Absent Workers Research Articles

How Graphs can Improve Targeting of Employee Trainings?

Abstract: Skills matrices, also known as competency matrices, can help shift managers in a manufacturing environment in proper allocation of operators to workplaces. However, improving the skills portfolio of shift workers is often based on perceived problems with skills of absent workers. This study examines a company’s skills matrices of the 3 shifts, questioning if graph metrics can help estimating substitutability, i.e., robustness of skills portfolio of workers to absenteeism; and how can graph mapping help better targeting trainings. The author has constructed bipartite graphs where one set of nodes are from the set of competencies and the other set of nodes are from the set of workers; and evaluated metrics comparing the skills portfolio of each shift. One projection of the bipartite graph shows the interlinks between people: when two workers are connected, they share the same skill and can substitute each other. The overall level of substitutability of people is then measured with the average degree of nodes of the projection graph. Weak connectedness, that is, low k values can highlight risks and exposedness to fallout of the respective workers. Disjoint graphs indicate if there is an option for a sub-team setup based on competencies. The other projection has an edge between to skills if and only if there is minimum one worker who is capable for both. Disjoint subgraphs of skills are helping team formation based on competencies.

The Passive Monitoring of Depression and Anxiety Among Workers Using Digital Biomarkers Based on Their Physical Activity and Working Conditions: 2-Week Longitudinal Study.

Digital data on physical activity are useful for self-monitoring and preventing depression and anxiety. Although previous studies have reported machine or deep learning models that use physical activity for passive monitoring of depression and anxiety, there are no models for workers. The working population has different physical activity patterns from other populations, which is based on commuting, holiday patterns, physical demands, occupations, and industries. These working conditions are useful in optimizing the model used in predicting depression and anxiety. Further, recurrent neural networks increase predictive accuracy by using previous inputs on physical activity, depression, and anxiety. This study evaluated the performance of a deep learning model optimized for predicting depression and anxiety in workers. Psychological distress was considered a depression and anxiety indicator. A 2-week longitudinal study was conducted with workers in urban areas in Japan. Absent workers were excluded. In a daily survey, psychological distress was measured using a self-reported questionnaire. As features, activity time by intensity was determined using the Google Fit application. Additionally, we measured age, gender, occupations, employment status, work shift types, working hours, and whether the response date was a working or nonworking day. A deep learning model, using long short-term memory, was developed and validated to predict psychological distress the next day, using features of the previous day. Further, a 5-fold cross-validation method was used to evaluate the performance of the aforementioned model. As the primary indicator of performance, classification accuracy for the severity of the psychological distress (light, subthreshold, and severe) was considered. A total of 1661 days of supervised data were obtained from 236 workers, who were aged between 20 and 69 years. The overall classification accuracy for psychological distress was 76.3% (SD 0.04%). The classification accuracy for severe-, subthreshold-, and light-level psychological distress was 51.1% (SD 0.05%), 60.6% (SD 0.05%), and 81.6% (SD 0.04%), respectively. The model predicted a light-level psychological distress the next day after the participants had been involved in 3 peaks of activity (in the morning, noon, and evening) on the previous day. Lower activity levels were predicted as subthreshold- and severe-level psychological distress. Different predictive results were observed on the basis of occupations and whether the previous day was a working or nonworking day. The developed deep learning model showed a similar performance as in previous studies and, in particular, high accuracy for light-level psychological distress. Working conditions and long short-term memory were useful in maintaining the model performance for monitoring depression and anxiety, using digitally recorded physical activity in workers. The developed model can be implemented in mobile apps and may further be practically used by workers to self-monitor and maintain their mental health state.

Health Problems and Healthcare-Seeking Practices of Workers Processing E-Waste in the Unorganized Sector in the Slums of a South Indian City: An Exploratory Study.

The precarious nature of the work in the unorganized e-waste processing sector poses a threat to workers' health by making them vulnerable to occupational injuries as well as other work-related diseases in addition to job insecurity and related issues. To systematically explore and quantify employment and working conditions along with the occupational health problems and healthcare-seeking practices of workers processing e-waste in the slums of a south Indian city. Cross-sectional study conducted in the slums of a south Indian city. We used a structured interview schedule among 248 randomly selected workers. Descriptive statistics were utilized to summarize the results. 95% CI was calculated for select proportions. Chi-square tests were used to determine statistical significance. We found a predominance of self-employment; unclear employment relationship; no paid holidays; long working hours; unequal wages; absence of work-related social security; absent workers' organization; rented units; minimal/no use of safety equipment, no concept of good ergonomic practices. The commonest occupational health concerns were injuries (17% & 41% respectively) and musculoskeletal problems (43.5%). Private/charitable clinics were the commonest source of seeking healthcare which contributed to 'irrational' practices in the form of repeated TT injections. Findings suggest that the precarious work in the unorganized e-waste processing sector could not only give rise to health problems but also make workers undermine the severity of their health problems. The non-responsiveness of the local public healthcare system compels them to rely on private and charitable clinics and pay for services that are otherwise freely available in UPHCs.

Proposed Determination of Work Criteria Standards on OMAX Ratio Performance to Increase Productivity

This study focuses on measuring the productivity of PT.X, especially the welding and painting unit, based on the total realization of production, several employees, working hours, overtime hours, and lost hours of employees. The purpose of this study is to propose a strategy for improving the productivity ratio of the welding and painting unit, which is still below the standard by setting performance criteria standards. The method used is the objective matrix (OMAX) and root cause analysis (RCA) which is carried out using six ratios of productivity measurement and looking for the root cause of the ratio at a level below the standard. The results show that three ratios are still below the standard of the six productivity measurement ratios, such as ratios 2, 3, and 5. These ratios need to be improved by increasing the realization of production results, reducing the number of absent workers, and reducing the total working hours of employees every month. Based on the study results, improvements in the three ratios were able to increase the productivity index of PT.X's welding and painting units.

APPROACHES TO ESTIMATING INDIRECT COSTS IN HEALTHCARE: MOTIVATIONS FOR CHOICE

When performing health economic evaluations all costs and expected benefits (in terms of clinical effectiveness, utility, monetary benefits) should be taken into account. Costs are direct and indirect: concerning the latter, two main methods have been developed. The Human Capital Approach (HCA) considers the gross salary in the days of absence from work due to illness; the method based on the Friction Costs (FC), instead, considers equally the value of productivity, but the losses are limited to the period of illness when it is necessary to replace the absent worker. This paper conducts a review of the literature contributions for European countries and aims at identifying common trends within geographical areas. Estimation of indirect costs in different European areas may reflect the real cost of health services across countries and schematize the conditions under which a certain method should be preferred. Overall, cost analyses applying HCA are the most frequent, while studies based on FC are more common in the Netherlands, where this method had been developed. The reasons to apply HCA or FC may depend on the institutional context, for example, the flexibility in the job market, and the epidemiologic environment.

Labour Market Dynamics in South Africa at the Onset of the COVID-19 Pandemic.

This paper conducts an analysis of labour market dynamics in South Africa during the initial period of lockdown, from the end of March to the end of April 2020, using the first wave of the NIDS‐CRAM (2020) survey. Within our sample of over 6,000 adults aged 18 to 59, we found that there was a very large decrease in employment. The fraction of the sample that was conventionally classified as employed decreased from 57% in February to 48% in April. If we further exclude temporarily absent workers, which we term “furloughed” employees, this fraction decreases further to 38%. Thus, about one out of every three employed people in our sample either lost their job or did not work and received no wages during April. This has extremely large implications for poverty and welfare. We further analyse the labour market by comparing across demographic groups as defined by race, by gender, by age groups, by geographic areas and by education levels. The over‐arching finding from this analysis is that the job losses were not uniformly distributed amongst the different groups. In particular, groups who have always been more vulnerable – such as women, African/Blacks, youth and less educated groups – have been disproportionately negatively affected.

The Impact of Sickness Absenteeism on Firm Productivity: New Evidence from Belgian Matched Employer–Employee Panel Data

Using rich longitudinal matched employer–employee data for Belgium, we provide a first investigation of the impact of sickness absenteeism on firms’ productivity. To do so, we estimate a production function augmented with a firm‐level measure of sickness absenteeism that we constructed from worker‐level information on nonworked hours due to illness or injury. We deal with the endogeneity of inputs and sickness absenteeism by applying a modified version of the semiparametric control function method developed by Ackerberg, Caves, and Fraser (2015), which explicitly takes firm fixed unobserved heterogeneity into account. Our main finding is that, in general, sickness absenteeism substantially dampens firms’ productivity. However, further analyses show that the impact varies according to several workforce and firm characteristics. Sickness absenteeism is more detrimental to firm productivity when absent workers are high tenure or blue collar. Moreover, it is especially harmful to industrial, capital‐intensive, and small enterprises. These findings are consistent with the idea that sickness absenteeism is more problematic when absent workers have in‐depth firm‐/task‐specific knowledge, when the employees’ work is highly interconnected (e.g., along the assembly line), and when firms face more organizational limitations in substituting absent workers.

Keeping the Production Line Running

We postulate that the production losses from absence depend on firms' ability to internally substitute for absent workers, incentivizing firms to keep absence low in jobs with few substitutes. Using Swedish employer–employee data we show that absence is substantially lower in such positions conditional on establishment and occupation fixed effects. The result is driven by employee adjustments of absence to substitutability, and sorting of low (high) absence workers into (out of) positions with few substitutes. These findings highlight that internal substitution insures firms against production disruptions and that absence costs are important aspects of firms' hiring and separation decisions. [ABSTRACT FROM AUTHOR]

The Impact of Sickness Absenteeism on Productivity: New Evidence from Belgian Matched Panel Data

We investigate the impact of sickness absenteeism on productivity by using rich longitudinal matched employer-employee data on Belgian private firms. We deal with endogeneity, which arises from unobserved firm heterogeneity and reverse causality, by applying a modified version of the Ackerberg et al's (2015) control function method, which explicitly removes firm fixed effects. Our main finding is that, in general, sickness absenteeism substantially dampens firm productivity. An increase of 1 percentage point in the rate of sickness absenteeism entails a productivity loss of 0.24%. Yet, we find that the impact is much diversified depending on the categories of workers who are absent and across different types of firms. Our results show that sickness absenteeism is detrimental mainly when absent workers are high-tenure or blue-collar workers. Moreover, they show that sickness absenteeism is harmful mostly to industrial firms, high capital-intensive companies, and small- and medium-sized enterprises. This overall picture is coherent with the idea that sickness absenteeism is problematic when absent workers embed high levels of firm/task-specific (tacit) knowledge, when the work of absent employees is highly interconnected with the work of other employees (e.g., along the assembly line), and when firms face more limitations in substituting temporarily absent workers.

Practices of Return-to-Work Coordinators Working in Large Organizations.

Purpose Although the role of return-to-work coordinators (RTW coordinators) is associated with reducing long-term disabilities, little has been written about their practices. The objective of this study was to clearly identify their tasks and activities and the stakeholders with whom they collaborate. Methods A cross-sectional survey was conducted using a web-based self-administered questionnaire. Participant inclusion criteria were as follows: (1) working for a large organization with 500 or more employees; (2) being responsible for managing disabilities and coordinating the return-to-work process; and (3) having been involved in coordinating the return to work of at least one person in the past year. Results 195 RTW coordinators completed the questionnaire. The three tasks or activities rated as most important were applying laws, policies, and regulations related to work absences and return to work; contacting the absent worker; and planning the return to work. A nursing or occupational health and safety training background significantly influenced the RTW coordinators' practices. In addition, RTW coordinators collaborated mainly with workers and their supervisors. Conclusion Despite a wide variety of contexts and diverging definitions of competencies, a set of common RTW coordination practices appears to exist across industrialized countries. RTW coordinators with a training background in the health field seem better able to assimilate the various dimensions of work disability. Moreover, concerted action was found to be minimal and a far cry from recommendations. The practices defined could serve as a benchmark for describing RTW coordinators' responsibilities in greater detail and allow for cross-organization and cross-country comparisons.

Disposable Bodies and Labor Rights: Workers in China's Automotive Industry

This article focuses on the serious occupational health and safety (OHS) injuries affecting the workers of one of China's most important industries—automotive assembly—and particularly the musculoskeletal disorders (MSDs) that are common in the industry. The data are drawn from a 2011 survey of 1,100 autoworkers conducted at twelve assembly plants in seven Chinese cities. By correlating injury rates with age, speed of the assembly line, length of work hours, mental pressure, availability of floaters to replace absent workers, ease to take sick leave, etc., the data identify the most salient causes of MSD. The study raises the issue that the state and management's ignoring of MSD and the lack of workers' participation and representation in the plants constituted a violation of labor rights. The article offers some remedies that are applicable both in China and internationally.

Remuneration and absenteeism on a large construction site

While scholarly consensus is that construction absenteeism is a serious and widespread problem, aggregate US and Canadian data show construction absenteeism rates substantially below cross-industry averages. While construction absenteeism research focuses on workplace culture and norms, contractors continue to manage absenteeism primarily as an individual problem. While remuneration and labour market conditions are generally acknowledged to influence construction absenteeism, little research has focused on these factors. High labour turnover in construction resolves the first two conundrums. Adapting to higher labour turnover by limiting investment in firm-specific human capital, contractors are quicker to fire absent workers reducing construction’s measured absentee rates. Higher labour turnover also constrains contractors’ ability to shape workplace culture while facilitating the individual treatment of absentee workers. The construction absentee literature’s methodological focus on workplace surveys explains the absence of research on labour market conditioning of construction absenteeism. This case study using payroll data from a large, unionized US industrial construction site shows not only that absenteeism leads to discharge, but also, that absenteeism is a precursor of both quits and discharges for reasons other than absenteeism. Furthermore, a 1 percentage point increase in the unemployment rate reduced the probability that a worker would be fired for absenteeism by 48%; a $100 increase in weekly overtime pay reduced a worker’s probability of being fired for absenteeism by 27% and a $100 increase in per diem or travel pay reduced a worker’s probability of being fired for absenteeism by 75%.

Financial Strain and Loss of Psychosocial Benefits of Work Mediate the Relationship between Sickness Absence and Depression among People with Work Disability

This study examined the relationship between sickness absence from work, loss of the benefits of employment, and depression in injured workers. A sample of 112 clients of Australian occupational rehabilitation service providers were the participants: (men = 56; women = 56; mean age = 45.25 years, SD = 10.34). Each had a chronic (>3 months) work-related musculoskeletal injury; 49% were sickness absent (n = 55) and 51% were partially fit and performing modified duties (n = 57). All completed self-report measures of the nature and duration of sickness absence, access to the benefits of employment, and severity of depression symptoms. Bootstrapping mediational analyses found that the relationship between duration of sickness absence and depression was fully mediated by financial strain and psychosocial benefits of employment. Financial strain was also the strongest predictor of depression in circumstances of sickness absence, but collective purpose was the strongest predictor when modified duties were being performed. These findings support injury management policies aimed at minimising injured workers' social and physical separation from the workplace and assisting sickness absent workers to maintain connections with their work team.

Gift-exchange, incentives, and heterogeneous workers

By incorporating reciprocity in an otherwise standard principal–agent model, I investigate the relation between monetary gift-exchange and incentive pay, while allowing for worker heterogeneity. I assume that some, but not all, workers care more for their principal when they are convinced that the principal cares for them. The principal can be egoistic or altruistic. Absent worker heterogeneity, an altruistic principal signals his altruism by offering relatively weak incentives and a relatively high expected total compensation. However, the latter is not always required to credibly signal altruism. Furthermore, since some workers do not reciprocate the principalʼs altruism, the principal may find it optimal to write a contract that simultaneously signals his altruism and screens reciprocal worker types. Such a contract is characterised by excessively strong incentives and a relatively high expected total compensation.

Transnational Questing Desire in Star Cinema's Kailangan kita and Milan

Using the hit movies Kailangan kita (I Need You, 2002) and Milan (2004) as examples, this essay explores how Philippine commercial film mediates the affective and emotional labor required to maintain flows of out-migration, despite narrative trajectories that uphold a final return to the native land. Both films posit a transnational subject that bemoans the economic plight of the nation-state while demonstrating neoliberal entrepreneurship in self-regulation. The desiring subjects of the films embark upon transnational quests for self-actualization, which in turn foreground their insertion into an international labor market where they struggle to maintain a sense of national belonging. These subjects are figured as entrepreneur-consumers, whose mediation commodifies their own affect, bodies, and labor power and uphold global structures. Featuring primarily middle-class protagonists, Kailangan kita and Milan present narratives of transnational mobility as the path to self-improvement, but also disclose the contradictions in the nation-state's relationship to other countries and its own absent workers, on whose love, loyalty, and labor it depends.

Impact of Absenteeism on Assembly Line Quality and Throughput

Assembly lines function best when every worker is present. When a worker is absent, management must scramble to quickly find a replacement. Usually, the replacement will not be as proficient as the absent worker. This can reduce quality and throughput. We present two assembly line work‐systems models (one for lines with Andon and one for lines without Andon) that show one mechanism whereby absenteeism could impact quality and throughput. We exercise these models to provide insights into absenteeism's impact on quality and throughput. While the paper is written in the concrete terms of automotive assembly, the concepts and results apply to manual assembly lines in general.

P2019 休職からの職場復帰体制の現実と課題 : 企業へのアンケート調査から(一般演題:ポスター,地方の時代の産業保健,第79回日本産業衛生学会)

P2019 休職からの職場復帰体制の現実と課題 : 企業へのアンケート調査から(一般演題:ポスター,地方の時代の産業保健,第79回日本産業衛生学会)

Measuring the effects of work loss on productivity with team production

Using data from a survey of 800 managers in 12 industries, we find empirical support for the hypothesis that the cost associated with missed work varies across jobs according to the ease with which a manager can find a perfect replacement for the absent worker, the extent to which the worker functions as part of a team, and the time sensitivity of the worker's output. We then estimate wage 'multipliers' for 35 different jobs, where the multiplier is defined as the cost to the firm of an absence as a proportion (often greater than one) of the absent worker's daily wage. The median multiplier is 1.28, which supports the view that the cost to the firm of missed work is often greater than the wage.

Surviving the impact of HIV-related illness in the Zambian business sector.

The HIV epidemic in sub-Saharan Africa represents an obstacle to productive employment and economic development. Employers in the region are experiencing severe staff shortages, reduced productivity, and increased costs because of protracted ill health and death among their workforce. The scale of the problem has not been fully estimated and the extent to which it could be ameliorated by control measures including effective treatment of opportunistic infections is not well known. Employers and employees (n = 108) in seven Zambian firms were interviewed to assess direct and indirect costs of illness to the firms. Information was collected on diagnosis and treatment received, duration of illness, time off, and strategies adopted to compensate for absent workers using a combination of questionnaires, structured interviews and focus group discussions. The main causes of ill health were tuberculosis (TB) (46.8%), diarrhea (12.9%), and sexually transmitted diseases (STDs; 5.8%). Annual treatment costs to the firm ranged from Zambia Kwacha (K) 60,000 to 405,000 per person treated. Other firm costs included productivity losses because of ill health, paid sick leave, the cost of employee replacement, and funerals. Employees incurred K 67,773 on average per illness episode. The most common causes of ill health were those most frequently associated with HIV. They can be easily but were often ineffectively treated. Improving disease management would thus reduce wastage and costs both to employer and employee. The extent of the impact in these firms shows the need for the private sector to adopt a stronger role in prevention and care. Further research is required to assess what recommended treatment options might be, how they could be financed, and the extent of the economic impact of HIV on firms. This would foster the development of more appropriate responses to the epidemic in Zambia and the region as a whole.

A general model of the impact of absenteeism on employers and employees.

Most studies on the indirect costs of an illness and the cost effectiveness of a medical intervention or employer-sponsored wellness program assume that the value of reducing the number of days employees miss from work due to illness is the wage rate. This paper presents a general model to examine the magnitude and incidence of costs associated with absenteeism under alternative assumptions regarding the size of the firm, the production function, the nature of the firm's product, and the competitiveness of the labor market. We conclude that the cost of lost work time can be substantially higher than the wage when perfect substitutes are not available to replace absent workers and there is team production or a penalty associated with not meeting an output target. In the long run, workers are likely to bear much of the incidence of the costs associated with absenteeism, and therefore be the likely beneficiaries of any reduction in absenteeism.