scholarly journals Do Temporary Workers More Often Decide to Work While Sick? Evidence for the Link between Employment Contract and Presenteeism in Europe

2019 ◽  
Vol 16 (10) ◽  
pp. 1868 ◽  
Author(s):  
Marvin Reuter ◽  
Morten Wahrendorf ◽  
Cristina Di Tecco ◽  
Tahira M. Probst ◽  
Sascha Ruhle ◽  
...  
Keyword(s):  
Social Protection ◽  
Job Insecurity ◽  
Poisson Model ◽  
Temporary Workers ◽  
Cross Sectional ◽  
Employment Contract ◽  
European Working ◽  
European Working Conditions Survey ◽  
Health Related ◽  
Permanent Workers

European employees are increasingly likely to work in cases of illness (sickness presenteeism, SP). Past studies found inconsistent evidence for the assumption that temporary workers decide to avoid taking sick leave due to job insecurity. A new measure to identify decision-based determinants of SP is presenteeism propensity (PP), which is the number of days worked while ill in relation to the sum of days worked while ill and days taken sickness absence. We investigated the link between employment contract and PP using cross-sectional data from 20,240 employees participating in the 2015 European Working Conditions Survey. Workers were grouped by type and duration of employment contract. The link between contract and PP was estimated using a multilevel Poisson model adjusted for socio-demographical, occupational and health-related covariates. We found that European employees worked 39% of the days they were ill. In contrast to previous studies, temporary workers were significantly more likely to decide for presenteeism than permanent workers were, especially when the contract was limited to less than 1 year. Controlling for perceived job insecurity did just marginally attenuate this association. Presenteeism was also more common among young and middle-aged workers; however, we did not find a significant interaction between contract and age affecting presenteeism. In conclusion, the employment contract is an important determinant of presenteeism. Our results give reason to believe that temporary workers show increased attendance behavior independent of job insecurity, because they are less likely to have access to social protection in case of illness.

scholarly journals Psychological contract profiles among permanent and temporary agency workers

2016 ◽  
Vol 31 (1) ◽  
pp. 79-94 ◽  
Author(s):  
Maria J Chambel ◽  
Laura Lorente ◽  
Vânia Carvalho ◽  
Isabel Maria Martinez
Keyword(s):  
Work Engagement ◽  
Psychological Contract ◽  
Self Report ◽  
Temporary Workers ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Cross Sectional Design ◽  
Permanent Workers ◽  
Temporary Agency Workers

Purpose – Based on the psychological contract (PC) theory, the purpose of this paper is to identify PC profiles, differentiating between permanent and temporary agency workers (TAW). Moreover, the authors analyzed whether different profiles presented different levels of work engagement. Design/methodology/approach – A cross-sectional survey data analysis of 2,867 workers, of whom 1,046 were TAW, was analyzed using latent profile analyses. Findings – Four PC profiles were identified, which differed quantitatively in terms of the overall dimension levels (i.e. balanced, relational and transactional) for PC (i.e. content and fulfillment). ANCOVAs showed that the relational/balanced dominant and transactional dominant profiles presented similar engagement levels for TAW, but for permanent workers the former profile showed higher engagement than the latter. However, for both permanent and TAW the fulfillment profile showed higher engagement than the unfulfillment profile. Research limitations/implications – The cross-sectional design and the reliance on self-report measures are the limitations of this study, although no causality was claimed and method biases were controlled. Practical implications – Actions that increase PC fulfillment positively affect the employment relationship of TAW with the client organization. Originality/value – Few studies have addressed PC typologies. Furthermore, most studies have focussed on temporary workers, but not on TAW and their contract with the client organization. Finally, this study emphasizes the crucial role played by the PC in the levels of work engagement.

scholarly journals Perceived Job Insecurity: Investigating The Effect Of Demographic Characteristics

2017 ◽  
Vol 9 (01) ◽  
Author(s):  
Adewale Adewale ◽  
A. Adekiya
Keyword(s):  
Marital Status ◽  
Job Insecurity ◽  
Occupational Status ◽  
Educational Status ◽  
Demographic Variables ◽  
Middle Level ◽  
Cross Sectional ◽  
Health Related ◽  
The Relationship ◽  
Perceived Job Insecurity

Numerous literatures have shown that individuals who exhibit higher feelings of job insecurity are more likely to experience various health related challenges which might be detrimental to the organization and the society in general. By following the transaction stress model Lazarus and Folkman (1984) which highlights inter individual differences in understanding job insecurity perception, the effect of demographic variables in this regard is investigated. We use the cross sectional research design to elicit responses, through close ended questionnaire from one hundred and fifty three (153) randomly selected employees in the Nigerian Banking Industry. We use the independent t-test of difference and analysis of variance (ANOVA) statistics to examine the relationship between each of the five demographic variables considered and the tendency for perception of job insecurity. Gender, marital status, age and educational qualification do not exercise any significant effect on perceived job insecurity while the occupational status of respondents exercises an influence in this relationship. Specifically, we found that those employees in managerial job position have higher tendency to exhibit job insecurity perception than other employees in junior, senior and middle level respectively. Perceived job insecurity may be controlled by engaging personality, institutional and organizational based interventions regardless of employee's gender, age group, marital status and educational status. More focus should be given to employees in managerial and junior occupational cadre while making use of these interventions as these particular groups of employees are more likely experience higher level of this workplace syndrome.

scholarly journals Sociodemographic determinants of intraurban variations in COVID-19 incidence: the case of Barcelona

2021 ◽  
pp. jech-2020-216325
Author(s):  
Antonio López-Gay ◽  
Jeroen Spijker ◽  
Helen V S Cole ◽  
Antonio G Marques ◽  
Margarita Triguero-Mas ◽  
...  
Keyword(s):  
Social Inequalities ◽  
Poisson Model ◽  
Sociodemographic Factors ◽  
Cross Sectional ◽  
Post Secondary ◽  
Fine Grained ◽  
Relevant Variables ◽  
Health Related ◽  
Sociodemographic Determinants ◽  
Geographical Units

BackgroundIntraurban sociodemographic risk factors for COVID-19 have yet to be fully understood. We investigated the relationship between COVID-19 incidence and sociodemographic factors in Barcelona at a fine-grained geography.MethodsThis cross-sectional ecological study is based on 10 550 confirmed cases of COVID-19 registered during the first wave in the municipality of Barcelona (population 1.64 million). We considered 16 variables on the demographic structure, urban density, household conditions, socioeconomic status, mobility and health characteristics for 76 geographical units of analysis (neighbourhoods), using a lasso analysis to identify the most relevant variables. We then fitted a multivariate Quasi-Poisson model that explained the COVID-19 incidence by neighbourhood in relation to these variables.ResultsNeighbourhoods with: (1) greater population density, (2) an aged population structure, (3) a high presence of nursing homes, (4) high proportions of individuals who left their residential area during lockdown and/or (5) working in health-related occupations were more likely to register a higher number of cases of COVID-19. Conversely, COVID-19 incidence was negatively associated with (6) percentage of residents with post-secondary education and (7) population born in countries with a high Human Development Index.ConclusionLike other historical pandemics, the incidence of COVID-19 is associated with neighbourhood sociodemographic factors with a greater burden faced by already deprived areas. Because urban social and health injustices already existed in those geographical units with higher COVID-19 incidence in Barcelona, the current pandemic is likely to reinforce both health and social inequalities, and urban environmental injustice all together.

scholarly journals Work stress on rise? Comparative analysis of trends in work stressors using the European working conditions survey

2020 ◽  
Author(s):  
M. Rigó ◽  
N. Dragano ◽  
M. Wahrendorf ◽  
J. Siegrist ◽  
T. Lunau
Keyword(s):  
Work Stress ◽  
Working Conditions ◽  
Job Strain ◽  
Work Stressors ◽  
Cross Sectional ◽  
European Working ◽  
Effort Reward Imbalance ◽  
European Working Conditions Survey ◽  
Reward Imbalance ◽  
Stress At Work

Abstract Objective The rapid transformation of labor markets has been accompanied by the belief of rising stress at work. However, empirical evidence on such trends based on reliable survey data is scarce. This study analyzes long-term trends in well-established measures of work stressors across Europe, as well as potential occupational differences. Methods We use repeated cross-sectional data of 15 European countries from waves 1995, 2000, 2005, 2010, and 2015 of the European Working Conditions Surveys. We apply three-way multilevel regressions (with employees nested in country-years, which are in turn nested in countries) to analyze trends in work stressors measured according to the demand-control and effort-reward imbalance models. Trends by occupational groups are also assessed. Results Our findings suggest that work stress generally increased from 1995 to 2015, and that the increase was mostly driven by psychological demands. People working in lower-skilled occupations had generally higher levels of job strain and effort-reward imbalance, as well as they tend to have a steeper increase in job strain than people working in higher-skilled occupations. Most of the change occurred from 1995 to 2005. Conclusion Our results indicate that work stress has been on rise since 1995, specifically for people working in disadvantageous occupations. This directs the attention to the vulnerable position of the least skilled and also to the use of preventive measures to counteract some of the disadvantages experienced by this occupational group.

scholarly journals The influence of employment modes on employee turnover and agri-business performance: a case for Hunyani farm in the Zvimba district, Zimbabwe

2019 ◽  
Vol 13 (3-4) ◽  
pp. 17-27
Author(s):  
Kudakwashe Svotwa ◽  
Ezekia Svotwa ◽  
Thandiwe Rugube
Keyword(s):  
Business Performance ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Temporary Employment ◽  
Jel Classification ◽  
Secondary Source ◽  
Temporary Workers ◽  
Farm Business ◽  
Permanent Workers ◽  
Employment Mode

The labour intensive nature of Zimbabwean agriculture demands that farmers meet excessive labour requirements, at the same time keeping labour costs as low as possible to guarantee profits and achieve maximum business performance. This study, carried through a questionnaire survey, at the Hunyani Matura Farm, in the Zvimba district of Zimbabwe between from October 2017 to March 2018, investigated the effect of employment mode on turnover and agri-business performance. Data collected from the participants, was compared with the information from secondary source documents. From the results temporary workers performed better than permanent workers and they cited problems of low wages, poor working conditions, high work targets, inequality in work allocation, job insecurity and constant shuffling. Temporary workers had higher turnover and turnover intentions than permanent workers. Temporary employment mode had a positiveeffect on agri-business performance. This study recommends the use of permanent employment mode on key positions like forepersons, stores persons and supervisors, and temporary employment mode on general farm tasks, while seasonal contracts were seen good for skill demanding operations such as tobacco seedbed establishment, tobacco reaping and curing and grading. A ccareful selection of employment modes reduces inequalities and unhealthy attitudes at work and improves on farm business performance. JEL Classification: Q12

The association between subjective job insecurity and job performance across different employment groups

2019 ◽  
Vol 25 (3) ◽  
pp. 229-246 ◽  
Author(s):  
Tinka van Vuuren ◽  
Jeroen P. de Jong ◽  
Peter G.W. Smulders
Keyword(s):  
Job Performance ◽  
Work Performance ◽  
Job Insecurity ◽  
National Level ◽  
Cross Sectional ◽  
Data Set ◽  
Content Type ◽  
Cross Sectional Design ◽  
Permanent Workers ◽  
The Relationship

Purpose The purpose of this paper is to test the relationship between subjective job insecurity and self-rated job performance, and to assess how this association is different across different employment groups. Design/methodology/approach The authors used a data set owned by TNO and Statistics Netherlands of more than 89,000 Dutch workers and self-employed that is a representative sample of the Dutch workforce. The authors included data from 2014 and 2016 assessing subjective job insecurity in terms of “a concern about the future of one’s job/business” and self-rated job performance. Findings The effect size of the association between subjective job insecurity and self-rated job performance is small. For temporary agency workers and on-call workers, the association between subjective job insecurity and job performance is weaker compared to permanent workers and fixed-term workers. However for self-employed workers with and without employees, however, the relation between subjective job insecurity and job performance is stronger compared to permanent workers. Research limitations/implications The biggest limitation is the cross-sectional design of the study, which limits conclusions about causality. Practical implications The finding that subjective job insecurity goes together with less work performance shows that job insecurity has no upside for the productivity of companies. Originality/value The study provides a deeper understanding of the relationship between subjective job insecurity and self-rated job performance on a national level.

scholarly journals Influence of combined exposure to perceived risk at work and unstable employment on self-rated health: a comparison of two cross-sectional surveys in Europe and Korea

BMJ Open ◽  
2020 ◽  
Vol 10 (1) ◽  
pp. e032380
Author(s):  
Seong-Sik Cho ◽  
Domyung Paek ◽  
Mo-Yeol Kang
Keyword(s):  
Working Conditions ◽  
Perceived Risk ◽  
Cross Sectional Study ◽  
The European Union ◽  
Additive Interaction ◽  
Cross Sectional ◽  
Self Rated Health ◽  
The Third ◽  
European Working ◽  
European Working Conditions Survey

ObjectivesThe purpose of this study was to investigate the combined effect of exposure to perceived risk at work and unstable employment on self-rated health in both Korea and the European Union.DesignCross-sectional study.SettingWe conducted the analyses using employees data from the third Korean Working Conditions Survey (KWCS) conducted in 2011 and the fifth European Working Conditions Survey (EWCS) conducted in 2010.ParticipantsEmployees of the third KWCS and the fifth EWCS from 35 European countries were the participants of the study.Primary outcome measuresEmployment status was divided into two categories: stable and unstable employment. Perceived risk regarding safety and health at work were assessed. Primary health outcomes were poor or moderate self-rated health. Exposures and health status were assessed via a questionnaire.ResultsAmong Korean employees, the OR of poor self-rated health was 2.00 (95% CI: 1.80 to 2.22) for those with perceived risk at work, 1.18 (95% CI: 1.09 to 1.28) for those with unstable employment and 3.22 (95% CI: 2.72 to 3.81) for those with both perceived risk at work and unstable employment. Relative excess risk due to interaction (RERI) was 1.03 (95% CI: 0.48 to 1.58). Among European employees, the OR for poor self-rated health was 3.20 (95% CI: 2.93 to 3.49) for those with perceived risk at work, 1.04 (95% CI: 0.97 to 1.13) for those with unstable employment and 3.41 (95% CI: 2.93 to 3.98) for those with both perceived risk at work and unstable employment. The RERI was 0.18 (95% CI: −0.36 to 0.71).ConclusionsAmong Korean employees, a supra-additive interaction between perceived risk at work and unstable employment on poor self-rated health was observed. Conversely, a supra-additive interaction was not observed among European employees.

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