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Predicting absenteeism: screening for work ability or burnout?

Predicting absenteeism: screening for work ability or burnout?. Sustainable employability conference Nijmegen 12 November 2013 Roel Schouteten Radboud University Institute for Management Research. Contents. Introduction Methods Results Discussion and conclusion. Introduction .

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Predicting absenteeism: screening for work ability or burnout?

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  1. Predicting absenteeism: screening for work ability or burnout? • Sustainable employability conference Nijmegen • 12 November 2013 • RoelSchouteten • Radboud University • Institute for Management Research

  2. Contents • Introduction • Methods • Results • Discussion and conclusion

  3. Introduction • Ageing workforce and health problems • Antecedents: personal (work ability) and work related factors (burnout) • White collar: university personnel • Self-report and objective data

  4. Methods • Three departments of a Dutch university (N=575, n=242) • Survey data: WAI, UBOS, QEEW • Absenteeism data from OHS database (binary coded) • Control variables: age, number of working hours, academic vs. non-academic • Logistic regression

  5. Results 1: exceptional absenteeism Significant factors: • Staff type • WAI dimension mental resources and vitality • Burnout dimension emotional exhaustion (almost significant)

  6. Results 2: exceptional frequency Significant factors: • Staff type • WAI dimension absenteeism in previous year • WAI dimension mental resources/vitality • WAI dimension work ability in relation to job demands (almost sig.) • Burnout dimension emotional exhaustion • Burnout dimension depersonalization • Burnout dimension feelings of personal accomplishment (almost sig.)

  7. Results 3: exceptional duration Significant factors: • Staff type • WAI dimension own prognosis work ability in two years • WAI dimension mental resources/vitality (almost sig.) • Burnout dimension emotional exhaustion (almost sig.)

  8. Conclusion and discussion • Best predictors of exceptional absenteeism: combination of work ability and burnout • Most consistent predictors: emotional exhaustion (burnout) and mental resources/vitality (WAI) • Not significant: work characteristics • Theoretical: • Existing studies distinguish between antecedents for frequency and duration; not found in this study • Absenteeism in this study not predicted by current or future perceived work ability, current diseases and work impairment due to diseases • Different results for white collar • Practical: • Screening: combining work ability and burnout • Prevention: aimed at individual (work ability) and work (emotional exhaustion)

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