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Abstract：
Sickness absence is one of the most important working population health indicators. It is a complex phenomenon that is investigated by health care and occupational health specialists, economists, and work psychologists. Sickness absence is used as a predictor for morbidity and mortality, but besides the health status of an individual, sickness absence is influenced by demographic, socio-economic factors, and work environment factors. Conflicts at work are a common psychosocial risk factor that can affect sickness absence. The aim of the study was to investigate the association between different types of workplace conflict and self-reported medically certified sickness absence using cross-sectional survey data pooled from four periodic national surveys-Work conditions and risks in Latvia (2006-2018). The sample is representative of the working population of Latvia, as respondents were randomly drawn from different regions and industries. In total, the study sample (n = 8557) consisted of employees between 16 and 80 years old (average 42.8 +/- 12.6) of which 46.2% were males and 53.8% were females. Researchers used the computer-assisted personal interviewing (CAPI) method for collecting data. The association between workplace conflicts and sickness absence was analysed by using binomial logistic regression and calculated as odds ratios (OR) with 95% confidence intervals (CI), with adjustment for gender, age, education and survey year. The risk of sickness absence was higher among women (OR = 1.24, CI 1.13-1.35), employees aged 25-44 years old and employees with higher income. Controlling for socio-demographic factors and survey year, the odds of sickness absence increased significantly for all types of workplace conflict analysed. The strongest association with sickness absence was related to conflicts between managers and employees (OR = 1.51, CI 1.37-1.66) and conflicts between groups of employees (OR = 1.45, CI 1.31-1.61). Conflicts between employees and with customers also increased the odds of sickness absence (OR = 1.39, CI 1.27-1.52 and OR = 1.11, CI 1.01-1.23, respectively). Our findings suggest that tailored interventions at a company level for reducing workplace conflicts as risk factors of sickness absence are required. Those should focus on the improvement of managers\' leadership and human resource management skills.
摘要：
病假是最重要的工作人群健康指标之一。这是一个复杂的现象，由卫生保健和职业卫生专家调查，经济学家,和工作的心理学家。疾病缺失被用作发病率和死亡率的预测指标，但是除了个人的健康状况，疾病缺席受人口影响，社会经济因素,和工作环境因素。工作中的冲突是一种常见的心理社会风险因素，可能会影响病假。该研究的目的是调查不同类型的工作场所冲突与自我报告的医学证明的疾病缺勤之间的关系，使用来自四个定期国家调查的横断面调查数据-拉脱维亚的工作条件和风险（2006-2018）。样本代表拉脱维亚的工作人口，因为受访者是从不同地区和行业随机抽取的。总的来说,研究样本(n=8557)由16至80岁(平均42.8+/-12.6)的员工组成，其中46.2%为男性，53.8%为女性。研究人员使用计算机辅助个人访谈（CAPI）方法来收集数据。通过使用二项逻辑回归分析工作场所冲突与疾病缺勤之间的关联，并以95％置信区间（CI）计算为比值比（OR），随着性别的调整，年龄,教育和调查年。女性缺病的风险较高（OR=1.24，CI1.13-1.35），25-44岁的员工和收入较高的员工。控制社会人口因素和调查年份，在所分析的所有类型的工作场所冲突中，缺勤的可能性显着增加。与疾病缺勤的最强关联与经理与员工之间的冲突（OR=1.51，CI1.37-1.66）和员工群体之间的冲突（OR=1.45，CI1.31-1.61）有关。员工与客户之间的冲突也增加了病假的几率（分别为OR=1.39，CI1.27-1.52和OR=1.11，CI1.01-1.23）。我们的发现表明，需要在公司层面进行量身定制的干预措施，以减少因疾病缺席的危险因素而产生的工作场所冲突。这些应该侧重于提高管理者的领导能力和人力资源管理技能。
