Sickness Presenteeism: Prevalence, Attendance-Pressure Factors, and an Outline of a Model for Research

By Gunnar Aronsson, K. Gustafsson. Journal of Occupational and Environmental Medicine, 2005

654 citations recorded by the source corpus.

Subfields: General Health Professions, Occupational Therapy, Psychiatry and Mental health

View Paper: https://www.semanticscholar.org/paper/fecfe1edd2f4daee739492aa4e4154d182d3435a

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In General Health Professions

In Occupational Therapy

In Psychiatry and Mental health

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Citations in the corpus

Where Have All the “Workers” Gone? A Critical Analysis of the Unrepresentativeness of Our Samples Relative to the Labor Market in the Industrial–Organizational Psychology Literature (2015, background): “For example, people who are in economically tenuous situations are more likely to engage in presenteeism when they are sick (Aronsson & Gustafsson, 2005; Aronsson, Gustafsson, & Dallner, 2000), probably because they cannot afford the lost wages.”
A structural model of student well-being (2014, background): “Causal relationships between demands, a lack of resources, burnout, and psychosomatic complaints have been found in study and work contexts (Aronsson & Gustafsson, 2005; Michie & Williams, 2003).”
Presenteeism in the workplace: A review and research agenda. (2010, background): “Aronsson and Gustafsson (2005) found that women were somewhat more inclined than men to report attending while ill, and women were greatly overrepresented in occupations with the very highest presenteeism.”
The health-performance framework of presenteeism: Towards understanding an adaptive behaviour (2020, background): “For the last two decades, research into presenteeism, or attending work whilst one is unwell (Aronsson and Gustafsson, 2005), has identified it as a negative behaviour.”
A dialectical theory of the decision to go to work: Bringing together absenteeism and presenteeism (2014, background): “Aronsson and Gustafsson (2005) found that chronic health problems, difficulty in replacing oneself at work, and poor financial status were all associated with presenteeism. This supports a balance strategy in that it suggests that contextual factors might limit the ability to be absent (e.g., diffic”
“To work, or not to work, that is the question” – Recent trends and avenues for research on presenteeism (2020, background): “…among groups with the highest levels of presenteeism found in female-dominated workplaces in the care, welfare, and educational sectors, while there are lower levels in more male-oriented sectors such as manufacturing and engineering (Aronsson & Gustafsson, 2005; Aronsson et al., 2000b).”
Present but sick: a three‐wave study on job demands, presenteeism and burnout (2009, background): “Our findings suggest that the perception of high job demands induces pressure to work through sicknesses over time (Aronsson and Gustafsson, 2005) though the role of job demands was not as prevalent as expected (see the non-significant path from T1 Presenteeism 61 job demands to T2 and T3…”
Authentic leadership extends beyond work: A multilevel model of work-family conflict and enrichment (2017, background): “In particular, measures of individual health and well-being such as days of sick leave or indicators of sickness presenteeism would be of interest (Aronsson & Gustafsson, 2005).”
Women's absenteeism in the popular press: Evidence for a gender-specific absence culture (2007, background): “…researchers such as Goodman and Atkin (1984) have taken issue with, and is currently being questioned through the emergence of new concepts such as presenteeism, which suggests that absenteeism may be beneficial for companies when employees are sick or unproductive (Aronsson & Gustafsson, 2005).”