoskeletal pain need to be documented and implemented.

Return on investment of workplace-based prevention interventions: a systematic review.

BACKGROUND: Occupational Safety and Health is an important public health topic. Many employers may regard health promotion or prevention initiatives as an additional cost with few benefits. The aim of this systematic review is to identify the studies conducted on the return on investment (ROI) of preventive health interventions conducted within workplaces, and to describe their designs, topics and calculation methods. METHODS: We searched PubMed, Web of Science, Science Direct, National Institute for Occupational Safety and Health, International Labour Organization and Occupational Safety and Health Administration from 2013 to 2021. We included studies that evaluated prevention interventions in the workplace setting and reported an economic outcome or company-related benefits. We report the findings according to PRISMA reporting guidelines. RESULTS: We included 141 articles reporting 138 interventions. Of them, 62 (44.9%) had an experimental design, 29 (21.0%) had a quasi-experimental design, 37 (26.8%) were observational studies and 10 (7.2%) were modelling studies. The interventions' objectives were mostly related to psychosocial risks (N = 42; 30.4%), absenteeism (N = 40; 29.0%), general health (N = 35; 25.4%), specific diseases (N = 31; 22.5%), nutrition (N = 24; 17.4%), sedentarism (N = 21; 15.2%) musculoskeletal disorders (N = 17; 12.3%) and accidents (N = 14; 10.1%). The ROI calculation was positive for 78 interventions (56.5%), negative for 12 (8.7%), neutral for 13 (9.4%) and undetermined for 35 (25.4%). CONCLUSION: There were many different ROI calculations. Most studies have a positive result but randomized controlled trials have fewer positive results than other designs. It is important to conduct more high-quality studies so that results can inform employers and policy-makers.

Probiotic supplements and stress-related occupational health outcomes: A scoping review.

BACKGROUND: Prolonged and constant stress from work often leads to numerous adverse health effects. In recent years, interest in probiotics, living microorganisms that can benefit their host when consumed in adequate amounts, to aid health and well-being has increased. This scoping review is to systematically evaluate the current state of science on the effects of probiotic supplements on health, stress, and stress-related symptoms among working adults in occupational settings. METHODS: We performed a systematic scoping review following the Arksey and O'Malley Framework. Studies that examined the effects of probiotics on workers' health and stress-related indicators/outcomes in occupational settings were included. A comprehensive search was performed from November 2021 to January 2022 using MEDLINE/PubMed, Cochrane Library, CINAHL, PsychInfo, Scopus, and Embase. RESULTS: A total of 14 papers met the inclusion and exclusion criteria. Probiotics consisted primarily of Lactobacillus and/or Bifidobacterium strains in various forms and doses. Three out of eight studies reported statistical differences in inflammatory markers or stress hormone levels between probiotic and placebo groups. Three of six reported reduced respiratory tract infection incidents in the probiotic groups and three out of four studies reported no differences in anxiety and depression between groups. Lastly, three studies found that absenteeism and presentism were lower in probiotic groups compared with placebo groups. CONCLUSION: The potential benefits of probiotics exist; however, the measurements of outcomes, the types of probiotics used, and the characteristics of the intervention varied across studies. Further research is needed focusing on probiotics' direct and indirect mechanisms of action on the stress response and the standardization of strains and dosing.

Absenteeism at Two Occupational Health Services in Belgium from 2014 to 2021.

Medical certification is often needed for absences of longer than one workday. The literature remains unclear as to whether this changes absenteeism. Earlier research found that the merging of two firms can augment or diminish short-term absenteeism. This study was conducted to examine whether prolonging self-certification or merging increases short-term absenteeism. Data from January 2014 to December 2021 were retrospectively collected from HR absenteeism files at two occupational health services in Belgium. Sickness periods of longer than 4 weeks were excluded. Company 1 started a merger in 2014, and company 2 prolonged of the self-certification period in 2018. The total full-time equivalents (FTEs) of company 1 increased by 6%, while company 2 had an increase of 28%. At company 1, there was a decline in absenteeism, while company 2 had an increase. The ARIMA (1, 0, 1) model provided a statistically significant local moving average (company 1: 0.123; company 2: 0.086) but no statistically significant parameters for the intervention (company 1: 0.007, p = 0.672; company 2: 0.000, p = 0.970). Prolonging the self-certification period by up to 5 days without medical certification or merging was not found to increase short-term absenteeism.

Correlation between chronic conditions and job absenteeism among healthcare administration employees at King Abdullah Medical City in Makkah, Saudi Arabia.

BACKGROUND: Globally, chronic conditions are becoming more prevalent, both in general and within the workforce. Moreover, the appropriate workplace recognition and interventions are lacking for employees with chronic conditions, which may affect productivity and quality of work as a result of increased rates of absenteeism among such employees. OBJECTIVE: The main objective was to examine the correlation between healthcare administrators' chronic conditions and job absenteeism at King Abdullah Medical City (KAMC) in Makkah, Saudi Arabia. METHODS: A cross-sectional study was conducted at KAMC in Makkah, Saudi Arabia. Data obtained from the responses of 225 administrative employees with a chronic condition working at KAMC. Data were analyzed using SPSS Statistics version 20. RESULTS: The results of this study indicated that a significantly relationship exists between chronic heartburn, as well as other chronic conditions, such as irritable bowel syndrome, severe anemia, chronic fatigue, and high blood pressure or hypertension with employees' job absenteeism. CONCLUSION: According to the obtained results, employees' chronic conditions have a significant impact on absenteeism. Therefore, we recommend that employers intervene to determine how employees' chronic conditions affect their health and prevent them from attending work. Providing workplace health and wellness programs within an organization can improve employee health, thereby reducing the rate of absenteeism and increase the rate of productivity in the working environment.

Factores relacionados con absentismo laboral en una compañía minera colombiana / Factors Related to Absenteeism in a Colombian Mining Company / Fatores relacionados ao absenteísmo em uma empresa de mineração colombiana

El absentismo laboral es una condición que afecta cada día a un gran número de empresas y que repercute en los ámbitos económico, social y cultural. Objetivo: Caracterizar el absentismo laboral por causa médica durante 2021 en trabajadores del área operativa de una compañía de extracción de minerales en Antioquia (Colombia). Materiales y métodos: Estudio con enfoque cuantitativo, de tipo descriptivo, retrospectivo para caracterizar el ab-sentismo laboral de una empresa minera, teniendo en cuenta una base de datos suministrada por dicha empresa, en la cual se presentaron los registros de absentismo de los trabajadores de la mina y sus diferentes áreas durante 2021, correspondiente a un total de 1069 incapacidades. Resultados: Los factores asociados con un aumento de la frecuencia del absentismo fueron la antigüedad del trabajador en la empresa, el cargo desempeñado y el área al cual se está adscrito, teniendo así que las causas más frecuentes de absentismo fueron las enfermedades de origen común de tipo respiratorio y traumatismos. Conclusión: El absentismo laboral se encuentra relacionado con el patrón de enfermedad o accidente laboral, y su prevalencia, en cuanto a áreas y sexo, se encuentra relacionada con las características propias de la compañía.

Work absenteeism is a condition that affects a large number of companies every day, generating an economic, social and cultural impact. Objective: To characterize absenteeism due to medical reasons during the year 2021 in workers of the operative area of a mineral extraction company in Antioquia, Colombia. Material and Methods: A quantitative, descriptive, retrospective study was conducted to characterize absenteeism in the operational area of a mining extraction company in Colombia, taking into account a database provided by the company, which presents the records of absenteeism of workers in the mine and its different areas during the period of 2021, corresponding to a total of 1,069 incapacities. Results: The factors associated with an increase in the frequency of absenteeism were the worker's seniority in the company, the position held and the area to which he/she is assigned, thus having that the most frequent causes of absenteeism were common respiratory diseases and traumatisms. Conclusion: It can be concluded that absenteeism is related to the pattern of occupational illness or accident, and that the prevalence of absenteeism in terms of areas and sex is related to the company's own characteristics.

O absenteísmo é uma condição que afeta muitas empresas todos os dias e tem repercussões nas esferas econômica, social e cultural. Objetivo: Caracterizar o absenteísmo por motivos médicos durante 2021 em trabalhadores da área operacional de uma empresa de extração mineral em Antioquia (Colômbia). Materiais e métodos: Estudo quantitativo, descritivo e retrospectivo para caracterizar o absenteísmo em uma empresa de mineração, levando em conta um banco de dados fornecido pela empresa, no qual foram apresentados os registros de absenteísmo dos trabalhadores da mina e de suas diferentes áreas durante 2021, correspondendo a um total de 1069 incapacidades. Resultados: Os fatores associados a um aumento na frequência de absenteísmo foram a antiguidade do trabalhador na empresa, o cargo ocupado e a área para a qual ele foi designado, sendo que as causas mais frequentes de absenteísmo foram doenças respiratórias de origem comum e traumatismos. Conclusão: O absenteísmo está relacionado ao padrão de doença ou acidente de trabalho, e sua pre-valência, em termos de áreas e sexo, está relacionada às características próprias da empresa

Percepções de psicólogos organizacionais sobre inclusão de pessoas com deficiência em empresas / Organizational psychologists' perceptions on the inclusion of people with disabilities in organizations / Percepciones de los psicólogos organizacionales sobre la inclusión de personas con discapacidad en las empresas

As dificuldades e barreiras enfrentadas no processo de inclusão de pessoas com deficiência (PcD) nas organizações incitam o desenvolvimento de pesquisas. Este estudo compreendeu a percepção de psicólogos organizacionais sobre a inclusão de PcD em empresas. Dezoito psicólogos atuantes na área de gestão de pessoas de empresas das sete regiões do estado do Rio Grande do Sul responderam a uma entrevista individual. A média de idade dos participantes foi de 33,17 anos, atuavam em empresas de diferentes segmentos, eram predominantemente do sexo feminino e possuíam pós-graduação em áreas relacionadas. Os relatos dos psicólogos alertaram para o fato de que, em suas graduações, o conteúdo sobre deficiência humana e, especificamente, inclusão no mercado de trabalho foi escasso ou inexistente. Essa lacuna na formação, de egressos de diferentes instituições de ensino superior, é relatada desde os anos de 1990. Para esses psicólogos, barreiras atitudinais e organizacionais são frequentemente enfrentadas no processo de inclusão, tais como o despreparo das empresas, gestores e colaboradores para receber as PcD, os poucos programas voltados a uma prática efetiva de inclusão e não somente ao cumprimento da legislação, além das dificuldades dos próprios profissionais em identificar os potenciais e as limitações que a PcD apresenta e de adaptá-la de maneira correta ao trabalho. O psicólogo organizacional pode contribuir para um processo adequado de inclusão por meio de práticas, tais como treinamentos e sensibilizações, que fomentem a informação e diminuam a discriminação e as dificuldades.(AU)

Difficulties and barriers to including people with disabilities (PwDs) in organizations drives research development. This study sought to understand how organizational psychologists perceived the inclusion of PwDs in organizations. Eighteen organizational psychologists who work in people management for companies in the seven regions of the state of Rio Grande do Sul participated in an individual interview. Most interviewees were female, with average age of 33.17 years, had a postgraduate degree in the field, and worked in companies from different segments. During the interviews, the psychologists called attention to the little or nonexistent content on human disability and, specifically, inclusion in the labor market covered in the graduate course. This gap has been reported by graduates from different higher education institutions since the 1990s. According to the respondents, attitudinal and organizational barriers are often faced in the inclusion process, such as the unpreparedness of companies, managers, and employees to welcome PwD, the few programs aimed at an effective inclusion and not only to comply with the law, as well as the difficulties of the professionals themselves to identify the potentials and limitations that PwD present and to adapt them correctly to the work. Organizational psychologists can contribute to an adequate inclusion process by developing training and sensibilization activities that foster information and reduce discrimination and difficulties.(AU)

Las dificultades y barreras enfrentadas en el proceso de inclusión de personas con discapacidad (PcD) en las organizaciones fortalecen el desarrollo de la investigación. Este estudio entendió la percepción de los psicólogos organizacionales acerca de la inclusión de las PcD en las empresas. Dieciocho psicólogos que trabajan en el área de gestión de personas en empresas de las siete regiones del estado de Rio Grande do Sul (Brasil) respondieron a una entrevista individual. Los participantes tenían una edad promedio de 33,17 años, trabajaban en empresas de diferentes segmentos, eran predominantemente mujeres y tenían un posgrado en el área. Los informes de los psicólogos alertaron sobre el hecho de que el contenido sobre discapacidad humana y, específicamente, su inclusión en el mercado laboral era escaso o inexistente durante su formación académica. Esta brecha en la formación de los egresados de diferentes instituciones de educación superior se reporta desde los 1990. Para estos psicólogos, a menudo ocurren barreras organizacionales y de actitud en el proceso de inclusión de las PcD, como la falta de preparación de las empresas, gerentes y empleados para recibirlas, pocos programas destinados a una práctica efectiva de la inclusión, no solo al cumplimiento de la ley, y las dificultades de los profesionales para identificar las potencialidades y limitaciones y adecuarlas correctamente al trabajo. El psicólogo organizacional puede contribuir a un proceso de inclusión adecuado, con prácticas de capacitación y sensibilización que brindan información y reducen la discriminación y dificultades.(AU)

Papel de la psicoterapia en la reducción del absentismo sobre trabajadores con depresión y/o ansiedad: revisión Sistemática / Role of psychotherapy in reducing absenteeism in workers with depression and/or anxiety: a systematic review

Objetivo: Sintetizar la evidencia encontrada sobre la efectividad de diferentes tipos de psicoterapia destinadas a reducir la ausencia por enfermedad en trabajadores con trastorno depresivo y/o de ansiedad. Material y Métodos: Se realizó una revisión sistemática en las bases de datos electrónicas de MEDLINE (PubMed), EMBASE, The Cochrane Library, Scopus, Web of Science. Resultados: En total se incluyeron 3121pacientes. El diagnóstico de la enfermedad se realiza basándose en el DSM-IV o CIE 10. Para la reducción de síntomas ansioso/depresivos, los resultados han variado entre un máximo del 78% de recuperación a un mínimo del 22 % dependiendo del tipo de psicoterapia empleada. En cuanto al ámbito laboral, se ha observado una disminución del absentismo con máxima del 53%. Conclusiones: El uso de diferentes tipos de psicoterapia en los pacientes con trastorno depresivo y/o ansiedad, reducen las ausencias por enfermedad en los trabajadores. (AU)

Objective: To synthesize the evidence found on the effectiveness of different types of psychotherapy aimed to reduce sickness absence in workers with depressive and/or anxiety disorder. Material and Method: A systematic review was performed using the electronic data base from MEDLINE (PubMed), EMBASE, The Cochrane Library, Scopus and Web of Science Results: 3121 patients were included. The diagnosis is made mostly based on the DSM-IV or ICD 10. In terms for the reduction of anxious/depressive symptoms after therapy, the results have varied between a maximum of 78% recovery to a minimum of 22% depending on the type of psychotherapy used. In relation to the workplace, it has been measured by the decrease in absenteeism, with a maximum reduction of 53%. Conclusions: The use of different types of psychotherapy in patients with depressive and/or anxiety disorders reduces absences due to illness in workers. (AU)

What are the economic dimensions of occupational health and how should they be measured? A qualitative study.

BACKGROUND: Decision makers want to know if there is a financial benefit in investing scarce resources in occupational health management (OHM). Economic evaluations (EEs) of OHM-strategies try to answer this question. However, EEs of OHM-strategies which are strongly marked by quantitative methods may be limited by contextual, qualitative residuals. Therefore, the objectives of this study were to (1) explore important economic dimensions of OHM and (2) to discuss the methods used in current EEs for measuring these dimensions. METHODS: In this explorative qualitative study, OHM-specialists were recruited via the Swiss organisation for health promotion. Thirteen semi-structured interviews were performed from November 2020 until May 2021. Videotapes were transcribed verbatim and organised by using an open coding strategy. Codes were clustered and synthesised as themes (i.e. the dimensions of EEs of OHM) through a mix of inductive and deductive content analysis. Member check with eight participants was accomplished to validate the results. RESULTS: The interviews had an average duration of 70.5 min and yielded 609 individual codes. These codes were merged into 28 subcategories which were finally categorised into five main themes: Understanding of OHM, costs, benefits, environmental aspects, and evaluation of OHM. Participants stated that the greater part of costs and benefits cannot be quantified or monetised and thus, considered in quantitative EEs. For example, they see a culture of health as key component for a successful OHM-strategy. However, the costs to establish such a culture as well as its benefits are hard to quantify. Participants were highly critical of the use of absenteeism as a linear measure of productivity. Furthermore, they explained that single, rare events, such as a change in leadership, can have significant impact on employee health. However, such external influence factors are difficult to control. CONCLUSIONS: Participants perceived costs and benefits of OHM significantly different than how they are represented in current EEs. According to the OHM-specialists, most benefits cannot be quantified and thus, monetised. These intangible benefits as well as critical influencing factors during the process should be assessed qualitatively and considered in EEs when using them as a legitimation basis vis-à-vis decision makers.

Strengthening supervisor support for employees with common mental health problems: developing a workplace intervention using intervention mapping.

BACKGROUND: This study presents the development of a workplace intervention to strengthen supervisor's support for employees with common mental health problems (CMHP). CMHP have been increasing over the last years, resulting into negative work outcomes, such as absenteeism or reduced work performance. To date, organisational interventions have been promising in preventing these negative work outcomes, however it is yet unknown in what way the role of workplace stakeholders, in particular supervisors, can be strengthened. This study contributes to the literature of interventions on an organizational level which uses a preventative approach by promoting stay at work among employees with CMHP through supervisor support. METHODS: we applied the intervention mapping (IM) approach, by actively involving workplace stakeholders (employees with CMHP, supervisors and occupational health professionals) through the development process and the use of Integrated model of behaviour prediction for employers. All six steps of IM are followed and thematic analysis was used to analyse interviews and focus groups. RESULTS: Based on a comprehensive needs assessment, the intervention resulted in an online guideline, with five step-wise themes on how to support employees with CMHP to stay at work (SAW). The guideline addressed the most important and changeable actions using the Integrated model of behaviour prediction. The guideline presents how to signal and address problems in the workplace and find solutions by stimulating autonomy of employees, explore job accommodations and ask for occupational support. In addition, basic conditions on how to create mentally healthy workplaces were presented. Coaching sessions by occupational health professionals, that include practical strategies using the best available evidence, were identified by the stakeholders. CONCLUSIONS: This SAW-Supervisor Guideline-intervention responds to the need of supervisors to be supported in their role, responsibility and ways to support employees with mental health issues, through a behaviour-oriented, preventative approach. Intervention mapping provided a systematic process to identify, structure and prioritize factors of supervisor support, resulting in a novel workplace intervention. The active involvement of workplace stakeholders throughout the process resulted into a well-received intervention. The theoretical framework provided practical ways to induce supportive behaviour of supervisors, bridging theory with practice.

Employee Sources of Stress and Their Associations With Absenteeism: Differences by Wage Category.

OBJECTIVE: The aim of this study was to examine the association between sources of stress and self-reported illness- or injury-related absenteeism (SRIRA) across three wage categories among participants in an employee health and well-being program. METHODS: In multivariate analyses, linear regression models were analyzed separately by wage bands (low, <$46,100; moderate, $46,100 to $62,800; high, >$62,800). RESULTS: In the low-wage category, child care concerns are positively associated ( b = 0.5, P = ≤0.05), whereas illness or injury of a loved one is negatively associated ( b = -0.6, P = 0.05) with SRIRA. Personal illness/injury is positively associated with SRIRA across all wage bands (in ascending order of wage bands: b = 4.2, P < 0.001; b = 4.4, P < 0.001; b = 4.1, P < 0.001). CONCLUSION: Results provide evidence that employees in different wage categories experience different home-based stressors, which may impact SRIRA. Employers collecting SRIRA data may be better able to respond to the needs of employees in different wage categories.

The economic burden of knee and hip osteoarthritis: absenteeism and costs in the Dutch workforce.

BACKGROUND: This study aimed to quantify the absenteeism costs of knee and hip osteoarthritis in the Netherlands for the Dutch workforce and specific groups of workers. METHODS: We used a longitudinal, dynamic database from a large occupational health service in which occupational physicians register information about personal information and sick leave of workers with the diagnosis of knee- and/or hip osteoarthritis. We included all employees aged 15 to 75 years performing paid work and diagnosed with knee and/or hip osteoarthritis. Costs were calculated annually and per episode for different subgroups from an employer's perspective using the Human Capital Approach. In the Netherlands, the employer has to pay 70% of the employee's wage out of pocket for the first two years of sick leave and also for the occupational health care. In this way, employers receive information about the costs of workers on sick leave due to knee or hip osteoarthritis. This might stimulate investments in targeted prevention and work-directed care. RESULTS: For the period 2015-2017, 1399 workers fulfilled the inclusion criteria. An average sick leave episode of knee osteoarthritis had a duration of 186 calendar days and was associated with €15,550 in costs. For hip osteoarthritis these data were 159 calendar days and €12,482 in costs. These costs are particularly high among male workers and workers with a higher number of weekly working hours. The average annual costs for the Dutch workforce due to sick leave for knee and hip osteoarthritis were €26.9 million and €13.8 million, respectively. Sick leave costs decreased for hip and not for knee osteoarthritis during 2015-2017. CONCLUSIONS: Annual sick leave costs due to knee and hip osteoarthritis are about €40 million for the Dutch workforce and approximately twice as high for knee compared to hip osteoarthritis. Average costs per sick leave episode are particularly high among male workers and workers with a higher number of weekly working hours.

Economic evaluations of interventions against influenza at workplaces: systematic review.

BACKGROUND: The burden of influenza is mostly felt by employees and employers because of increased absenteeism rates, loss of productivity and associated direct costs. Even though interventions against influenza among working adults are effective, patronage and compliance to these measures especially vaccination are low compared to other risk groups. AIMS: This study was aimed to assess evidence of economic evaluations of interventions against influenza virus infection among workers or in the workplace setting. METHODS: The Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) reporting guideline for systematic reviews was followed. Three databases, PubMed, Web of Science and EconLit, were searched using keywords to identify relevant articles from inception till 25 October 2020. Original peer-reviewed papers that conducted economic evaluations of influenza interventions using cost-benefit, cost-effectiveness or cost-utility analysis methods focused on working-age adults or work settings were eligible for inclusion. Two independent teams of co-authors extracted and synthesized data from identified studies. RESULTS: Twenty-four articles were included: 21 were cost-benefit analyses and 3 examined cost-effectiveness analyses. Two papers also presented additional cost-utility analysis. Most of the studies were pharmaceutical interventions (n = 23) primarily focused on vaccination programs while one study was a non-pharmaceutical intervention examining the benefit of paid sick leave. All but two studies reported that interventions against influenza virus infection at the workplace were cost-saving and cost-effective regardless of the analytic approach. CONCLUSIONS: Further cost-effectiveness research in non-pharmaceutical interventions against influenza in workplace settings is warranted. There is a need to develop standardized methods for reporting economic evaluation methods to ensure comparability and applicability of future research findings.

Psychosocial functionality in depressive workers: A study on associated factors.

BACKGROUND: Major Depressive Disorder (MDD) has been shown a high prevalence and debilitating mental health. Most of the burden comes from reduced work functioning and frequent or long-term absenteeism. AIMS: Describe psychosocial functionality in sample of workers with MDD and observe associated factors with sick-leave. METHODS: Cross-sectional study. Participants were 172 formal workers with MDD according to Mini International Neuropsychiatric Interview. They were classified as active (n = 76) or in sick leave (n = 96). Functionality Assessment Short Test (FAST) was used and the variables were: personal, clinical, and occupational characteristics. Descriptive, bivariate and hierarchical multivariate analyses were conducted; significant with p < .05. RESULTS: Most of the sample was female and <50. Workers in sick leave were older, less physically active, and presented worse scores in global and in each domain of functionality (FAST). High autonomy at working process, perceived stressing work, do not enjoy the work and low resilience to work adversities were significantly associated with sick leave (p < .05). Regarding clinical characteristics of MDD, severity, clinical comorbidity and recidivate subtype were associated with sick leave outcome (p < .05). CONCLUSION: Sick leave is an important indicator of global functionality. Effective strategies to reduce MDD burden ought to involve some perspectives: (1) Diagnosis and efficient treatment; (2) Promotion and monitoring of functionality and rehabilitation programs; (3) Subject-centered actions that help workers cope with adversities, mitigate stress, and increase satisfaction at work.

Systemic autoimmune diseases and work outcomes in Brazil: a scoping review

ABSTRACT OBJECTIVE To review articles that assessed work-related outcomes such as workability, work productivity, presenteeism, absenteeism, sick leave, return to work, and employment status of Brazilian patients with rheumatoid arthritis, systemic lupus erythematosus, systemic sclerosis, Sjögren's syndrome, and systemic autoimmune myopathies. METHODS This study was conducted in Medline databases (PubMed), SciELO, and Lilacs through a combination of descriptors of interest. Studies published until December 2020 were considered in the search strategy. RESULTS Eight out of 90 articles met the eligibility criteria and were included in this review. The studies are highly heterogeneous. Most of them are cross-sectional, and all of them address rheumatoid arthritis or systemic lupus erythematosus. A common denominator among these studies is the high proportion of patients outside the labor market. CONCLUSIONS In general, the studies show unfavorable labor outcomes and impaired participation in the Brazilian workforce among the samples of patients assessed. There is a need to better understand several topics about Brazilian patients with systemic autoimmune diseases and their work context, as well as to conduct studies focusing on rarer diseases and on the themes of return and reintegration to work.

Impacts of heavy smoking and alcohol consumption on workplace presenteeism: A cross-sectional study.

ABSTRACT: Presenteeism refers to the practice of going to work despite poor health, resulting in subpar performance. This study aimed to explore the impacts of smoking and alcohol consumption on workplace presenteeism based on demographic, health-related, and employment variables.The study adopted a cross sectional design with 60,051 wage workers from the database of the second and third Korean Working Conditions Surveys in 2010 and 2011, respectively. A total of 41,404 workers aged 19 years and older, who had worked for at least 1 hour in the previous week, answered the survey questions. Chi-square test as well as univariate and multiple logistic regression analyses were conducted using SPSS, version 18.0, to determine the impacts of smoking and alcohol consumption on workplace presenteeism.Of the 41,404 Korean workers, 8512 (20.6%) had experienced presenteeism in the past 12 months. There were significant differences among gender, age, educational status, income, health problems, absenteeism, shift work, night shift, weekly working hours, exposure to secondhand smoke at work, and satisfaction with the workplace environment. Based on the results of multiple regression analysis, heavy smoking (adjusted odds ratio = 1.38, 95% confidence intervals [1.11, 1.72]) and high-risk drinking (adjusted odds ratio = 1.19, 95% confidence intervals [1.08, 1.31]) were significantly related to presenteeism among workers.The results of our study confirmed that smoking and alcohol drinking were related to presenteeism even after controlling other variables (demographic, health-related, and employment variables) that affect presenteeism. Smoking and alcohol drinking are associated with and potentially influence presenteeism; in particular, heavy smoking and high-risk drinking contributed to presenteeism. Companies that encourage employees to receive treatments for reduction of smoking or alcohol consumption may benefit from greater productivity. Hence, we should consider the impact of smoking and alcohol consumption in the workplace and build appropriate strategies and programs to help reduce these behaviors.

Absenteeism and associated factors: a study addressing the workers from a footwear manufacturer.

OBJECTIVES: To characterize absenteeism among the workers of a footwear manufacturer and analyze associated factors. METHOD: This quantitative and cross-sectional study addressed 572 workers from a footwear company located in southern Brazil, totaling 1,902 sick leaves in 2017. Analyses considered absolute and relative frequencies, and univariate and multivariate Poisson regression models were performed. RESULTS: Most workers taking a leave from work were women with a job position in the operational sector to accompany a family member to attend a medical appointment or take exams. In the multivariate analysis, the following variables appeared associated with leaves longer than three days: being ≥ 50 years older, working in the Production Support sector, working in the company from 16 to 20 years, and nine groups of diseases (ICD-10). CONCLUSION: The findings contribute to understanding this industry's absenteeism profile, supporting strategies to promote positive economic and social impact, and promote adequate occupational health and safety.

Humidification of indoor air for preventing or reducing dryness symptoms or upper respiratory infections in educational settings and at the workplace.

BACKGROUND: Indoor exposure to dry air during heating periods has been associated with dryness and irritation symptoms of the upper respiratory airways and the skin. The irritated or damaged mucous membrane poses an important entry port for pathogens causing respiratory infections. OBJECTIVES: To determine the effectiveness of interventions that increase indoor air humidity in order to reduce or prevent dryness symptoms of the eyes, the skin and the upper respiratory tract (URT) or URT infections, at work and in educational settings. SEARCH METHODS: The last search for all databases was done in December 2020. We searched Ovid MEDLINE, Embase, CENTRAL (Cochrane Library), PsycINFO, Web of Science, Scopus and in the field of occupational safety and health: NIOSHTIC-2, HSELINE, CISDOC and the In-house database of the Division of Occupational and Environmental Medicine, University of Zurich. We also contacted experts, screened reference lists of included trials, relevant reviews and consulted the WHO International Clinical Trials Registry Platform (ICTRP). SELECTION CRITERIA: We included controlled studies with a parallel group or cross-over design, quasi-randomised studies, controlled before-and-after and interrupted time-series studies on the effects of indoor air humidification in reducing or preventing dryness symptoms and upper respiratory tract infections as primary outcomes at workplace and in the educational setting. As secondary outcomes we considered perceived air quality, other adverse events, sick leave, task performance, productivity and attendance and costs of the intervention. DATA COLLECTION AND ANALYSIS: Two review authors independently screened titles, abstracts and full texts for eligibility, extracted data and assessed the risks of bias of included studies. We synthesised the evidence for the primary outcomes 'dry eye', 'dry nose', 'dry skin', for the secondary outcome 'absenteeism', as well as for 'perception of stuffiness' as the harm-related measure. We assessed the certainty of evidence using the GRADE system. MAIN RESULTS: We included 13 studies with at least 4551 participants, and extracted the data of 12 studies with at least 4447 participants. Seven studies targeted the occupational setting, with three studies comprising office workers and four hospital staff. Three of them were clustered cross-over studies with 846 participants (one cRCT), one parallel-group controlled trial (2395 participants) and three controlled before-and-after studies with 181 participants. Five studies, all CTs, with at least 1025 participants, addressing the educational setting, were reported between 1963 and 1975, and in 2018. In total, at least 3933 (88%) participants were included in the data analyses. Due to the lack of information, the results of the risk of bias assessment remained mainly unclear and the assessable risks of bias of included studies were considered as predominantly high. Primary outcomes in occupational setting:  We found that indoor air humidification at the workplace may have little to no effect on dryness symptoms of the eye and nose (URT). The only cRCT showed a significant decrease in dry eye symptoms among working adults (odds ratio (OR) 0.54, 95% confidence interval (CI) 0.37 to 0.79) with a low certainty of the evidence. The only cluster non-randomised cross-over study showed a non-significant positive effect of humidification on dryness nose symptoms (OR 0.87, 95% CI 0.53 to 1.42) with a low certainty of evidence. We found that indoor air humidification at the workplace may have little and non-significant effect on dryness skin symptoms. The pooled results of two cluster non-RCTs showed a non-significant alleviation of skin dryness following indoor air humidification (OR 0.66, 95% CI 0.33 to 1.32) with a low certainty of evidence. Similarly, the pooled results of two before-after studies yielded no statistically significant result (OR 0.69, 95% CI 0.33 to 1.47) with very low certainty of evidence No studies reported on the outcome of upper respiratory tract infections. No studies conducted in educational settings investigated our primary outcomes. Secondary outcomes in occupational setting: Perceived stuffiness of the air was increased during the humidification in the two cross-over studies (OR 2.18, 95% CI 1.47 to 3.23); (OR 1.70, 95% CI 1.10 to 2.61) with low certainty of evidence. Secondary outcomes in educational setting: Based on different measures and settings of absenteeism, four of the six controlled studies found a reduction in absenteeism following indoor air humidification (OR 0.54, 95% CI 0.45 to 0.65; OR 0.38, 95% CI 0.15 to 0.96; proportion 4.63% versus 5.08%). AUTHORS' CONCLUSIONS: Indoor air humidification at the workplace may have little to no effect on dryness symptoms of the eyes, the skin and the URT. Studies investigating illness-related absenteeism from work or school could only be summarised narratively, due to different outcome measures assessed. The evidence suggests that increasing humidification may reduce the absenteeism, but the evidence is very uncertain. Future RCTs involving larger sample sizes, assessing dryness symptoms more technically or rigorously defining absenteeism and controlling for potential confounders are therefore needed to determine whether increasing indoor air humidity can reduce or prevent dryness symptoms of the eyes, the skin, the URT or URT infections at work and in educational settings over time.

Factors associated with sickness absence in a large NHS Trust.

BACKGROUND: Sickness absence rates vary widely across a large acute NHS Trust, with the highest rates in some of the largest directorates. AIMS: This study was aimed to identify factors associated with sickness absence in teams and to inform interventions to improve staff health and well-being. METHODS: Using 2018 data from the electronic staff record and NHS Staff Survey, we examined variables associated with cost centre sickness absence rates, perceived abuse and staff engagement scores using multivariable linear regression. RESULTS: Data were available for 9362/15 423 (61%) of staff. Cost centre sickness absence was significantly positively associated with predominance of nursing and midwifery staff (ß = 0.28 [0.012-0.55]) and significantly inversely associated with predominance of medical and dental staff (ß = -0.94 [-1.2 to -0.65]) and proportion white (ß = -1.11 [-1.9 to -0.37]). Cost centre sickness absence was not significantly associated with staff engagement, reported abuse, age or higher headcount. Cost centre staff engagement was significantly positively associated with proportion white (ß = 0.98 [0.42-1.6]). Reported abuse by managers (ß = -13 [-22 to -4.2]) and by colleagues (ß = -24 [-35 to -12]) was significantly inversely associated with proportion white. Reported abuse by colleagues was significantly associated with predominance of medical and dental (ß = 7.6 [2.3-13]) and nursing and midwifery staff (ß = 9.1 [4.4-14]). CONCLUSIONS: These observed associations of sickness absence, staff engagement and perceived abuse with job mix and ethnicity should be further explored. Individual or team-level data, rather than cost centre-level data, might more meaningfully elucidate why sickness absence rates vary between groups of staff.