Cultural Determinants of Absenteeism and Presenteeism in a Multinational Environment

• Autorzy: Małgorzata Striker

Warianty tytułu

Kulturowe uwarunkowania absencji i prezenteizmu w środowisku wielonarodowym

• Języki publikacji: EN

Abstrakty

Celem niniejszego artykułu jest przedstawienie czynników kulturowych, które różnicują poziom absencji i prezenteizmu w środowisku wielonarodowym. W artykule starano się znaleźć odpowiedź na dwa pytania: jak kultura wpływa na poziom absencji i prezenteizmu w pracy oraz jak zarządzać absencją w środowisku wielokulturowym. Szukając odpowiedzi na te pytania, dokonano przeglądu literatury na temat absencji w środowisku wielokulturowym i w przedsiębiorstwach międzynarodowych oraz czynników tworzących kulturę nieobecności. Wyniki badań pokazały, że w zależności od kraju, naukowcy zwracają uwagę na inne problemy związane z absencją w pracy, również często nie udaje się potwierdzić wyników uzyskanych w badaniach prowadzonych w innych krajach. Na zróżnicowanie poziomu absencji wpływ mają nawyki pracownicze ukształtowane wartościami kulturowymi charakterystycznymi dla danego kraju. Stąd też można powiedzieć, że absencja jest zjawiskiem społecznym zdeterminowanym kulturowo. W międzynarodowym środowisku pracy badanie czynników kulturowych absencji i prezenteizmu ma więc duże znaczenie. Wyniki takich badań powinny stanowić przesłanki podejmowanych przez pracodawców działań związanych z optymalizacją rozmiarów absencji i prezenteizmu, uwzględniających zróżnicowanie kulturowe pracowników. (abstrakt oryginalny)

EN

The aim of this article is to present the primary cultural factors that differentiate the level of absenteeism and presenteeism in a multicultural society. The indicated factors are related to both the inner motivation of the employee and the work environment itself. The article also attempts to answer two questions that are important from the perspective of managing human resources: How does culture influence the level of absenteeism and presenteeism at work and how can absenteeism in a multicultural environment be managed? In order to achieve this aim, a review of literature covering absenteeism in a multicultural society was performed. The results of research related to the factors creating a culture of absenteeism were analyzed and an attempt has been made to determine how differences in aspects of national cultures influence it. (original abstract)

Słowa kluczowe

PL

Absencja w pracy; Zarządzanie międzynarodowe; Uwarunkowania społeczno-kulturowe; Zróżnicowanie kulturowe

EN

Absence from work; International management; Social and cultural condition; Cultural diversity

• Czasopismo: Zarządzanie Zasobami Ludzkimi
• Rocznik: 2014
• Numer: nr 6
• Strony: 103-115

Twórcy

autor

Małgorzata Striker

• University of Lodz, Poland

Bibliografia

• Balchin J. and Wooden M. (1995), "Absence Penalties and Work Attendance," The Australian Economic Review, No. 4.
• Baltzer M., Westerlund H., Backhans M., and Melinder K. (2011), "Involvement and Structure: A Qualitative Study of Organizational Change and Sickness Absence Among Women in the Public Sector in Sweden," BMC Public Health, No. 11.
• Beblo M. and Ortlieb R. (2012), "Absent from Work? The Impact of Household and Work Conditions in Germany," Feminist Economics, No. 18(1).
• Beesley C., "7 Tips for Controlling and Preventing Employee Absenteeism," http://www.sba.gov/community/blogs/community-blogs/small-business-matters/7-tips-controlling-and-preventing-employee-ab.
• Böckerman P. and Ilmakunnas P. (2008), "Interaction of Working Conditions, Job Satisfaction, and Sickness Absences: Evidence from a Representative Sample of Employees," Social Science, Medicine, No. 67.
• Böckerman P., Bryson A., and Ilmakunnas P. (2012), "Does High Involvement Management Improve Worker Wellbeing?" Journal of Economic Behavior Organization, No. 84.
• Brooke P. P. (1986), "Beyond the Steers and Rhodes Model of Employee Attendance," Academy of Management Review, No. 11(2).
• Cohen A. and Kirchmeyer C. (2005), "A Cross-Cultural Study of the Work/Nonwork Interface among Israeli Nurses," Applied Psychology: An International Review, No. 54(4).
• Davey M.M., Cummings G., Newburn-Cook C. V., and Lo E. A. (2009), "Predictors of Nurse Absenteeism in Hospitals: A Systematic Review," Journal of Nursing Management, No. 17.
• Eurofound (European Foundation for the Improvement of Living and Working Conditions) (2010), "Absence from work," http://www.eurofound.europa.eu/ewco/studies/tn0911039s/tn0911039s.htm.
• Gajdzik B. (2014), "Zarządzanie absencjami w przedsiębiorstwie produkcyjnym" [Employee absence management in a manufacturing company], Zarządzanie Zasobami Ludzkimi [Human Resource Management], No. 1.
• Gellatly I. R. (1995), "Individual and group determinants of employee absenteeism: test of a causal model," Journal of Organizational Behavior, No. 16.
• Harvey J., Nicholson N. (1993), "Incentives and Penalties as Means of Influencing Attendance: A Study in the UK Public Sector," The International Journal of Human Resource Management, No. 4.
• Hassink W. H. J. and Koning P. (2009), "Do Financial Bonuses Reduce Employee Absenteeism? Evidence from a Lottery," Industrial and Labor Relations Review, No. 62(3).
• Head J., Kivimäki M., Siegrist J., Ferrie J. E., Vahtera J., Shipley M. J., and Marmot M. G. (2007), "Effort-Reward Imbalance and Relational Injustice at Work Predict Sickness Absence: The Whitehall II Study," Journal of Psychosomatic Research, No. 63.
• Hemp P. (2004), "Presenteeism: At Work But Out of It," Harvard Business Review, 82(10).
• Hoxsey D. (2010), "Are Happy Employees Healthy Employees? Researching the Effects of Employee Engagement on Absenteeism," Canadian Public Administration, No. 53(4).
• Irvine A. (2011), "Fit for Work? The Influence of Sick Pay and Job Flexibility on Sickness Absence and Implications for Presenteeism," Social Policy, Administration, No. 45(7).
• Ishizaki M., Kawakami N., Honda R., Nakagawa H., Morikawa Y., and Yamada Y. (2006), "Psychosocial Work Characteristics and Sickness Absence in Japanese Employees," International Archives of Occupational and Environmental Health, No. 79.
• Ivancevich J. M. (1985), "Predicting Absenteeism from Prior Absence and Work Attitudes," Academy of Management Journal, No. 28(1).
• Johns G. and Nicholson N. (1982), "The Meanings of Absence: New Strategies for Theory and Research," in B. M. Staw (Editor), Research in Organizational Behavior, No. 4.
• Kaiser C. P. (1998), "Employee Absence Behavior? An Interdisciplinary Interpretation," Journal of Socio-Economics, No. 27(1).
• Lanfranchi J. and Treble J. (2010), "Just-in-Time Production, Work Organization and Absence Control," The Manchester School, No. 78(5).
• Markham S. E. and Mckee G. H. (1995), "Group Absence Behavior and Standards: A Multilevel Analysis," Academy of Management Journal, No. 38(4).
• Munch-Hansen T., Wieclaw J., Agerbo E., Westergaard-Nielsen N., and Bonde J. P. (2008), "Global Measure of Satisfaction with Psychosocial Work Conditions Versus Measures of Specific Aspects of Psychosocial Work Conditions in Explaining Sickness Absence," BMC Public Health, No. 8.
• Munir F., Yarker J., and Haslam C. (2008), "Sickness Absence Management: Encouraging Attendance or 'Risk-Taking' Presenteeism in Employees with Chronic Illness?" Disability and Rehabilitation, No. 30(19).
• Nygard C., Arola H., Siukola A., Savinainen M., Luukkaala T., Taskinen H., and Virtanen P. (2005), "Perceived Work Ability and Certified Sickness Absence Among Workers in a Food Industry," International Congress Series, No. 1280.
• OECD (2007), "Sick-Related Absences from Work," in Society at a Glance 2006: OECD Social Indicators, OECD Publishing, http://dx.doi.org/10.1787/soc_glance-2006-27-en.
• Ortega A., Christensen K. B., Hogh A., Rugulies R., and Borg V. (2011), "One-Year Prospective Study on the Effect of Workplace Bullying on Long-Term Sickness Absence," Journal of Nursing Management, No. 19.
• Rentsch J. R. and Steel R.P. (2003), "What Does Unit-Level Absence Mean? Issues for Future Unit-Level Absence Research," Human Resource Management Review, No. 13.
• Rugulies R., Christensen K. B., Borritz M., Villadsen E., Bultmann U., and Kristensen T. S. (2007), "The Contribution of the Psychosocial Work Environment to Sickness Absence in Human Service Workers: Results of a 3-Year Follow-Up Study," Work and Stress, No. 21(4).
• Segalla M., Fischer L., and Sandner K. (2000), "Making Cross-cultural Research Relevant to European Corporate Integration: Old Problem - New Approach," European Management Journal, No. 18(1).
• Sheridan A. (2004), "Chronic Presenteeism: The Multiple Dimensions to Men's Absence from Part-Time Work," Gender, Work and Organization, No. 11(2).
• Soane E., Shantz A., Alfes K., Truss C., Rees C., and Gatenby M. (2013), "The Association of Meaningfulness, Well-Being, and Engagement with Absenteeism: A Moderated Mediation Model," Human Resource Management, No. 52(3).
• Steel R. P. (2003), "Methodological and Operational Issues in the Construction of Absence Variables," Human Resource Management Review, No. 13(2).
• Stone T. H. and Conlon E. J. (1988), "Responses to Patterns of Employee Absences," Journal of Business and Psychology, No. 2(3).
• Taylor P., Cunningham I., Newsome K., and Scholarios D. (2010), "'Too Scared to Go Sick'-Reformulating the Research Agenda on Sickness Absence," Industrial Relations Journal, No. 41(4).
• Thulesius H. O. and Grahn B. E. (2007), "Reincentivizing - A New Theory of Work and Work Absence," BMC Health Services Research, No. 7.
• Vaananen A., Toppinen-Tanner S., Kalimo R., Mutanen P., Vahtera J., and Peiro J. M. (2003), "Job Characteristics, Physical and Psychological Symptoms, and Social Support as Antecedents of Sickness Absence Among Men and Women in the Private Industrial Sector," Social Science and Medicine, No. 57.
• Virtanen P., Nakari R., Ahonen H., Vahtera J., and Pentti J. (2000), "Locality and Habitus: The Origins of Sickness Absence Practices," Social Science and Medicine, No. 50.