1. Absenteeism
Selena Gutierrez
Marquest Anderson
Matthew Salas

2. Who has called in sick for any reason other than being sick?
Survey
Who has called in sick for any reason other than being sick?

3. Absenteeism umbrella: Partial days, long break/lunches, presenteeism
The Impact of Absenteeism and Business
Absenteeism umbrella: Partial days, long break/lunches, presenteeism
Cost: $3,600/yr Per Hourly Worker
Cost: $2,650/yr Per Salary Worker

4. 2014 Healthcare Workers 432 Participants
5 Item Scale
3 Questions about Individual Satisfaction
2 Questions about Work-Unit Satisfaction
Absence Frequency
6 Months Before Survey
6 Months After Survey

5. Individual absence frequency
Internally focused job satisfaction

6. Takeaway
Tackle absenteeism swiftly and simultaneously individually and within the work unit
With the individual
More responsibility
More accountability
With the work unit
More group assignments
Supervisory support
Work unit incentives

7. Job Demands Presenteeism Absenteeism
Explain the process from Job Demands through Absenteeism

8. Explain the 3 job demands and give examples that end up leading to presenteeism

9. Organizational Justice
Distributive Justice
Resources presented to the team
Procedural Justice
Decisions and Policies
Organizational justice: employee perceptions of fairness in the workplace. four categories: distributive, procedural, informational, and interactional. Give examples

10. Distributive Justice relationship with Presenteeism and Absenteeism
Explain the graph. Why is the red still going up? You get help but still have to do the work

11. Ideas of negative impacts on Absenteeism
Do not take work home.
Be prepared for people calling out.
Verbally and procedurally support taking time off when sick.

12. Takeaway
Find ways to support an employee immediately after giving them more work.
Provide employee with training in order to perform more efficiently.
Feedback system to to ultimately reduce presenteeism.

13. Absenteeism Cause by Bullying

14. Types of Bullying Direct bullying Intimidation Criticisms Humiliation
Indirect bullying
Ignoring
Gossiping
Undermining behaviors

15. Effects on employees caused by bullying
Well-being
Mental
Physical
Career outcomes
Promotions
Lower productivity
Replacement
Will to work
Affects the ability to attend work by promoting poor physical and mental health and motivation to attend work by undermining processes such as work engagement.

16. Demographics

17. Number of self‐reported absenteeism days
The regression model indicated that, relative to the no bullying class, the task‐related (c path: B = 0.51, p < .001) and frequent bullying classes (c path: B = 0.35, p = .001) had significantly higher absenteeism. The half‐longitudinal mediation model indicated that these associations were mediated by poorer mental health. That is, the direct relationship between task‐related bullying and absenteeism noted above attenuated in the presence of the potential mediators and became nonsignificant (c′ path: B = 0.12, p = .169). The indirect relationship linking task‐related bullying with absenteeism via poorer mental health was significant (indirect path: B = 0.13, p < .001). Similarly, the direct relationship between frequent bullying and absenteeism weakened in the presence of the potential mediators (c′ path: B = 0.13, p = .224); the indirect path linking frequent bullying with absenteeism via poorer mental health was significant (indirect path: B .14, p < .001). Significant indirect effects were also observed for the limited indirect and occasional bullying classes. The limited indirect bullying class was indirectly associated with higher absenteeism via lower work engagement (B = 0.03, p = .041). The occasional workplace bullying class was indirectly associated with higher absenteeism via lower work engagement (indirect path: B = 0.06, p = .024) and poorer mental health (indirect path: B = 0.14, p = .001). None of the indirect paths involving physical health were statistically significant.

18. Take Away
Classes “No Bullying” and task “Related Bullying” increase absenteeism after mediation follow up.(c path b=.51,p<.001)
Occasional Bullying class absenteeism stems from lack of work engagement(indirect path b=.06,p=.024)
Frequent Bullying and Limited Indirect Bullying classes both have significant absenteeism that stems from mental health (indirect path b=.14, p<.001)

19. Practical Implications
First less severe negative acts
Occasional Bullying classes
Structured exercises in conflict, listening,techniques, and brainstorming
Crew has been known to increase work engagement through communication
Address task related early
Can result in severe personal or workplace bullying
Coach those that are bullying in communication
Create clear workplace definition of Bullying
Create a code of conduct
Post on the board