UNASSIGNED: Recent studies suggest that better outcomes in work productivity following spine surgery eventually offset the higher cost of treatment. By analyzing preoperative and postoperative changes in work productivity, studies can determine if surgery is cost-effective and give patients valuable information about treatment. Prior studies reviewing outcomes in work performance after spine surgery have largely excluded patients on workers\' compensation from the overall cost analysis.
UNASSIGNED: A retrospective review of 92 eligible patients was conducted. Evaluation of the EHR identified presenteeism and absenteeism from designated work restrictions. Statistical analyses were conducted using JMP Pro 17.
UNASSIGNED: About 84 (83%) spinal surgery cases were able to return to work, 60 (59%) were able to return to work with no restrictions, 26 (26%) received permanent work restrictions, and 12 (12%) were still undergoing treatment. 86 (85%) experienced presenteeism and 99 (98%) experienced absenteeism. Of the cases that were able to return to work without permanent work restrictions, the mean presenteeism length postoperatively was 287.4 days (median 191 days) and the mean absenteeism length postoperatively was 232.5 days (median 142 days). 72 patients were identified as having sedentary or nonsedentary labor. After excluding outliers, the average return-to-work length was 988.62 days for patients with sedentary employment types and 952.15 days for patients with nonsedentary employment types (p=.116).
UNASSIGNED: Following spinal surgery, our worker\'s compensation patient population\'s return-to-work rate was at an average of 232.5 days (median of 142 days) for 83% of patients included in this study. This exhibited worse outcomes than a previous study\'s measurement excluding worker\'s compensation patients. Presenteeism length within our population contributed more to decreased work productivity postoperatively than absenteeism length. Our results found no significant difference in return-to-work length between patients with sedentary and nonsedentary employment types.

UNASSIGNED: Recent trials have confirmed the effectiveness of promising dengue control technologies - two vaccines and Wolbachia. These would generally be applied at the municipal level. To help local officials decide which, if any, control strategy to implement, they need affordable, timely, and accurate data on dengue burden. Building on our previous work in Mexico, Indonesia, and Thailand, we developed a streamlined prospective method to estimate dengue burden at the municipal level quickly, accurately, and efficiently.
UNASSIGNED: The method entails enrolling and repeatedly interviewing 100 patients with laboratory-confirmed dengue. They will be selected after screening and testing about 1,000 patients with clinical dengue. The method will capture both acute and chronic effects relating to disease, economic burden, and psychological impacts (presenteeism). The total time requirements are 1.5 years, comprised of 0.25 years for planning and approvals, 1 year for data collection (a full dengue cycle), and 0 .25 years for data cleaning and analysis. A collaboration with municipal and academic colleagues in the city of Semarang, Central Java, Indonesia shows how the method could be readily applied in Indonesia\'s eighth largest city (population 1.8 million).
UNASSIGNED: Many surveillance studies gather only information on numbers of cases. This proposed method will provide a comprehensive picture of the dengue burden to the health system, payers, and households at the local level.

UNASSIGNED: Staff sickness absenteeism and presenteeism (attending work while unwell) incur high costs to the NHS, are associated with adverse patient outcomes and have been exacerbated by the COVID-19 pandemic. The main causes are mental and musculoskeletal ill health with cardiovascular risk factors common.
UNASSIGNED: To undertake a feasibility study to inform the design of a definitive randomised controlled trial of the effectiveness and cost effectiveness of a health screening clinic in reducing absenteeism and presenteeism amongst the National Health Service staff.
UNASSIGNED: Individually randomised controlled pilot trial of the staff health screening clinic compared with usual care, including qualitative process evaluation.
UNASSIGNED: Four United Kingdom National Health Service hospitals from two urban and one rural Trust.
UNASSIGNED: Hospital employees who had not previously attended a pilot health screening clinic at Queen Elizabeth Hospital Birmingham.
UNASSIGNED: Nurse-led staff health screening clinic with assessment for musculoskeletal health (STarT musculoskeletal; STarT Back), mental health (patient health questionnaire-9; generalised anxiety disorder questionnaire-7) and cardiovascular health (NHS health check if aged ≥ 40, lifestyle check if < 40 years). Screen positives were given advice and/or referral to services according to UK guidelines.
UNASSIGNED: The three coprimary outcomes were recruitment, referrals and attendance at referred services. These formed stop/go criteria when considered together. If any of these values fell into the \'amber\' zone, then the trial would require modifications to proceed to full trial. If all were \'red\', then the trial would be considered unfeasible. Secondary outcomes collected to inform the design of the definitive randomised controlled trial included: generalisability, screening results, individual referrals required/attended, health behaviours, acceptability/feasibility of processes, indication of contamination and costs. Outcomes related to the definitive trial included self-reported and employee records of absenteeism with reasons. Process evaluation included interviews with participants, intervention delivery staff and service providers. Descriptive statistics were presented and framework analysis conducted for qualitative data. Due to the COVID-19 pandemic, outcomes were captured up to 6 months only.
UNASSIGNED: Three hundred and fourteen participants were consented (236 randomised), the majority within 4 months. The recruitment rate of 314/3788 (8.3%) invited was lower than anticipated (meeting red for this criteria), but screening identified that 57/118 (48.3%) randomised were eligible for referral to either general practitioner (81%), mental health (18%) and/or physiotherapy services (30%) (green). Early trial closure precluded determination of attendance at referrals, but 31.6% of those eligible reported intending to attend (amber). Fifty-one of the 80 (63.75%) planned qualitative interviews were conducted. Quantitative and qualitative data from the process evaluation indicated that the electronic database-driven screening intervention and data collection were efficient, promoting good fidelity, although needing more personalisation at times. Recruitment and delivery of the full trial would benefit from a longer development period to better understand local context, develop effective strategies for engaging with underserved groups, provide longer training and better integration with referral services. Delivery of the pilot was limited by the impact of COVID-19 with staff redeployment, COVID-research prioritisation and reduced availability of community and in-house referral services. While recruitment was rapid, it did not fully represent ethnic minority groups and truncated follow-up due to funding limitations prevented full assessment of attendance at recommended services and secondary outcomes.
UNASSIGNED: There is both a clinical need (evidenced by 48% screened eligible for a referral) and perceived benefit (data from the qualitative interviews) for this National Health Service staff health screening clinic. The three stop/go criteria were red, green and amber; therefore, the Trial Oversight Committee recommended that a full-scale trial should proceed, but with modifications to adapt to local context and adopt processes to engage better with underserved communities.
UNASSIGNED: This trial is registered as ISRCTN10237475.
UNASSIGNED: This award was funded by the National Institute for Health and Care Research (NIHR) Health and Social Care Delivery Research programme (NIHR award ref: 17/42/42) and is published in full in Health and Social Care Delivery Research; Vol. 12, No. 23. See the NIHR Funding and Awards website for further award information.
Sickness absenteeism and presenteeism (attendance at work while ill, with poor work performance) are major problems in the NHS and associated with worse patient health care. The most common causes of NHS staff sickness absenteeism and presenteeism are muscular complaints and mental ill health. Poor lifestyle and illnesses associated with heart disease are also important factors. Staff health checks might improve the health of NHS staff, but no studies have included screening tests to address the most common causes of poor staff health. This pilot study tested whether it would be possible to deliver a randomised controlled trial of an NHS staff health screening clinic, where some people get the screening check and others do not (chosen at random, like flipping a coin). We used an electronic database to capture all data. Participants completed initial questionnaires either at home or at work, then attended a face-to-face screening clinic using recognised screening questionnaires and tests to detect problems with muscular, mental or heart health. We considered how NHS staff and healthcare organisations would want the screening clinic and trial to run, how a diverse range of NHS staff could best be approached, how many staff might need to be invited and what their healthcare needs would be. The study ran in four UK NHS hospitals during the COVID-19 pandemic. Two hundred and thirty-six NHS staff participated, but early trial closure due to the pandemic meant that some results were unavailable. For the primary feasibility outcomes, although recruitment rates of around 8% were lower than anticipated, half of staff screened needed referral for further health care and one-third reported intending to attend. Staff felt that the clinic addressed an important health need. The Trial Oversight Committee recommended proceeding to a full-scale trial but with modifications to address findings from the process evaluation, including ways to encourage a wider group of NHS staff to take part.

UNASSIGNED: Sickness presenteeism, the phenomenon of people going to work despite being ill, is an occupational and psychosocial condition that hurts both the health of workers and organizational productivity. It negatively affects health, increases health-related costs, and the risk of contagious diseases. Primary school teachers are particularly vulnerable to this problem, although little is known about its scope and associated factors. This study aimed to determine the prevalence and factors associated with sickness presenteeism among school teachers in Northwest Ethiopia.
UNASSIGNED: An institution-based cross-sectional study was employed and the study period was from April 18 to May 18, 2023. A sample of 633 primary school teachers was recruited using two-stage stratified random sampling. Data were collected using structured self-administered questionnaires. Epi-data version 4.6 and STATA version 14 were used for data entry and analysis, respectively. Binary logistic regression analysis was used. A multivariable logistic regression model with an adjusted odds ratio was fitted for statistical significance.
UNASSIGNED: A total of 603 school teachers participated in this study, with a response rate of 95.26%. The overall prevalence of sickness presenteeism in the last 12 months was 54.7% (N = 330) [95% CI (50.9, 58.7)]. Private school teachers [AOR: 2.21, 95% CI (1.14, 4.28)], low supervisor support [AOR: 1.53, 95% CI (1.06, 2.20)], lack of staff replacement availability [AOR: 2.74, 95% CI (1.85, 4.06)], low colleague support [AOR: 2.17, 95% CI (1.40, 3.37)], unsuitable household conditions [AOR: 1.49, 95% CI (1.08, 2.34)], and strict attendance control [AOR: 2.54, 95% CI (1.67, 3.85)] were factors significantly associated with sickness presenteeism.
UNASSIGNED: The prevalence of sickness presenteeism was relatively high among primary school teachers because of factors such as low support from supervisors and colleagues, strict attendance control, lack of staff replacement, unsuitable household conditions, and private school type. Strategies to promote teachers\' health include fostering a culture of support and collaboration among colleagues, recruiting adequate staff, and implementing liberal attendance policies.

Small and medium-sized enterprise (SME) owners are at an increased risk of mental disorders in addition to stress directly related to their business performance. However, steps to protect SME owners\' mental health are lacking, and no occupational stress scale has been developed to accurately understand the real-world situation. Based on a nationwide internet survey of 1,000 Japanese SME owners aged 20-79 years with five or more employees, we developed a novel occupational stress scale for SME owners. The 43-item scale assesses job stress factors and modifying factors (individual, non-work, and buffering factors). The validity and reliability of the scale were verified. The job stress factors were unique among SME owners and differed from those of employees, with moderate positive correlations with both psychological distress and presenteeism. Further, the study revealed the roles of modifying factors; work-family conflict increased presenteeism and psychological distress, while self-care and social support decreased them. The findings provide important insights for assessing psychological stress among SME owners, informing future mental health intervention strategies among this population.

OBJECTIVE: The aim of this study was to explore the mediating role of psychological capital in the relationship between perceived social support and presenteeism among nurses.
BACKGROUND: The concept of presenteeism explored in this study refers to the behavior of nurses who hold on to their jobs despite poor physical or mental health, manifested in poor work productivity and loss of productivity. Perceived social support and psychological capital may help reduce presenteeism. However, there is limited knowledge about the association between perceived social support, psychological capital, and presenteeism among nurses.
METHODS: Data were collected through questionnaires from 468 RNs. Data analysis used Pearson\'s correlation analysis, multiple linear regression, and structural equation model.
RESULTS: The results indicated that perceived social support and psychological capital were significantly negatively correlated with nurses\' presenteeism. Structural equation modeling revealed that psychological capital mediated the relationship between perceived social support and presenteeism, with a partial mediating effect of -0.191, accounting for 28% of the total effect.
CONCLUSIONS: These results identified structural relationships between the 3 variables of perceived social support, psychological capital, and presenteeism and provided a theoretical reference for developing strategies to decrease nurses\' presenteeism.

OBJECTIVE: Relative to explicit absenteeism, nurses\' presenteeism has a more lasting impact and is more harmful and costly. This study aimed to explore the relationship between work-family conflict, perceived social support, and presenteeism and whether perceived social support mediates the relationship between work-family conflict and presenteeism among ICU nurses working on shifts in Chinese public hospitals.
METHODS: A cross-sectional research design was conducted from January to April 2023 in Sichuan Province, China. A total of 609 valid questionnaires were collected. The questionnaires contained information on demographic characteristics, the Work-Family Conflict (WFC) scale, the Perceived Social Support Scale (PSSS), and Stanford Presenteeism Scale-6 (SPS-6). Multiple stratified regression was used to explore the mediating role of perceived social support between work-family conflict and presenteeism. The mediating effect of perceived social support in work-family conflict and presenteeism was tested by Model 4 in the PROCESS 4.1 macro program in SPSS.
RESULTS: A total of 609 nurses were included in this study, and the mean presenteeism score for ICU nurses working on shifts was 16.01 ± 4.293 (Mean ± SD), with high presenteeism accounting for 58.46%. After controlling for sociodemographic characteristic variables, work-family conflict was positively associated with presenteeism, explaining 7.7% of the variance. High perceived social support was related to low presenteeism, explaining 11.5% of the variance. Perceived social support mediated the association between work-family conflict and presenteeism among ICU nurses working on shifts.
CONCLUSIONS: Chinese shift-work ICU nurses\' high presenteeism scores deserve managers\' attention. Work-family conflict is a significant predictor of nurses\' presenteeism. Perceived social support is essential in improving nurses\' work-family conflict and mediates the relationship between work-family conflict and presenteeism. Improving social support can reduce the impact of work-family conflict on presenteeism among nurses working shifts.

BACKGROUND: Allergic rhinitis (AR) has a substantial socioeconomic impact associated with impaired work productivity.
OBJECTIVE: To study the impact of AR on work productivity and estimate the corresponding indirect costs for 40 countries.
METHODS: We conducted a cross-sectional study using direct patient data from the MASK-air app on users with self-reported AR. We used the Work Productivity and Activity Impairment Questionnaire: Allergy Specific to measure the impact of AR on work productivity (presenteeism and absenteeism). Weekly indirect costs were estimated per country for each level of rhinitis control. Patients with and without asthma were considered.
RESULTS: We assessed data from 677 weeks (364 patients), 280 of which were reported by patients with asthma. Regarding presenteeism, the median impact of AR in weeks of poor disease control was 60.7% (percentiles 25-75 [P25-P75] 24.9%-74.2%), whereas partial and good disease control were, respectively, associated with an impact of 25.0% (P25-P75 12.1%-42.4%) and 4.4% (P25-P75 0.8%-12.9%). In poorly controlled weeks, presenteeism was associated with indirect costs ranging from 65.7 US$ purchase power parities (PPPs) (P25-P75 29.2-143.2) in Brazil to 693.6 US$ PPP (P25-P75 405.2-1,094.9) in Iceland. Median absenteeism per week was of 0% for all levels of rhinitis control. Patients with AR + asthma showed higher overall work impairment than patients with AR alone, particularly in poorly controlled weeks (median work impairment in AR alone 39.1% [P25-P75 12.5%-71.9%]; median work impairment in AR + asthma 68.4% [P25-P75 54.6%-80.2%]).
CONCLUSIONS: Poor AR control was associated with decreased work productivity and increased indirect costs, particularly in patients with AR + asthma. The estimates from this study underpin the economic burden of AR.

Patients with ureteral stones are often managed with a spontaneous trial of passage. While cost effective, the current literature has not examined the effects of a trial of passage on patients\' work productivity. In this study, we aim to characterize work absence and productivity losses in a cohort of patients undergoing a trial of passage for ureteral stones. Actively employed patients aged 18 to 64 and discharged from Duke emergency departments without surgical intervention for ureteral stones ≤ 10 mm were contacted by phone four weeks after their presentation. Participants completed the Institute for Medical Technology Assessment Productivity Cost Questionnaire which assesses three domains: absenteeism - missed work; presenteeism -productivity when returning to work; and unpaid work - assistance with household work. Linear regression associated demographic and stone factors with productivity losses.109 patients completed the survey. In total, 67% of patients missed work, 46% had decreased productivity when returning to work, and 55% required assistance with unpaid work. 59% of patients with stones ≤ 5 mm missed work versus 84% with stones > 5 mm (p = 0.009). African American race (coefficient 23.68, 95% confidence interval 2.24-45.11, p = 0.031), first-time stone formers (coefficient 20.28, 95% confidence interval 2.50-38.07, p = 0.026), and patients with stones > 5 mm (coefficient 25.34, 95% CI 5.25-45.44, p = 0.014) were associated with increased productivity losses. The majority of patients miss work while undergoing a trial of passage and many have decreased productivity when returning to work. This information may help counsel patients in emergency departments, especially first-time stone formers, and prevent return visits.

Presenteeism, among desk workers with pain can be affected by musculoskeletal disabilities (MSDs), working styles, and gender. In this study, teleworkers were defined as those who teleworked >70% of the time at home, while others were defined as non-full teleworkers. This study aimed to (1) compare the magnitude of presenteeism among four groups: male and female teleworkers with pain and male and female non-full teleworkers with pain, and (2) create a regression model of presenteeism with 66 independent biopsychosocial variables for each group. Data were collected through an anonymous online survey. Presenteeism was evaluated using the work functioning impairment scale. The 66 independent biopsychosocial variables included four disability measures, namely, stiff neck/shoulders, low back pain, and upper or lower limb problems, along with other factors relevant to presenteeism in previous studies, such as age, body mass index, comorbidities, work-related variables, pain catastrophizing, and various psychological distress measures. Data from 1068 male non-full teleworkers, 1,043 female non-full teleworkers, 282 male teleworkers, and 307 female teleworkers were analyzed. Presenteeism was the highest among female teleworkers with pain. Furthermore, in all models, overall psychological distress, rather than the four MSD measures, was the primary contributing factor for presenteeism.