The Relation between Burnout, Sick leave, Resignation and Presenteeism among Employees in the Workplace

• Main Authors: Tzu-Wei Huang, 黃姿瑋
• Other Authors: Yue-Leon Guo
• Format: Others
• Language: en_US
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/46374198396215820232

碩士 === 國立臺灣大學 === 職業醫學與工業衛生研究所 === 101 === Background and Objective: The definition of presenteeism is that the worker goes to work while feeling ill; therefore, the worker cannot perform as well as usual. In recent years, several studies have conducted on workers’ presenteeism in the industries. However, to the best of our knowledge, no study on the reliability and validity of presenteeism scale has been conducted in Taiwan. This study aimed to e develop a presenteeism scale and to evaluate its reliability and validity. Furthermore, we examined the association between burnout, sick leave, resignation, and presenteeism. Method: This was a longitudinal follow-up study. Workers in Taiwan were recruited to complete a questionnaire. The English version of Stanford Presenteeism Scale, developed by Koopman in 2002, was translated into Chinese. Factor analysis and Spearman’s rank-order correlation analysis were conducted to assess the construct validity and discriminant validity of SPS. The value of Cronbach’s alpha was computed to evaluate the reliability of SPS. Factor analysis, item analyses, reliability analysis were used for item reduction. Multiple logistic regressions were used to estimate the association between sick leave, resignation, and burnout. Thus, the receiver operating characteristic (ROC) curve was used to assess the effect of the models. Result: 20,957 respondents with the completed questionnaire were divided into three groups: “high prsenteeism” (n=1,334), “low presenteeism” (n=11,383), and “healthy control” (n=8,240). After adjustment for age, gender, work tenure, shift work, medical history, drug history, surgical history, smoking, alcohol consumption, exercise frequency, and stress, the group of high prsenteeism has a significantly higher risk of resignation (OR=1.94, AUC of ROC=0.69). Also, presenteeism is one of the risk factors of burnout and sick leave. Conclusion: Results from this study showed that the Chinese version of Stanford Presenteeism Scale was reliable and valid. Further use of this instrument could be applied to the industries. Also, the findings of this study indicated that after adjustment for potential confounders, presenteeism could predict resignation in one year. Our research stressed the importance of presenteeism as a predictor measuring by simple and short SPS-6.