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PubMed2000

Elementary school absenteeism and air pollution.

This study assessed the association between ambient air pollution and daily elementary school absenteeism in Washoe County, NV, between 1996 and 1998. All 57 elementary schools in Washoe County in northern Nevada were included in the data set. There was a total of 27,793 student enrollments during this study period. The daily average absence rate was 5.09% (+/-1.54%). Air pollutant values including PM(10), O(3), and CO were obtained from seven air monitoring stations. Weather variables were collected from five of seven stations and from the Western Regional Climate Center. The daily average concentrations of PM(10), CO, and O(3) were 32.44 microg/m(3), 2.73 ppm, and 37.45 ppb, respectively. Student absenteeism was regressed on the three air pollutants, weather variables, and other confounding factors, using autoregression analysis. After adjusting for the effects of weather variables, day of the week, month, and holiday indicators, and time trend, we found that CO and O(3) were statistically significant predictors of daily absenteeism in elementary schools. For every 1.0 ppm and 50 ppb increase in CO and O(3), the absence rate would increase 3.79% (95% CI 1.04-6.55%) and 13.01% (95% CI 3.41-22.61%), respectively. However, PM(10) values were negatively correlated with school absenteeism.

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PubMed2003

Environmental tobacco smoke and absenteeism related to respiratory illness in schoolchildren.

Household environmental tobacco smoke (ETS) exposure accounts for substantial morbidity among young children, but the ETS-associated morbidity burden among school-age children is less well defined. Illness-related school absenteeism is a measure of a broad spectrum of adverse effects of ETS exposure in school-age children. The authors investigated the relations between ETS exposure, asthma status, and illness-related school absenteeism in a cohort of 1,932 fourth-grade schoolchildren from 12 southern California communities during January-June 1996. Incidence rates and adjusted relative risks of illness-related absences were determined by using an active surveillance system. The effects of ETS exposure on absenteeism were assessed by using stratified incidence rates and Poisson regression to adjust for sociodemographic factors. ETS exposure was associated with an increased risk of respiratory-illness-related school absences (relative risk (RR) = 1.27, 95% confidence interval (CI): 1.04, 1.56). Children living in a household with two or more smokers were at increased risk of such absences (RR = 1.75, 95% CI: 1.33, 2.30). Children's asthma status affected their response to ETS. Compared with unexposed children without asthma, children with asthma were at increased risk of respiratory-illness-related school absences when exposed to one (RR = 2.35, 95% CI: 1.49, 3.71) or two or more (RR = 4.45, 95% CI: 2.80, 7.07) household smokers. Children without asthma also had an increased risk if exposed to two or more smokers (RR = 1.44, 95% CI: 1.04, 2.00). Therefore, ETS exposure is associated with increased respiratory-related school absenteeism among children, especially those with asthma.

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PubMed1985

Sex, race, age, and hypertension as determinants of employee absenteeism.

This study examined the effects of hypertension on two measures of employee absenteeism with the three confounding variables of sex, race, and age held constant. Subjects were 820 Maryland State employees who participated in a worksite blood pressure screening program. Comparison of official records for the year before (1978) and after screening (1979) revealed a small increase in the frequency of sick calls, a decrease in average duration of sick calls, and no net effect on total number of sick hours. Over the two-year period the average duration of absences was higher for hypertensives when sex, race, and age were held constant; however, the effect was confined to females. The findings indicate that hypertension and absenteeism should be investigated in the context of employees' demographic characteristics since these are related to hypertension and also are important determinants of absenteeism. When multiple regression was used, it became clear that demographic characteristics explained more of the variation in work absences than did blood pressure status. The relationship between hypertension and absenteeism was small, accounting for less than 2% of the variance. Thus employers can be reassured regarding the issue of whether newly detected hypertensives stay away from work. Given the weakness of the relationship found between hypertensive status and absences and the very small proportion of hypertensives who are newly detected, their effect on work absences is inconsequential.

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PubMed1987

Work absenteeism and well-being in patients treated for hypertension.

The purpose of this study was to analyse the effect of detection and treatment of hypertension on work absenteeism and other indicators of well-being. Because the study was performed as part of a trial comparing structured and regular hypertension care, we also analysed the impact of these different methods of organizing care. Matching for age and sex, three samples were drawn: one from regular medical care (N = 123) one from structured protocol care (N = 238) and one from normotensive subjects, aware of their blood pressure level (N = 128). Insurance data did not reveal any differences between the three groups in the amount of work absenteeism during a six-year period. Moreover, we found no short-term rise in work absenteeism during the first year after diagnosis. Finally, interviews failed to show significant differences between the three groups with respect to general satisfaction with life or other aspects of psychological well-being. We conclude that the patients treated for hypertension did not differ importantly from normotensive subjects with regard to illness-induced work absenteeism or other aspects of psychological well-being.

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PubMed1997

The efficacy and effectiveness of process consultation in improving staff morale and absenteeism.

OBJECTIVES: The purpose of this randomized controlled trial was to test the efficacy and effectiveness of process consultation consisting of a series of nurse manager-consultant problem-solving meetings for leadership development that would lead to their staff's improved morale, quality of care, and reduced absenteeism. METHODS: Thirteen consenting clinical inpatient units were stratified for four variables known to affect outcome and were then randomly assigned to treatment and control conditions. The nurse managers from the seven experimental units were paired with outside nurse consultants from the McMaster University School of Nursing (Hamilton, Ontario, Canada) in a cooperative form of retraining in problem-solving through process consultation. Morale was determined through measures of perceptions of the work environment, an attitude scale concerning work (alienation), a personality measure (hardiness), and one of each scale for work satisfaction and for sources of satisfaction and dissatisfaction. Demographic data and information regarding family life responsibilities were collected as well. Assessment of quality of care was determined by the frequency and type of incident reports and by patients' perception of their satisfaction. A ratio of absence hours to total paid hours of work was used to compare experimental and control units' absenteeism rates. RESULTS: Experimental subjects reported a statistically significant improvement in the characteristics of their work setting and in the quality of working relationships. The consultation process facilitated a perceived change in the organizational context of the experimental hospital units with less centralization of authority and more clarity about expectation. These organizational changes were accompanied by improved working relationships and less alienation from work. There was no statistically significant difference in absenteeism. However, a subanalysis of the units by "dose" of the intervention identified those who benefited from the effects of the consultation. Subjects whose nurse managers participated more actively in the consultation process accounted for the changes in working relationships and perceived organizational changes. The "low-dose" experimental subjects were more like the control subjects, with the exception of absenteeism, for which they had higher rates. CONCLUSIONS: The findings of this study suggest that process consultation can alter the staff's perceptions of the characteristics of the work setting, can reverse negative attitudes (alienation), and can create a more positive and supportive working environment (improved working relationship). However, the results suggest the need to target this type of intervention to managers who have the personal resources to engage in self-evaluation and personal development and thus to participate in the consultative process.

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PubMed1999

Randomized, placebo-controlled double blind study on the efficacy of influenza immunization on absenteeism of health care workers.

BACKGROUND: In healthy adults influenza immunization reduces absenteeism caused by respiratory infections, but data on its efficacy among health care workers are scarce. OBJECTIVE: To determine the effect of the conventional inactivated influenza A vaccine on reducing absenteeism related to respiratory infections among pediatric health care providers. STUDY DESIGN: A randomized, placebo-controlled, double blind study on vaccine efficacy was conducted in two pediatric hospitals during the winter season 1996 to 1997. The primary endpoint was days of work lost from the hospital because of respiratory infections. The documentation of absenteeism was based on personal sickness logs. RESULTS: Of the 547 randomized vaccinees 427 (78%) persons completed the 4-month follow-up and returned the sickness logs. Immunization failed to reduce episodes of respiratory infections (1.8 episodes/study period among vaccinees vs. 2.0 among controls). Similarly the vaccine failed to affect the total number of days the vaccinees suffered from respiratory infections (13.5 days vs. 14.6 days, respectively). However, days of work lost because of respiratory infections (1.0 days vs. 1.4 days, respectively, P = 0.02) and especially total numbers of days the study persons felt themselves unable to work when either on or off duty (2.5 days vs. 3.5 days, P 0.02) were significantly decreased. CONCLUSION: Influenza vaccination reduced absenteeism related to respiratory infections by 28%. We therefore believe that routine annual influenza immunizations should be recommended to health care providers working in pediatric settings.

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PubMed1994

Nursing absenteeism--one determining factor for the staffing plan.

The purpose of the present study was to quantify factors which contribute to the absenteeism of nursing personnel and affect staffing patterns. Absenteeism in a general hospital was studied for the period 1975-1990 in relation to the number and level of nursing personnel, the number of discharged patients in the same period, and the existing relevant policy. The variables were analyzed by the multiple regression method having an initial estimator the existing situation in 1990 and what is expected for the year 2000. The results showed that the mean value days of absenteeism for each registered and assistant nurse in 1975 was 22.4 days and in 1990, 51.9 days, sickness raised from 12.6 days in 1975 to 16.6 in 1990, maternity from 9.1 in 1975 to 25.3 in 1990, educational leave for registered nurses was 0.02 in 1975 and 3.8 in 1990 and for assistants 2.1 in 1985 and 17.3 in 1990 due to the new policy, and social fringe benefits raised from 0.71 days in 1975 to 3.65 in 1990. The expected rate of absenteeism by the year 2000 will be 67 to 83 days per person, an increase by 56% in relation to 1990 data.

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PubMed1991

Absenteeism because of illness at daycare centers and in three-family systems.

Absenteeism because of illness was recorded for 346 children and 98 staff members at eight daycare centers in Gothenburg during a nine-month period between October 1987 and June 1988. A comparison was made with a similar, nationwide study, carried out in 1977 by the Swedish Central Bureau of Statistics. This comparison demonstrated that the absence of children and employees from daycare centers for health reasons was of the same proportion in the present study as that reported a decade earlier. Absenteeism because of illness among the 346 children at the daycare centers was also compared with absenteeism among 49 children in 14 groups run according to the three-family system (three to six children/group). It was found that absenteeism was at least twice as frequent among children at daycare centers than among those in the three-family system.

Absenteeism↗

PubMed1990

[Study on the effects of influenza virus vaccines--relation between the rate of two-fractional vaccination and the overall rate of absenteeism].

In 1987 and 1988, in 9 elementary schools, the percentage of children who received two sessions of vaccination and the overall rate of absenteeism resulting from influenza were determined for each class, and their relationship was investigated. The following results were obtained. 1) The mean vaccination rate was 58.6% among 157 classes in 1987, whereas it was 29.9% among 151 classes in 1988, the rate being significantly higher in 1987. 2) The mean overall rate of absenteeism was 1.524% in 1987, which was significantly lower than the corresponding rate, 2.802%, in 1988. 3) There was a significant negative correlation between the vaccination rate and the overall rate of absenteeism in 7 of the 9 schools in 1987; the overall rate of absenteeism became significantly low with an increase in the vaccination rate. 4) No such trend, however, was noted in any of the schools in 1988. 5) The difference between the results in 1987 and those in 1988 seems to be attributable to the facts that variability of the prevailing strains of influenza was low (V0, 82%) in 1987, in addition to the high vaccination rate in that year, and that influenza virus type B having a high variability (V3, or more, 78%) prevailed in 1988, when the vaccination rate was low.

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PubMed1985

Rates of sickness absenteeism among employees of a modern hospital: the role of demographic and occupational factors.

Sickness absenteeism, of hospital employees particularly, is a problem of concern due to its negative economic and morale impacts. The aim of the first stage of the study was to identify according to some demographic (sex, age, marital status) and occupational (occupational group, duration of hospital employment) variables those groups of hospital employees who are at higher risk of sickness absenteeism. A comparison with the data of the study performed in the same hospital about 15 years ago showed a rise in the duration of absences with a simultaneous reduction in their incidence. Sickness absenteeism was higher among female, mainly unskilled, workers, presently or previously married, aged from 45 to 60, and employed in the hospital for over ten years. Continuous social and medical surveillance of these employees is suggested as a promising way of reducing sickness absenteeism.

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PubMed2001

The role of extended weekends in sickness absenteeism.

OBJECTIVES: Employees are thought to lengthen their weekends by voluntary absenteeism, but the magnitude of such potentially reversible behaviour is not known. METHODS: A follow up study based on employers' registers on the dates of work contracts and absences in 27 541 permanent full time municipal employees in five towns during 1993-7. The absence rate on each weekday separately for all sick leaves and for 1 day sick leaves was determined. RESULTS: 3.4% of the male employees and 5.0% of the female employees were on sick leave daily. The mean rate of sickness absence was lowest on Mondays, after which it increased towards Wednesday, and remained on the same level for the rest of the week. This pattern applied to both sexes, to each year of the follow up, and across towns, age groups, and income groups. For 1 day sick leaves, representing 4.5% of the total sickness absenteeism, the rates of sick leave for Mondays and Fridays were 1.4 and 1.9 times greater than those for other weekdays. However, these excess rates account for less than 1% of all days lost due to sickness absenteeism. Extended weekend absences were more common in men, in young employees, and in those in a low socioeconomic position, and they varied between towns. CONCLUSION: Extended weekends seem to contribute only marginally to the days lost due to sickness absenteeism.

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PubMed2003

The impact of roster changes on absenteeism and incident frequency in an Australian coal mine.

BACKGROUND: The occupational health and safety implications associated with compressed and extended work periods have not been fully explored in the mining sector. AIMS: To examine the impact on employee health and safety of changes to the roster system in an Australian coal mine. METHODS: Absenteeism and incident frequency rate data were collected over a 33 month period that covered three different roster schedules. Period 1 covered the original 8-hour/7-day roster. Period 2 covered a 12-month period under a 12-hour/7-day schedule, and period 3 covered a 12-month period during which a roster that scheduled shifts only on weekdays, with uncapped overtime on weekends and days off (12-hour/5-day) was in place. Data were collected and analysed from the maintenance, mining, and coal preparation plant (CPP) sectors. RESULTS: The only significant change in absenteeism rates was an increase in the maintenance sector in the third data collection period. Absenteeism rates in the mining and CPP sectors were not different between data collection periods. The increase in the maintenance sector may be owing to: (1) a greater requirement for maintenance employees to perform overtime as a result of the roster change compared to other employee groups; or (2) greater monotony associated with extended work periods for maintenance employees compared to others. After the first roster change, accident incident frequency decreased in the CPP sector but not in the other sectors. There was no effect on incident frequency after the second roster change in any sector. CONCLUSIONS: The current study did not find significant negative effects of a 12-hour pattern, when compared to an 8-hour system. However, when unregulated and excessive overtime was introduced as part of the 12-hour/5-day roster, absenteeism rates were increased in the maintenance sector. The combination of excessive work hours and lack of consultation with employees regarding the second change may have contributed to the overall negative effects.

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PubMedDate not supplied

Prevalence of asthma in a Portuguese countryside town: repercussions on absenteeism and self-concept.

BACKGROUND: Childhood asthma represents an increasing health problem and is the leading cause of hospital admission and absenteeism in children with chronic disease. It also compromises quality of life, eventually contributing to disturbances in self-concept. Self-concept is a recent and global perspective of "the self" and relates to skills, self-image and self-esteem. Little information is available on this topic and there are no data from Portuguese countryside towns. OBJECTIVE: The aim of this study was to determine the prevalence of asthma among all school children in the 5th and 6th grades in a Portuguese countryside town and to establish its possible correlation with absenteeism and self-concept. METHODS: In April 2002, two questionnaires were administered in the presence of the researcher to a group of 950 children attending different schools. The children completed the internationally renowned questionnaires: ISAAC and the Self-Concept Scale by Susan Harter. RESULTS: Our sample (n = 818) had a mean age of 11 years (10-15 years) and a male-to-female ratio of 1/1. The cumulative prevalence of asthma was 11.9 % and that of active asthma was 8.8 %; 63.9 % of asthmatics were male and 36.1 % were female. The mean age of asthmatics was 11.34 years and 74 % had active symptoms. Comparison of this group of 97 asthmatic children with the remaining children revealed a statistically significant correlation between the presence of asthma and school absenteeism (global: p = 0.04; gymnastics: 0.05). Regarding the Self-Concept Scale a statistically significant association was found between the presence of asthma and school achievement (p = 0.027), physical appearance (p = 0.015), behavior (p < 0.000) and self-esteem (p < 0.000). No statistically significant correlations were found in social acceptance (p = 0.289) or athletic competence (p = 0.085). Asthmatic boys had higher self-concept scores than girls, except in the domain of behavior. CONCLUSIONS: Twelve percent of the population studied was asthmatic. In asthmatic children, absenteeism was higher and self-concept was lower for almost all domains, except social acceptance and athletic achievement, probably due to overprotection.

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PubMed1987

Consequences of worksite hypertension screening. Changes in absenteeism.

To confirm reports of increased absenteeism after worksite hypertension screening, we performed a three-stage blood pressure screening among 5888 self-selected heterogeneous workers at 11 electronics plants using standardized screening and labeling procedures. A total of 296 subjects with mean systolic blood pressure of 140 mm Hg or greater or diastolic blood pressure of 90 mm Hg or greater on all three occasions were considered to have sustained hypertension. From the untreated normotensive subjects matched for eight sociodemographic and occupational variables, we prospectively selected one to three controls for each sustained hypertensive subject. Uncorrected absenteeism rates for sustained hypertensive subjects increased 22% from baseline in the postscreening year. Correction by logarithmic transformation for skewed distributions and by rates for matched controls for temporal trends reduced these changes to statistical insignificance with high statistical power. Several subgroups exhibited trends to increased absenteeism. At 12-month follow-up, the blood pressure of the sustained hypertensive subjects showed mean decreases of 12.6/6.7 mm Hg (p less than 0.0001) after the majority had received pharmacological antihypertensive treatment. These results suggest that worksite hypertension screening and labeling produce insignificant absenteeism change overall among self-selected heterogeneous work force populations.

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PubMed2004

[Work absenteeism in Chile according to the type of work place].

BACKGROUND: The issue of medically justified work absenteeism has a great relevance in Chile at the present moment. AIM: To analyze sick leaves among people working in hospitals, mines, automotive industry and universities. MATERIAL AND METHODS: Analysis of 14 thesis and research papers about absenteeism in Chile. The incapacity rate (number of days with sick leave per worker per year, the frequency rate (number of sick leaves per year per worker) and the severity rate (mean duration of sick leaves) were calculated. The diseases causing the highest rates of absenteeism were also recorded. RESULTS: The mean age of the studied populations was 36 years old and the most common diseases causing absenteeism were respiratory, rheumatologic and trauma. Hospital workers had the highest incapacity rate with 14.3 days of sick leave per worker per year, followed by mining industry with 12 days, automotive industry with 7.1 days and universities with 6 days. CONCLUSIONS: In Chile, respiratory diseases are the main cause of sick leaves and hospital workers have the highest incapacity rate.

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PubMedDate not supplied

Comparison of maternal absenteeism and infant illness rates among breast-feeding and formula-feeding women in two corporations.

PURPOSE: A comparison was made between breast-feeding and formula-feeding among employed mothers. Absenteeism directly related to child care was examined. DESIGN: This quasi-experimental study followed convenience samples of breast-feeding and formula-feeding mothers until their infants were weaned or reached 1 year of age. SETTING: Two corporations with established lactation programs were used. One had approximately 100 births annually among 2400 female employees, and the other had approximately 30 births annually among 1200 female employees. SUBJECTS: A sample of 101 participants, 59 feeding breast milk and 42 using commercial formula, was composed of employees returning from maternity leave for a medically uncomplicated birth. INTERVENTION: The programs provided counseling by a lactation professional for all participants and facilities to collect and store breast milk. MEASURES: Confidential participant diaries provided descriptive data on infant illnesses and related absenteeism that the lactation consultant verified with health care providers and through employer attendance records. ANALYSIS: Attribute counts of illnesses and absenteeism were reported as percentages. Single degree of freedom chi square tests were used to compare rates between nutrition groups. RESULTS: Approximately 28% of the infants in the study had no illnesses; 86% of these were breast-fed and 14% were formula-fed. When illnesses occurred, 25% of all 1-day maternal absences were among breast-fed babies and 75% were among the formula-fed group. CONCLUSIONS: In this study fewer and less severe infant illnesses and less maternal absenteeism was found in the breast-feeding group. This was not an experimental study. Participants were self-selected, and a comparison group was used rather than a true control group. Corroboration of these findings from larger experimental studies is needed to generalize beyond these groups.

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PubMed1989

How to reduce absenteeism: a comparative analysis.

One way for hospitals to control costs and increase productivity is to reduce absenteeism. This study evaluates the comparative effectiveness of seven prevalent absentee-control programs. Three are reward programs (bonus, buy back, and personal recognition); three are disciplinary programs (disciplinary action, no-fault, and year-end review); and one combines reward and discipline (paid leave bank). Data from 464 hospitals located in 42 states are analyzed. Statistical significance was obtained by using an ANOVA (p less than .05). The results suggest that a paid leave bank offers the most promise for controlling absenteeism. The data show no significant difference in levels of absenteeism among hospitals that use a mix of reward and disciplinary programs from those that use only reward or only disciplinary interventions. Implications of the findings are subsequently addressed.

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PubMed2000

Absenteeism and the impact of a 38-hour week, rostered day off option.

We undertook a comparative analysis of nurses working in two consecutive years: one in a 40-hour standard working week and the other in a 38-hour week with a rostered day off per month, in order to determine whether there was any effect on absenteeism. We found that total absenteeism between the two years fell significantly from 4.58% to 4.36% (chi 2 = 5.09, P = 0.024). Sick leave decreased but not to a significant degree. We conclude that the change to the 38-hour week and 19-day month (rostered day off) arrangements led to a significant reduction in overall absenteeism but not in sick leave. However, the cost in implementing a 19-day month is far in excess of any savings made through absenteeism reductions.

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