Re-visiting the six-item Stanford presenteeism scale (SPS-6) and its psychometric properties (original) (raw)
Related papers
Even though work-related factors have been found to play a crucial role in predicting presenteeism, studies investigating established theoretical frameworks of job design features and in particular underlying mechanisms are still very scarce. The objective of this study was to investigate the influence of the Areas of Worklife (AWS; Leiter & Maslach, 2004) on presenteeism. We examined mental and physical health as the underlying process of this relationship and assessed two presenteeism outcome measures and their relationship to each other, i.e., the frequency of the act of presenteeism and work productivity. Using a cross-sectional design, the study was conducted in a sample of 885 employees from German public service. Results showed that the influence of some, but not all, Areas of Worklife (workload, control, reward, and values) on both the act of presenteeism and health-related lost productivity was mediated by health indicators (well-being and musculoskeletal complaints). Moreover, we found a relationship between health-related lost productivity and acts of presenteeism. The present research clarifies the importance of work-related factors as antecedents of sickness presenteeism. The findings of our study also emphasize the necessity to combine both the act of presenteeism and health-related lost productivity into presenteeism research and prevention. Presenteeism should be included as a measure in health prevention interventions because it reflects a crucial part of employee health that is not covered by other measures.
The Well-Being Assessment for Productivity
Journal of Occupational and Environmental Medicine, 2011
Objective: To develop a presenteeism assessment, the Well-Being Assessment for Productivity (WBA-P), that provides an informative evaluation of job performance loss due to well-being related barriers. Method: The WBA-P was developed using exploratory and confirmatory factor analysis using survey data from 1827 employed individuals. Evidence of criterion-related validity was established using multivariate analysis of variance across measures of health and well-being. Results: A hierarchical, two-factor model demonstrated good fit and included factors capturing productivity loss from personal reasons (WBA-PP) and work environment (WBA-PW). Significant interactions existed between these and previously validated presenteeism measures with respect to physical and emotional health, risk factors, and life evaluation. Conclusions: This initial psychometric evidence suggests that the WBA-P and its subscales are valid measures of presenteeism that capture actionable well-being-related performance barriers.
Presenteeism: The Productivity Paradox
International Journal of Management Research and Social Science (IJMRSS) - Dr. Vijit Chaturvedi, Prof. Sanjeev Bansal, 2020
As organization are trying to achieve more by less it is evident that the pressure is increasing on the physical and mental health of employees in varied form. Presenteeism refers to reporting at workplace even when ill or even if unwell. This approach is slowly increasing due to the rising reassure of remaining competitive and excelling others in the unending race of competition. This is a more serious issue of concern as the data and conditions of absenteeism can be recorded, measured and diagnosed but presenteeism is comparatively difficult to assess and work upon. In fact presenteeism seems to be affecting the health of the employees much core than absenteeism thus requires a workplace attention in order to preserve the future vitality and organization credibility as a preferred place to work. The present paper emphasizes on various aspects of this concern with respect to the available factors leading to presenteeism, causes and suitable measures to reduce the dysfunctional outcome of this. It also highlights different measures available to measure presenteeism highlighting its striking features from absenteeism. The discussion will aid in bringing forth the relevance of such pertinent issue ensuring long term employee health, organization culture and climate practices intact and ensuring healthy employer employee relation along with employee productivity and efficiency.
Presenteeism and Productivity: The Role of Biomarkers and Hormones
International Journal of Environmental Research and Public Health
Purpose. This study aimed to assess whether self-reported productivity despite presenteeism may be affected by biomarkers and hormones and how these physiological indicators can interact with each other to explain the presenteeism dimensions. Methods. This pilot study included 180 healthy participants with a mean age of 41.22 years (SD = 13.58), 76.11% of whom were female. The dependent variable included a self-reported measure of productivity loss due to presenteeism: the Stanford Presenteeism Scale 6. This study also includes physiological indicators such as biomarkers (C-reactive protein (CRP) and blood glucose) and hormones (cortisol and TSH thyroid hormone). Results. Multiple linear regression analyses revealed that CRP moderated the relationship between cortisol levels and productivity despite presenteeism. Moreover, the increase of TSH moderated the relationship between cortisol, glycemia, and employees’ capacity to complete work tasks while sick. Conclusions. The results hig...
International Journal of Environmental Research and Public Health
The objective of this study was to investigate if the psychosocial work environment moderates the proposed negative impact of presenteeism on future general health. We expect that the negative impact of presenteeism on general health is weaker if the psychosocial work environment is resourceful, and more pronounced if the environment is stressful. Data were derived from the 2008–2018 biennial waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final analytic sample consisted of n = 15,779 individuals. We applied repeated measures regression analyses through generalized estimating equations (GEE). Results from the autoregressive GEE models showed statistically significant interaction terms between presenteeism and all four investigated moderators, i.e., job demands, job control, job support and job strain. The results indicate that the psychosocial work environment moderates the negative association between presenteeism and general health and illustrates a bu...
Factors Associated With Presenteeism and Psychological Distress Using a Theory-Driven Approach
Journal of Occupational and Environmental Medicine, 2015
Objective: To test a model of presenteeism on the basis of established and emerging theories separated into organizational and individual factors that could be mediated by psychological distress. Methods: This was a Web survey of 2371 employees (response rate of 48%) of a provincial government agency. We assessed theories with validated measures for organizational and individual factors. Results: Psychological distress was negatively associated to presenteeism, when controlling for sex, short-term work absence in the last year, and social desirability. Both individual and organizational factors were related to psychological distress. The most important factors included the presence of stress events in the preceding 6 months, extrinsic efforts (interruptions, work requirements), self-esteem as a worker, and internal amotivation. Conclusions: By identifying modifiable factors, our results suggest that the implementation of a work organization structure that promotes stimulation and accomplishment would reduce psychological distress and further presenteeism.
BMC Public Health, 2014
Background: Health impairments can result in disability and changed work productivity imposing considerable costs for the employee, employer and society as a whole. A large number of instruments exist to measure health-related productivity changes; however their methodological quality remains unclear. This systematic review critically appraised the measurement properties in generic self-reported instruments that measure health-related productivity changes to recommend appropriate instruments for use in occupational and economic health practice. Methods: PubMed, PsycINFO, Econlit and Embase were systematically searched for studies whereof: (i) instruments measured health-related productivity changes; (ii) the aim was to evaluate instrument measurement properties; (iii) instruments were generic; (iv) ratings were self-reported; (v) full-texts were available. Next, methodological quality appraisal was based on COSMIN elements: (i) internal consistency; (ii) reliability; (iii) measurement error; (iv) content validity; (v) structural validity; (vi) hypotheses testing; (vii) cross-cultural validity; (viii) criterion validity; and (ix) responsiveness. Recommendations are based on evidence syntheses. Results: This review included 25 articles assessing the reliability, validity and responsiveness of 15 different generic self-reported instruments measuring health-related productivity changes. Most studies evaluated criterion validity, none evaluated cross-cultural validity and information on measurement error is lacking. The Work Limitation Questionnaire (WLQ) was most frequently evaluated with moderate respectively strong positive evidence for content and structural validity and negative evidence for reliability, hypothesis testing and responsiveness. Less frequently evaluated, the Stanford Presenteeism Scale (SPS) showed strong positive evidence for internal consistency and structural validity, and moderate positive evidence for hypotheses testing and criterion validity. The Productivity and Disease Questionnaire (PRODISQ) yielded strong positive evidence for content validity, evidence for other properties is lacking. The other instruments resulted in mostly fair-to-poor quality ratings with limited evidence. Conclusions: Decisions based on the content of the instrument, usage purpose, target country and population, and available evidence are recommended. Until high-quality studies are in place to accurately assess the measurement properties of the currently available instruments, the WLQ and, in a Dutch context, the PRODISQ are cautiously preferred based on its strong positive evidence for content validity. Based on its strong positive evidence for internal consistency and structural validity, the SPS is cautiously recommended.
Journal of Occupational Rehabilitation, 2014
Objective To develop a Dutch version of the Stanford Presenteeism Scale (SPS-6) and examine the reliability and discriminant, discriminative and structural validity of the Dutch SPS-6 (DSPS-6). Methods The original SPS-6 (English-language) was translated and adapted to the Dutch culture. Thirty participants filled in the DSPS-6 at baseline (T0) and after 5 days (T1). Internal consistency (Cronbach's alpha), test-retest reliability (Spearman's correlation coefficient, Spearman's rho), item-to-total correlations, discriminant validity (association with job stress and job satisfaction), discriminative validity (patients reporting a (work) disability compared with those indicating that they had no disability; Spearman's rho, t tests), structural validity (Varimax rotation with Kaiser Normalization) and floor and ceiling effects were examined. Results Cronbach's alpha for the DSPS-6 was 0.89. Test-retest Spearman's rho was 0.82 (p \ 0.01). Item-to-total correlations ranged from 0.60 to 0.82. Subjects reporting a work disability had significantly lower DSPS scores (discriminative validity). Spearman's rho for the DSPS-6 score and job satisfaction were 0.38 (p = 0.05; at T0) and 0.27 (at T1), respectively. Spearman's rho for the association between the DSPS-6 and job stress were-0.52 (p = 0.01; at T0) and-0.42 (p = 0.05; at T1), respectively (discriminant validity). The two factors derived from the principal components analysis account for 77.5 % of the variance of responses (structural validity). A ceiling effect was present. Conclusions The DSPS-6 showed good reliability and structural validity. The discriminative validity of the DSPS-6 is partly supported. The concept of presenteeism is not sufficiently distinct from the constructs of job stress and job satisfaction (discriminant validity). The results of the present study show that the adaptation of the SPS-6 into Dutch was successful. Further research on the reliability, validity and responsiveness of the DSPS-6 in a larger group of participants is recommended.
The health-performance framework of presenteeism: Towards understanding an adaptive behaviour
Human Relations
The substantial health and financial costs of presenteeism are well-documented. Paradoxically, presenteeism also has a positive side, which has been largely overlooked. Emerging evidence shows that presenteeism can be a choice that offers a range of positive benefits to the ‘presentee’ (an employee who works through illness). In this conceptual article, we view presenteeism as purposeful and adaptive behaviour: a dynamic process that serves the purpose of balancing health constraints and performance demands in tandem. We propose a 2×2 framework of presenteeism (therapeutic, functional, overachieving, and dysfunctional) and suggest that the success of the presenteeism adaptation process depends on the availability of internal capacities and flexible work resources. When the workplace is supportive and provides adequate resources to aid adaptation, presenteeism can be a sustainable choice for maintaining performance under impaired health. We examine the role of resources for functiona...