Elever som stannar hemma från skolan har uppmärksammats allt mer under de senaste åren och trots den svenska skolplikten i grundskolan och frivilligheten på gymnasiet väljer allt fler elever bort skolan. Elevhälsan har en viktig roll i att främja elevers närvaro i skolan, fokus ligger på att sätta in insatser i tidigt skede vid frånvaro. Syfte: Syfte med studien är att undersöka skolsköterskors erfarenheter av att arbeta med gymnasieelever som har långvarig ogiltig frånvaro. Metod: Studien genomfördes med en kvalitativ metod. Studien baseras på sexton mejlintervjuer med skolsköterskor verksamma på gymnasiet och analyserades med hjälp av innebördsanalys. Resultat: Fyra innebördsteman framkom som beskriver skolsköterskornas erfarenheter av att arbeta med gymnasieelever som har långvarig ogiltig frånvaro; hälsosamtalet möjliggör att lära känna elever, att skapa en trygg relation till elever, samarbete med andra professioner och vårdnadshavare och betydelsen av rutiner för att främja elevers närvaro. Slutsats: Skolsköterskor behöver bygga upp en förtroendefull relation till elever för att en trygg relation ska uppstå. Det är viktigt att elever blir sedda och hörda på ett respektfullt sätt i mötet med skolsköterskorna så orsaker till den långvariga ogiltiga frånvaron kommer fram. / Students who stay at home from school have attracted increasing attention in recent years. Despite the Swedish compulsory school attendance in primary school and the voluntary nature of high school, more and more students give up school. Students health has an important role in promoting students school attendance, the focus is to put in effort in the early stage at absence. Aim: The aim of the study is to investigate the school nurses experience of working with high school students who have a long term absenteeism. Method: The study was conducted with a qualitative approach. The study is based on sixteen mail interviews with nurses working in high schools that were analyzed using significance analysis. Results: Four meanings were found describing the school nurses experience of working with high school students who have a long term absenteeism; the health dialogues enables to get to know the students, to achieve a safe relationship with students, cooperation with other professions and guardians and the importance of routines to promote students attendance. Conclusion: School nurses need to build a trustful relationship with students so that a safe relationship can occur. It’s important that students are being seen and heard in a respectful way, in the meeting with school nurses so that the cause of long term absenteeism appears.

Introdução. Trabalhar doente é importante fator de risco para a saúde e preditor de absenteísmo por doença. No longo prazo, medidas de gestão de pessoas que objetivam reduzir as faltas por doença podem incentivar o presenteísmo. Além disso, a relação existente entre o presenteísmo e o absenteísmo por doença indica que reservar um tempo para se afastar do trabalho com o intuito de se tratar de um adoecimento pode ser considerada atitude de promoção de saúde. Objetivo. A presente pesquisa teve como objetivo estudar a relação entre presenteísmo e absenteísmo por doença em bancários. Procedimentos metodológicos. Os instrumentos de coleta de dados foram: entrevistas individuais semiestruturadas, questionário para a obtenção dos dados sociodemográficos, condições de saúde, estilo de vida, condições de trabalho e Índice de Capacidade para o Trabalho (ICT). Realizou-se a descrição e a análise de relatos de escriturários brasileiros sobre o trabalho bancário e os fatores relacionados ao tema. Para avaliação dos relatos obtidos com as entrevistas utilizou-se uma técnica de análise de conteúdo denominada Análise Temática. Os dados obtidos com o questionário foram analisados por estatística descritiva. Participaram do estudo treze escriturários que trabalham em agência bancária atendendo o público e quinze escriturários de departamentos internos do mesmo banco, com idade entre 28 anos e 64 anos, que trabalhavam pelo menos há um ano na empresa, em diferentes setores do departamento interno e em diferentes agências, com jornada semanal de trinta horas cada um. Resultados. Os resultados apontam que ocorre o presenteísmo entre os trabalhadores escriturários do banco pesquisado. A falta de funcionários apresentou-se como fator que favorece tanto o absenteísmo por doença quanto o presenteísmo entre os funcionários de agência. Políticas da empresa referentes a carreira, avaliação de desempenho e subdimensionamento de funcionários prevaleceram na decisão de ir ao trabalho mesmo estando doente. Conclusões. A pretensão de progredir na carreira foi preponderante entre os trabalhadores do departamento interno, o medo de ser mal avaliados foi apontado como motivo para ir trabalhar mesmo estando doente, revelando uma cultura do presenteísmo, em que a falta é evitada em um contexto de forte competição e a assiduidade transmite imagem positiva ou tem influência decisiva. Entre os funcionários de agência, prevaleceu a falta de funcionários como o principal motivo de comparecer ao trabalho mesmo doente. Políticas de gestão de promoção à saúde devem ser reformuladas no sentido de prevenir os desfechos negativos associados ao presenteísmo e absenteísmo por doença entre trabalhadores bancários brasileiros / Introduction. Going to work sick is an important risk factor for health and a predictor of sickness absenteeism. In long-term, measures for managing people aimed to reduce sickness absence may encourage presenteeism. Furthermore, the relationship between presenteeism and sickness absenteeism shows that taking time off work in order to treat a disease can be considered an attitude of health promotion. Objectives. This research intended to study the relation between presenteeism and sickness absenteeism based on descriptions and analyses of reports of Brazilian bank clerks and the factors related to the issue. Methodological procedures. The instruments for data collection selected were individual semi-structured interviews, a questionnaire to gather sociodemographic data, health status, lifestyle and working conditions and the Work Ability Index (WAI). For assessing interviews reports, the analysis of Bardin and the technique of thematic analysis were used. Data obtained from the questionnaire were analyzed using descriptive statistics. The study included thirteen clerks who work in agency assisting clients and fifteen clerks working in internal department of the same bank, aged between 28 years and 64 years, who worked at least 1 year in the company, in different sectors of the internal department and at different agencies, with standard workweek of thirty hours. Results. Results indicate that occurs presenteeism among bank workers interviewed. Lack of staff was observed as a factor that favors both the sickness absenteeism and presenteeism among agency employees. Company policies regarding career, performance evaluation and staff undersizing prevailed in the decision to go to work even sick. Conclusions. Career advancement was prevalent among internal department workers. Fear of being mispriced was touted as reason to go to work despite being ill, revealing a \"culture of presenteeism\", in which the fault is avoided in a context of strong competition where attendance conveys a positive image or has a decisive influence. Among agency employees, lack of staff prevailed as the main reason for attending work even sick. Management policies for health promotion must be reformulated in order to prevent the negative outcomes associated with presenteeism and sick absenteeism among bank workers in Brazil

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No. of bitstreams: 2 Dissertação Maisa_Carolina_de_Castro_Lima.pdf: 679894 bytes, checksum: 98662e19abfde19f4f5a817c12b18ffd (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2011-03-31 / Fundação de Amparo à Pesquisa do Estado de Goiás - FAPEG / Absenteeism is the practice of an employee not being present at work for a period, when the work day has been assigned to him/her. That fact may cause negative effects to health service. There must be shortage of personnel, other workers must be overworked and there will consequently reduce the quality of medical care. We consider as absenteeism both planned and unplanned absences, including unauthorized absence, dental and medical licenses, statement of attendance and work accidents. All of them, considered unexpected absenteeism due to preventable cause, were addressed in this study. Ojective: to investigate the occurrence of unexpected absenteeism due to preventable cause in what concerns nursing staff at public hospitals in Goiânia-GO, from 2005 to 2009. This is a cross-sectional quantitative documentary study. We researched on 549 nursing workers, 86,15% of them have presented at least one episode of absenteeism due to preventable cause. From those, nursing technicians were the great majority. That is also the category with the highest percentage of unexpected absenteeism due to preventable causes (70.19%), while nurses were a small number in that list. We found unexpected absenteeism due to preventable cause was more frequent among workers aged 30 - 39 and 40-49 years old and worked up to seven years at that job. In what concerns workplace, it was more common among workers of Emergency and Surgical Clinic, locations that require large volumes of customer service, diversity and turnover of patients and the high degree of dependence on them. Medical licenses were 82,06% of the reasons for absenteeism due to preventable causes. Among the causes of absenteeism due to illness, there are the diseases of muscular system and connective tissue, followed by mental and behavioral disorder; conditions which influence physical/mental health and the contact in health services and respiratory diseases. Absenteeism rates had increased over the years, and remained, most of the time, above the level recommended by COFEN, demonstrating that the unexpected absenteeism due to preventable causes in the study institution was high. It is noteworthy that rate drop in 2009, which may be the deployment of APH. Through this study we could observe the unexpected absenteeism among workers due to avoidable causes depends on factors intrinsic to the individual: his/her health condition, personal elationships, including family members, his/her contact with the social apparatus, such as the transportation system, among others, but it is largely influenced by the conditions of the workplace: the physical environment itself, the activities performed and the way they have to be performed, relationships with colleagues and supervisors. All of them susceptible to intervention, so as to reduce absenteeism. / O absenteísmo consiste na prática de um trabalhador não comparecer ao trabalho por um período, quando tiver sido atribuído a ele, o dia de trabalho. Este fato, nas instituições de saúde pode repercutir negativamente, já que pode causar déficit de pessoal, sobrecarga aos demais trabalhadores e consequentemente diminução da qualidade do atendimento oferecido. Pode ser considerado como ausência prevista ou não prevista, entre as quais as faltas não justificadas, licenças odontológicas, licenças médicas, atestados de comparecimento e acidentes de trabalho foram alvo deste estudo, denominados absenteísmo não previsto por causas evitáveis. Objetivo: investigar a ocorrência de absenteísmo não previsto por causas evitáveis entre os trabalhadores de enfermagem de um hospital público, em Goiânia-GO, no período de 2005 a 2009. Trata-se de um estudo transversal, documental, quantitativo. Foram incluídos 549 trabalhadores de enfermagem, dos quais 86,15% apresentaram registro de pelo menos um episódio de absenteísmo por causas evitáveis. Observou-se maior número de trabalhadores da categoria técnico de enfermagem, sendo essa também a de maior percentual de absenteísmo não previsto por causas evitáveis (70,19%), enquanto o enfermeiro teve menor taxa. O absenteísmo não previsto por causas evitáveis foi mais frequente entre trabalhadores da faixa etária de 30 a 39 anos e de 40 a 49 anos e que tinham até sete anos de trabalho na instituição. Quanto ao local de trabalho, foi mais incidente entre trabalhadores do Pronto Socorro e Clínica Cirúrgica, locais que exigem grande volume de atendimento, diversidade e rotatividade de pacientes, além do elevado grau de dependência dos mesmos. Entre os motivos de absenteísmo não previsto por causas evitáveis, 82,06% foram por licenças médicas. Quanto às causas de absenteísmo-doença, destacaram-se as doenças do sistema muscular e do tecido conjuntivo, seguidas por transtorno mental e comportamental; fatores que influenciam o estado de saúde e o contato com os serviços de saúde e doenças do aparelho respiratório. As taxas de absenteísmo apresentaram aumento com o passar dos anos , e mantiveram-se, na maioria do tempo, acima do preconizado pelo COFEN, demonstrando que o absenteísmo não previsto por causas evitáveis na instituição estudada era alto. Ressalta-se queda dessa taxa em 2009, fato que pode ser atribido à implantação do APH. À partir deste estudo foi possível perceber que o absenteísmo não previsto por causas evitáveis entre trabalhadores de enfermagem depende de fatores intrínsecos ao indivíduo: sua condição de saúde, relações pessoais, incluindo as familiares, seu contato com os aparatos sociais, como o sistema de transporte, entre outros, mas é amplamente influenciado pelas condições do ambiente de trabalho: o próprio ambiente físico, as atividades executadas e a forma como são realizadas, as relações com colegas e chefias, situações essas, passíveis de intervenção para redução do fato.

O presente trabalho foi realizado com o objetivo principal de analisar o Programa de Qualidade de Vida no Trabalho (PQVT) da UNIFAL-MG – campus sede, no quadro de seus servidores. Por meio da pesquisa, foi possível entender que a QVT envolve um conjunto de ações que estimulam um ambiente de trabalho saudável, contribuindo para a elaboração de indicadores de QVT que se tornem um instrumento que proporcione estratégias, ações e debates, contribuindo na prevenção de adoecimentos e na elaboração de políticas de gestão de pessoas, reduzindo desta forma os índices de absenteísmo. Nesta investigação, através de um estudo de caso procurou-se: 1) Avaliar a percepção e satisfação dos servidores docentes e técnicos administrativos em educação da UNIFAL-MG que participam e que não participam do PQVT na IFE; 2) Avaliar a percepção da gestão sobre o PQVT na UNIFAL-MG; 3) Verificar o motivo da não participação de servidores no PQVT; 4) Analisar o total global de faltas ao trabalho dos servidores devido a problemas médicos que podem ser reduzidos com os projetos/ações do PQVT (estes dados já estão inseridos em um software interno do Subsistema Integrado de Atenção à Saúde do Servidor (Sistema SIAPE Saúde / SIASS); 5) Identificar as causas do absenteísmo e 6) Identificar e propor oportunidades de melhorias no PQVT, no âmbito da UNIFAL-MG. / The present study was carried out with the main objective of analyzing the Work Quality of Life Program ((QWL) programs) of UNIFAL-MG – headquarters campus, within the framework of its servers. Through the research, it was possible to understand that QWL involves a set of actions that stimulate a healthy work environment, contributing to the development of QWL indicators that become an instrument that provides strategies, actions and debates, contributing to the prevention of diseases and in the elaboration of personnel management policies, thus reducing absenteeism rates. In this investigation, a case study was sought: 1) Evaluate the perception and satisfaction of the faculty and administrative staff in education of UNIFAL-MG that participate in the (QWL) programs in the FIEH; 2) Evaluate the perception of management over of servers in the (QWL) programs; 3) Check the reason for the non-participation of servers in the (QWL) programs; 4) To analyze the overall total of server absences due to medical problems (data inserted in an internal software of the Integrated Subsystem of Attention to the Health of the Server (System SIAPE Health / SIASS); 5) Identify the causes of absenteeism, and; 6) Identify and propose opportunities for improvement in the (QWL) programs, within UNIFAL-MG.

Magister Commercii - MCom / Absenteeism can be a major problem for organisations. As pressures increase on the budgets and competitiveness of companies, more attention is being given to reduce workplace absenteeism and its cost. Job satisfaction has been noted as one of the factors influencing an employee's motivation to attend. Studies on the relationship between absenteeism and job satisfaction seem to be inconsistent. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables. The aim of this study was to determine whether there is a relationship between job satisfaction and absenteeism in a selected department within and Electricity Unit in the Western Cape. / South Africa

Introdução. Trabalhar doente é importante fator de risco para a saúde e preditor de absenteísmo por doença. No longo prazo, medidas de gestão de pessoas que objetivam reduzir as faltas por doença podem incentivar o presenteísmo. Além disso, a relação existente entre o presenteísmo e o absenteísmo por doença indica que reservar um tempo para se afastar do trabalho com o intuito de se tratar de um adoecimento pode ser considerada atitude de promoção de saúde. Objetivo. A presente pesquisa teve como objetivo estudar a relação entre presenteísmo e absenteísmo por doença em bancários. Procedimentos metodológicos. Os instrumentos de coleta de dados foram: entrevistas individuais semiestruturadas, questionário para a obtenção dos dados sociodemográficos, condições de saúde, estilo de vida, condições de trabalho e Índice de Capacidade para o Trabalho (ICT). Realizou-se a descrição e a análise de relatos de escriturários brasileiros sobre o trabalho bancário e os fatores relacionados ao tema. Para avaliação dos relatos obtidos com as entrevistas utilizou-se uma técnica de análise de conteúdo denominada Análise Temática. Os dados obtidos com o questionário foram analisados por estatística descritiva. Participaram do estudo treze escriturários que trabalham em agência bancária atendendo o público e quinze escriturários de departamentos internos do mesmo banco, com idade entre 28 anos e 64 anos, que trabalhavam pelo menos há um ano na empresa, em diferentes setores do departamento interno e em diferentes agências, com jornada semanal de trinta horas cada um. Resultados. Os resultados apontam que ocorre o presenteísmo entre os trabalhadores escriturários do banco pesquisado. A falta de funcionários apresentou-se como fator que favorece tanto o absenteísmo por doença quanto o presenteísmo entre os funcionários de agência. Políticas da empresa referentes a carreira, avaliação de desempenho e subdimensionamento de funcionários prevaleceram na decisão de ir ao trabalho mesmo estando doente. Conclusões. A pretensão de progredir na carreira foi preponderante entre os trabalhadores do departamento interno, o medo de ser mal avaliados foi apontado como motivo para ir trabalhar mesmo estando doente, revelando uma cultura do presenteísmo, em que a falta é evitada em um contexto de forte competição e a assiduidade transmite imagem positiva ou tem influência decisiva. Entre os funcionários de agência, prevaleceu a falta de funcionários como o principal motivo de comparecer ao trabalho mesmo doente. Políticas de gestão de promoção à saúde devem ser reformuladas no sentido de prevenir os desfechos negativos associados ao presenteísmo e absenteísmo por doença entre trabalhadores bancários brasileiros / Introduction. Going to work sick is an important risk factor for health and a predictor of sickness absenteeism. In long-term, measures for managing people aimed to reduce sickness absence may encourage presenteeism. Furthermore, the relationship between presenteeism and sickness absenteeism shows that taking time off work in order to treat a disease can be considered an attitude of health promotion. Objectives. This research intended to study the relation between presenteeism and sickness absenteeism based on descriptions and analyses of reports of Brazilian bank clerks and the factors related to the issue. Methodological procedures. The instruments for data collection selected were individual semi-structured interviews, a questionnaire to gather sociodemographic data, health status, lifestyle and working conditions and the Work Ability Index (WAI). For assessing interviews reports, the analysis of Bardin and the technique of thematic analysis were used. Data obtained from the questionnaire were analyzed using descriptive statistics. The study included thirteen clerks who work in agency assisting clients and fifteen clerks working in internal department of the same bank, aged between 28 years and 64 years, who worked at least 1 year in the company, in different sectors of the internal department and at different agencies, with standard workweek of thirty hours. Results. Results indicate that occurs presenteeism among bank workers interviewed. Lack of staff was observed as a factor that favors both the sickness absenteeism and presenteeism among agency employees. Company policies regarding career, performance evaluation and staff undersizing prevailed in the decision to go to work even sick. Conclusions. Career advancement was prevalent among internal department workers. Fear of being mispriced was touted as reason to go to work despite being ill, revealing a \"culture of presenteeism\", in which the fault is avoided in a context of strong competition where attendance conveys a positive image or has a decisive influence. Among agency employees, lack of staff prevailed as the main reason for attending work even sick. Management policies for health promotion must be reformulated in order to prevent the negative outcomes associated with presenteeism and sick absenteeism among bank workers in Brazil

A Odontologia do Trabalho vem ganhando espaço nos setores empresariais, uma vez que problemas bucais podem interferir de forma negativa no desempenho e na produtividade do trabalhador, além de afetar sua qualidade de vida. As pesquisas sobre produtividade no trabalho relacionadas à saúde vêm ganhando força nos últimos anos e possuem o absenteísmo e o presenteísmo como indicadores para mensuração. O absenteísmo tem uma mensuração mais acessível, já que o trabalhador não está em seu local de trabalho; porém o presenteísmo, que é caracterizado pela presença física do trabalhador em seu local de trabalho mesmo em condições que afetam negativamente sua produtividade, possui uma mensuração complexa. O presente trabalho tem como objetivo realizar uma revista da literatura sobre os instrumentos de pesquisa utilizados para avaliar e mensurar a perda de produtividade no trabalho envolvendo o presenteísmo. Trata-se de um estudo exploratório e descritivo, com abordagem qualitativa sobre a perda de produtividade no trabalho causada pelo presenteísmo. A revista da literatura se deu a partir de pesquisas nas bases de dados Lilacs, Medline e Pubmed, com a combinação dos seguintes descritores: [absenteeism], [productivity], [occupational health], [presenteeism] e [questionnaire]. Foram encontrados 25 instrumentos de pesquisa que avaliam a produtividade no trabalho através do absenteísmo e do presenteísmo, sendo que 5 mensuram somente o presenteísmo. Apenas o SPS-6 possui adaptação transcultural e validação na língua portuguesa brasileira. Nenhum instrumento de pesquisa sobre a perda de produtividade devido ao presenteísmo odontológico foi encontrado. Pode-se concluir que existem na literatura instrumentos confiáveis para a avaliação e mensuração do presenteísmo, porém faz-se necessário a elaboração de trabalhos relacionados com a Odontologia. / The Occupational Dentistry has been gaining ground in business sectors once that bucal problems can interfere in a negative way on the performance in the worker productivity, besides affecting their quality of life. Researches on work productivity related to health have been gaining strength in the last years and have absenteeism and presenteeism as indicators of measure. The absenteeism has more accessible measurement, since the worker is not in your workplace, however presenteeism is characterized by the physical presence of the worker at his workplace, even in conditions that negatively affect their productivity, has a complex way of measurement. Given this approach, the present study aims to conduct a literature review of the research instruments used to evaluate and measure the loss of productivity at work involving the presenteeism. This is an exploratory and descriptive study, with a qualitative approach to the loss of productivity in work caused by the presenteeism. The literature review occurred from research on the databases Lilacs, Medline and Pubmed with the combination of the following descriptors: [absenteeism], [productivity], [occupational health], [presenteeism] and [questionnaire]. Were found 25 survey instruments that evaluate the productivity at work involving the presenteeism, being that only 5 measure just the presenteeism. Solely the SPS-6 has cross-cultural adaptation and validation on Brazilian portuguese language. None instrument of research on productivity loss due to odontologic presenteeism was found. It can be concluded that exist reliable instruments in the literature for evaluation and measurement of the presenteeism, however it is necessary the development of dentistry related work.

Ce travail repose sur des observations de terrain montrant que des salariés vont s’orienter ou non vers un arrêt de travail suite à un même type d’accident du travail de gravité mineure. De plus, les statistiques nationales décrivent une tendance à la baisse pour les accidents du travail mais l’absentéisme est en hausse (CNAM, 2016 ; Ayming-Kantar TNS, 2016). Ces données posent donc la question de la nature de la relation entre l’accident et l’arrêt de travail. L’objectif de cette thèse était d’explorer dans quelle mesure l’arrêt de travail serait expliqué par les états de stress et les stratégies de coping des salariés accidentés. En référence au modèle Self-Regulatory Executive Function – S-REF (Wells & Matthews, 1994), un objectif dans ce travail de thése est d'explorer dans quelle mesure les croyances métacognitives constitueraient des facteurs pouvant expliquer les états de stress, et leur gestion, après une période d'arrêt de travail. En référence à ce modèle, nous postulions alors que les salariés, en arrêt de travail, développeraient un syndrome cognitif attentionnel – CAS (Wells, 1995). Nous avons réalisé trois études testant trois hypothèses principales : 1) les salariés absents suite à un accident du travail présentent un profil métacognitif particulier impliquant des croyances métacognitives positives et négatives sur l’inquiétude, et activent préférentiellement des stratégies de coping émotionnelles ou d’évitement (étude 1) ; 2) les salariés absents suite à un accident du travail ont construit une représentation de l’accident du travail plus menaçante que les salariés qui ne se sont pas absentés (étude 2) ; 3) la probabilité de s'arrêter de travailler, dans les jours suivant l'accident, serait prédite par l'état affectif des salariés après l'accident (i.e., inquiétude, dissociation et détresse péritraumatiques) ainsi que par leurs stratégies de coping (étude 3). Nos résultats montrent que les salariés ayant vécu un accident du travail ne présentent pas de profil métacognitif différent selon qu’ils aient eu un arrêt de travail ou non (étude 1). Les stratégies de coping sont prédites par les croyances métacognitives ayant trait à l’inquiétude ; les stratégies de coping centrées sur le problème sont moins utilisées par les salariés ayant eu un arrêt de travail suite à leur accident du travail (étude 1). La représentation de l’accident du travail ne présente pas un caractére menaçant supérieur chez les salariés qui ont eu un arrêt de travail (étude 2). Enfin, les résultats de l’étude 3 montrent que la probabilité d’être en arrêt de travail suite à un accident du travail est uniquement prédite par une faible propension à l’usage des stratégies de coping centrées sur le problème. Nos principaux résultats indiquent que le stress ressenti par les victimes d’accident est influencé par les croyances métacognitives positives et négatives sur l’inquiétude (études 1 et 2). Nos travaux ne montrent pas de différence dans le profil métacognitif entre les salariés absents et non absents après un accident du travail. L’utilisation des stratégies de coping centrées sur le problème serait le principal corrélat (étude 1) et prédicteurs (étude 3) de l’absentéisme des salariés accidentés. L'ensemble de ces résultats plaide en faveur d'une approche de l'arrêt de travail appuyée sur la modélisation transactionnelle du stress, afin de mieux comprendre ce phénomène et proposer des méthodes de prise en charge innovantes des salariés ayant vécu un accident du travail. / This work is based on field observations showing that employees will or will not move to a work stoppage following the same type of work accident of minor gravity. In addition, national statistics describe a downward trend for work-related accidents, but absenteeism is on the rise (CNAM, 2016; Ayming-Kantar TNS, 2016). These data therefore pose the question of the nature of the relationship between the accident and the work stoppage. The aim of this thesis was to explore to what extent the work stoppage would be explained by stress states and coping strategies of injured employees. Referring to the Self-Regulatory Executive Function Model - S-REF (Wells & Matthews, 1994), one goal of this thesis work is to explore the extent to which metacognitive beliefs are factors that may explain stress states, and their management, after a period of work stoppage. In reference to this model, we postulated that employees who were off work would develop a Cognitive Attentional Syndrome - CAS (Wells, 1995). We conducted three studies testing three main hypotheses: 1) Employees who are absent following an occupational accident have a particular metacognitive profile implying positive and negative metacognitive beliefs about anxiety, and preferentially activate emotional coping or avoidance strategies (study 1); 2) Employees who were absent due to a work accident built a more threatening occupational accident representation than employees who did not miss (study 2); 3) The probability of stopping work in the days following the accident would be predicted by the affective state of the employees after the accident (i.e., worry, peritraumatic dissociation and distress) as well as by their coping strategies (study 3). Our results show that employees who have had an accident at work do not have a different metacognitive profile, depending on whether they have had a work stoppage or not (study 1). Coping strategies are predicted by metacognitive beliefs about worry; coping strategies centered on the problem are less used by employees who have had a work stoppage following their work accident (study 1). The representation of the industrial accident does not present a higher threat character for employees who have had a work stoppage (study 2). Finally, the results of study 3 show that the probability of being off work due to an accident at work is only predicted by a low propensity to use coping strategies centered on the problem. Our main findings indicate that the stress experienced by accident victims is influenced by positive and negative metacognitive beliefs about worry (studies 1 and 2). Our work shows no difference in the metacognitive profile between absent and absent employees after an accident at work. The use of coping strategies centered on the problem would be the main correlate (study 1) and predictor (study 3) of absenteeism of injured employees. All these results argue in favor of a work stoppage approach based on transactional stress model, in order to better understand this phenomenon and propose innovative methods of care for employees who have suffered an occupational accident.

This report explores factors contributing to absenteeism and attrition in government-funded adult ESL programs. Because adult learners enrolled in inexpensive programs typically juggle numerous priorities and responsibilities beyond their schooling, their motivation must be maintained in order for them to continue to attend their language classes. As consumers, they "directly or indirectly assess the cost-benefit ratio of their program participation every time they attend or do not attend classes/tutoring sessions" (Tracy-Mumford & Baker, 1994, p. 8). Tendencies toward absenteeism can ultimately lead to attrition, which poses serious challenges for programs as it inhibits their success rates, their funding, and ultimately their ability to continue to offer services. This research attempted to identify key factors in program procedures, structure and organization, as well as key classroom factors that negatively affect adult Hispanic students' motivation to continue to attend. Specifically, it focuses on which aspects of overall program structure and which classroom factors have the greatest impact on students motivation and attendance patterns. We found that student affective factors (e.g., social sensitivity, lack of congruence), ineffective teaching methods or incomplete methodologies, students' perceived lack of progress, and assessment issues were the most prominent factors that emerged from the analysis of the data. Additionally, we offer suggestions for influencing these factors so that retention is boosted and attrition minimized.

Employee absenteeism is a significant threat to organizational profitability. Finding solutions to mitigate the adverse effects of employee absenteeism on organizational profitability is critical to the success of organizations. The purpose of this case study was to explore the strategies human resource leaders used to mitigate the adverse effects of employee absenteeism on organizational profitability. The conceptual framework was performance prism theory. Data were gathered from in-depth interviews and publicly available organizational documents, including wellbeing program resources and annual investment presentations and Securities and Exchange Commission (SEC) reporting documents. Participants included 4 human resource managers and a third party service provider of an Atlanta, Georgia airline industry organization. The organization used in this case study was one of only twenty US companies, as of 2012, that implemented an absenteeism mitigation program at least 3 years prior to this study. The multi-year internal data collected, via interviews, from the human resource management of this 80,000 employee international company specifically about absenteeism mitigation programs, provided a perspective not available from all firms. Data were transcribed, coded, and analyzed to generate emerging themes. Key themes included an emphasis on organizational culture, the wellbeing program, and the cost of absenteeism. Subthemes included executive leadership support, stakeholder identification, and middle management program champions. Findings may help leaders improve organizational productivity and profitability and provide more stability for employees, which may result in thriving communities and other positive social change.