When the management of nurse absenteeism becomes a cause of absenteeism: a study based on a comparison of two health care facilities. Journal of nursing management.
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Damart S, Kletz F.(33. McGahan M, Kucharski G, Coyer F, Paper WA. Nurse staffing levels and the incidence of mortality and morbidity in the adult intensive care unit: a literature review. Aust Crit Care. 2012; 25(2):64-77.)
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2016 |
The study aims to explore perceptions of the causes of nurse absenteeism. |
There is little evidence as to how strategies adopted in order to cushion the effects of absenteeism on workload influence absenteeism itself. |
Journal of Nursing Management |
The JOINT model of nurse absenteeism and turnover: A systematic review.
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Daouk-Öyry L, Anouze AL, Otaki F, et al.(1010. Moher D, Liberati A, Tetzlaff J, Altman DG, PRISMA Group. Preferred reporting items for systematic reviews and meta-analyses: the PRISMA statement. Int J Surg. 2010; 8(5):336-41.)
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2014 |
to develop an integrative multilevel framework that optimizes the understanding of absenteeism and turnover among nurses in hospital settings. |
Identified variables were analyzed using content analysis and grouped into 11 categories, and five main factors: Job, Organization, Individual, National and interpersonal. |
International Journal of Nursing Studies |
Attitudes towards sickness absence and sickness presenteeism in health and care sectors in Norway and Denmark: a qualitative study
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Krane L, Larsen EL, Nielsen CV, et al.(1818. Belita A, Mbindyo P, English M. Absenteeism amongst health workers-developing a typology to support empiric work in low-income countries and characterizing reported associations. Hum Res Health. 2013; 11(1):34.)
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2014 |
To explore attitudes towards sickness absence and sickness presenteeism among nursing home employees. |
Social commitment and loyalty to residents and colleagues was important for sickness absence and sickness presenteeism. Organization of work and physical aspects of the workplace were also found to have an influence on attitudes towards sickness absence. |
BMC Public Health |
Effect of organizational change type and frequency on long-term sickness absence in hospitals.
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B e r n s t r ø m; Kjekshus (1919. Lamont S, Brunero S, Perry L, Duffield C, Sibbritt D, Gallagher R, Nicholls R. Mental health day'sickness absence amongst nurses and midwives: workplace, workforce, psychosocial and health characteristics. J Adv Nurs. 2017; 73(5):1172-81.)
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2014 |
To investigate how the frequency of structural change and patient care-related change is related to employees’ long term sickness absence. |
A significantly higher probability exist of long-term sickness absence among employees who experienced more frequent structural changes, but not among employees who experienced more frequent patient care-related changes. |
Journal of Nursing Management |
Sustainable employability in shiftwork: related to types of work schedule rather than age.
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Peters V, Engels JA, de Rijk AE, et al.(2020. Mudaly P, Nkosi ZZ. Factors influencing nurse absenteeism in a general hospital in Durban, South Africa. J Nurs Manag. 2015; 23(5):623-31. Portuguese.)
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2015 |
To investigate how nurses working in various types of work schedule differ regarding sustainable employability, and the role that age plays in these differences. |
Nurses working in various types of work schedules differed regarding aspects of sustainable employability, also when operationalization of age were added. |
Int Arch Occup Environ Health |
Effects of perceived workplace politics in hospitals on nurses’ behavioural intentions in Ghana.
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Atinga RA, Domfeh KA, Kayi E, et al.(2121. Grataloup M, Massardier-Pilonchéry A, Bergeret A, Fassier JB. Job Restrictions for healthcare workers with musculoskeletal disorders: consequences from the superior's viewpoint. J Occup Rehabil. 2016; 26(3):245-52.)
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2014 |
To examine the effects of perceived workplace politics in hospitals on nurses’ job satisfaction, commitment, exit intention, job neglect, absenteeism and performance. |
Perceived politics potentially leads to decline in job satisfaction, commitment and work performance. However, perceived workplace politics was associated with high intention to leave, negligent behaviour and absenteeism. |
Journal of Nursing Management |
Career Plateauing: Is It Still A Matter of Concern?.
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Omar K, Anuar MM, Salleh AM.(2222. Abolfotouh SM, Mahmoud K, Faraj K, Moammer G, ElSayed A, Abolfotouh MA. Prevalence, consequences and predictors of low back pain among nurses in a tertiary care setting. Int Orthop. 2015; 39(12):2439-49.)
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2014 |
To investigate the relationship between hierarchical plateauing and intention to leave among nurses in public hospitals. |
In contrast to previous findings by several researchers, results did not show hierarchical plateauing associated with lower levels of job satisfaction, poor commitment, high absenteeism, stress, low motivation and high employee turnover. |
Mediterranean Journal of Social Sciences |
Absenteeism amongst health workers - developing a typology to support empiric work in low-income countries and characterizing reported associations.
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Belita A, Mbindyo P English M.(2323. Ribeiro T, Serranheira F, Loureiro H. Work related musculoskeletal disorders in primary health care nurses. Appl Nurs Res. 2017; 33:72-7.)
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2013 |
To develop a typology of definitions useful to classify forms of absenteeism. |
Factors reported to influence rates of absenteeism : workplace and content, personal and organizational and cultural factors. The literature presents an inconsistent picture of the effects of specific factors within these themes perhaps related to true contextual differences or inconsistent definitions of absenteeism. |
Human Resources for Health |
Mental health day’ sickness absence amongst nurses and midwives: workplace, workforce, psychosocial and health characteristics.
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Lamont S, Brunero S, Perry L, et al.(2424. Olivares-Faúndez VE, Gil-Monte PR, Mena L, Jélvez-Wilke C, Figueiredo-Ferraz H. Relationships between burnout and role ambiguity, role conflict and employee absenteeism among health workers. Ter Psicol. 2014; 32(2):111-20.)
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2017 |
To examine the workforce, workplace, psychosocial and health characteristics of nurses and midwives in relation to their reported use of sickness absence described as ‘mental health days’. |
Fifty-four percentage of nurse and midwife respondents took ‘mental health days’. Those affected were significantly more likely to be at younger ages, working shifts with less time sitting at work; to report workplace abuse and plans to leave; having been admitted to hospital in previous 12 months; to be current smokers; to report mental health problems, and current psychotropic medication use. |
Journal of Advanced Nursing |
Factors influencing nurse absenteeism in a general hospital in Durban, South Africa.
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Mudaly P, Nkosi ZZ(2525. Tei-Tominaga M, Asakura T, Asakura K. Stigma towards nurses with mental illnesses: A study of nurses and nurse managers in hospitals in Japan. Int J Ment Health Nurs. 2014; 23(4):316-25.)
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2015 |
To establish reasons for absenteeism amongst professional nurses, enrolled nurses and enrolled nurse auxiliaries in a general hospital in Durban, in order to recommend strategies that could decrease absenteeism. |
Family matters, lack of motivation to attend work, illness, finance, favouritism, unfriendly nurse managers, long work hours, increased workload, unsatisfactory work conditions, lack of equipment, unfair promotions and selection of nurses for training, staff shortages, lack of a reward system and incoherent decisionmaking caused nurse absenteeism. |
Journal of Nursing Management |
Job Restrictions for Healthcare Workers with Musculoskeletal Disorders: Consequences from the Superior's Viewpoint.
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Grataloup M, Massardier-Pilonchéry A, Bergeret A, et al.(2626. Roelen CA, Magerøy N, Van Rhenen W, Groothoff JW, van der Klink JJ, Pallesen, et al. Low job satisfaction does not identify nurses at risk of future sickness absence: Results from a Norwegian cohort study. Int J Nurs Stud. 50(3):366-73.)
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2016 |
To explore the impact of job restriction from the point of view of the employees’ supervisors. |
A context of personnel cuts, job restrictions had several negative. Consequences, such as: overwork, increased conflict, and feelings of isolation and organizational injustice. |
Journal of Nursing Management |
Prevalence, consequences and predictors of low back pain among nurses in a tertiary care setting.
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Abolfotouh SM, Mahmoud K, Faraj K, et al.(2727. Carter M, Thompson N, Crampton P, Morrow G, Burford B, Gray C, Illing J. Workplace bullying in the UK NHS: a questionnaire and interview study on prevalence, impact and barriers to reporting. BMJ Open. 2017; 3(6):e002628.)
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2015 |
To estimate the prevalence of low back pain (LBP) using different measures, to determine medical and professional consequences of LBP, and to determine the associated factors and significant predictors of LBP. |
The findings of this study broadly confirm the high levels of back pain in nursing, with a one-year prevalence of LBP of 54.3 % for LBP of at least one day, 26.8 % for chronic LBP, 18.1 % for sick leave seeking LBP, and 34.3 % for medical treatment seeking LBP. |
International Orthopaedics |
Work related musculoskeletal disorders in primary health care nurses
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Ribeiro T,(2828. Roelen CA, Bültmann U, Groothoff J, van Rhenen W, Magerøy N, Moen BE, Pallesen S, Bjorvatn B. Physical and mental fatigue as predictors of sickness absence among Norwegian nurses. Res Nurs Health; 2013; 36(5):453-65.)
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2017 |
To describe nurses’ self-reported symptoms of work related musculoskeletal disorders by nursing in tasks that may be compromised and represent risk factors for its development. |
This study showed associations between the prevalence of work related musculoskeletal disorders symptoms in different body regions and some individual characteristics such as: gender, age, body mass index, presence of other pathologies and regular physical exercise. |
Applied Nursing Research |
Relationships between burnout and role ambiguity, role conflict and employee absenteeism among health workers.
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Olivares-Faúndez VE, Gil-Monte PR, Mena L, et al.(2929. Noben C, Evers SI, Nieuwenhuijsen K, Ketelaar S, Gärtner F, Sluiter J, Smit F. Protecting and promoting mental health of nurses in the hospital setting: is it cost-effective from an employer's perspective. Int J Occup Med Environ Health. 2015; 28(5):891-900.)
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2014 |
To analyze the influence of some psychosocial risk factors in the development of burnout and to analyze the influence of this phenomenon on employee absenteeism. |
The results confirmed the influence of role conflict on burnout, but the influence of burnout on employee absenteeism was not confirmed. |
Terapia Psicológica |
Stigma towards nurses with mental illnesses: A study of nurses and nurse managers in hospitals in Japan
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Tei-Tominaga M, Asakura T, Asakura K.(3030. Gaudine A, Saks AM, Dawe D, Beaton M. Effects of absenteeism feedback and goa-setting interventions on nurses’ fairness perceptions, discomfort feelings and absenteeism. J Nurs Manag. 2013; 21(3):591-602.)
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2014 |
To investigate nurses with mental illnesses, and the perception of mental health issues at work among nurses and nurse managers; to examine the characteristics of the related stigma among nurses and nurse managers according to sociodemographic and organizational characteristics. |
Findings suggest that effective approaches are needed to decrease stigma, ensure support in the workplace, and address mental illnesses to counter nurse absenteeism. |
International Journal of Mental Health Nursing |
Low job satisfaction does not identify nurses at risk of future sickness absence: Results from a Norwegian cohort study.
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Roelen CA, Magerøy N, Van Rhenen W, et al.(31)
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2013 |
To investigate if job satisfaction scores are useful to identify working nurses at risk of future sickness absence. |
Low job satisfaction was associated with higher odds of sickness absence and absences higher than 31 days. |
International Journal of Nursing Studies |
Workplace bullying in the UK NHS: a questionnaire and interview study on prevalence, impact and barriers to reporting.
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Carter M, Thompson N, Crampton P, et al.(32)
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2017 |
To examine the prevalence and impact of bullying behaviours between staff in the National Health Service (NHS) workplace, and to explore the barriers to reporting bullying. |
Of 20% of staff reported having been bullied by other staff to some degree and 43% reported having witnessed bullying, no overall differences due to ethnicity, but some differences were detected on several negative behaviours. Managers were the most common source of bullying. Main barriers to reporting bullying were the perception that nothing would change, not wanting to be seen as a trouble-maker. Interviewed identified workload pressures and organizational culture as contributing factors for bullying. |
BMJ Open |
Protecting and promoting mental health of nurses in the hospital setting: is it cost-effective from an employer's perspective.
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Noben C, Evers SI, Nieuwenhuijsen K, et al.(34)
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2015 |
To analyze cost-saving of a intervention to protect nurses at risk for mental health problems and costs because of improvement of better productive. |
Subtracting intervention costs from the cost offsets due to reduced absenteeism and presenteeism resulted in net-savings of 244 euros per nurse when only absenteeism is regarded, and 651 euros when presenteeism is also taken into account. This corresponds to a return-on-investment of 5 euros up to 11 euros for every euro invested. |
Int J Occup Med Environ Health |
Effects of absenteeism feedback and goal-setting interventions on nurses - fairness perceptions, discomfort feelings and absenteeism.
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Gaudine A, Saks AM, Dawe D, et al.(35)
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2013 |
To test the effects of absenteeism feedback, obstacles and interventions to establish the method of goal reduction. |
There was a significant decrease in the total number of days absent but no decrease in absent episodes. Six categories of obstacles to reducing absenteeism were identified. |
Journal of Nursing Management |