A comparison of job stress models

• Verfasst von: Schmidt, Burkhard [VerfasserIn]
• Verfasst von: Herr, Raphael [VerfasserIn]
• Titel: A comparison of job stress models
• Titelzusatz: associations with employee well-Being, absenteeism, presenteeism, and resulting costs
• Verf.angabe: Burkhard Schmidt, Michael Schneider, Philipp Seeger, Annelies van Vianen, Adrian Loerbroks, Raphael M. Herr
• E-Jahr: 2019
• Jahr: July 2019
• Umfang: 10 S.
• Fussnoten: Gesehen am 13.01.2020
• Titel Quelle: Enthalten in: Journal of occupational and environmental medicine
• Ort Quelle: Baltimore, Md. : Lippincott Williams & Wilkins, 1995
• Jahr Quelle: 2019
• Band/Heft Quelle: 61(2019), 7, Seite 535-544
• ISSN Quelle: 1536-5948
• DOI: doi:10.1097/JOM.0000000000001582
• Datenträger: Online-Ressource
• Sprache: eng
• K10plus-PPN: 1687201846

Abstract

Objective: This study investigates the associations between Effort-Reward-Imbalance (ERI), Overcommitment (OC), Job-Demand-Control (JDC), and Organizational Injustice (OIJ) with employee well-being, absenteeism, and presenteeism, as well as the costs incurred. - Methods: Cross-sectional data from 1440 German pharmaceutical company employees assessing job stress, employee well-being, absenteeism, and presenteeism were used. Linear regression and interval regression analyses assessed separate and independent associations and sample-specific costs were estimated. - Results: All four stressors were related to employee well-being, presenteeism, and absenteeism when analyzed separately. OIJ showed the strongest independent association with absenteeism (coef. = 0.89; P < 0.01), whereas OC was most strongly independently associated with lower well-being (coef. = −0.44; P < 0.01) and higher presenteeism (coef. = 0.28; P < 0.01). Absenteeism costs per employee/year were higher than presenteeism costs. - Conclusions: Occupational health interventions reducing job stress will have strong potential for productivity raise and lower costs.