L’absentéisme au travail en raison de santé représente un enjeu important dans la société actuelle puisqu’il est en constante croissante. Il engendre plusieurs conséquences négatives pour les entreprises québécoises. Nous nous intéressons à l’absentéisme au travail en raison de santé, abordé sous un angle juridique. Le but de notre recherche consiste à identifier, à partir d’un échantillon de soixante-dix-sept décisions jurisprudentielles, les manquements fautifs et non fautifs qui constituent une cause juste et suffisante de congédiement dans les cas d’absence au travail en raison de santé. En ce qui concerne les manquements fautifs, nos résultats démontrent qu’occuper un second emploi durant une absence du travail, effectuer des activités incompatibles avec l’état de santé déclaré, faire des fausses déclarations, falsifier des documents médicaux, le défaut d’aviser lors d’une absence du travail sans autorisation, le défaut d’aviser lors d’une absence du travail en présence d’une convention collective, le refus de retourner au travail à la suite d’une directive de l’employeur et le refus de fournir les informations médicales nécessaires ne constituent pas indéniablement une cause juste et suffisante de congédiement. Pour les manquements non fautifs, notre analyse montre que les manquements reliés à l’assiduité au travail en présence et en l’absence d’une convention collective et les manquements reliés à la capacité de reprendre le travail en l’absence et en présence de limitations fonctionnelles psychologiques et physiques et en tenant compte du risque pour sa santé et sa sécurité ou risque pour celles des autres ne sont pas dans tous les cas une cause juste et suffisante de congédiement. Il appert, dans les décisions analysées en fonction des critères de Wohl c. Joly, que l’employeur doit démontrer les trois éléments pour qu’ils constituent une cause juste et suffisante de congédiement. / Absenteeism at work due to health represents an important stake in today's society since it is constantly increasing. It creates several negative consequences for Quebec Enterprises. We are interested in work absenteeism due to health, from a legal perspective. The purpose of our research consist in identifying, from a sample of seventy-seven judicial decisions, faulty or not faulty circumstances which constitute a fair and sufficient reason for dismissal in cases of absence from work due to health. As for faulty instances, our results show that to occupy a second job during an absence from work, to carry out incompatible activities with against health limitations, making false statements, falsifying medical documents, failing to notify an absence from work without authorization or in the presence of a collective labour agreement, to refuse to return to work following a directive from the employer or to provide the necessary medical information do not constitute irrefutably a fair and sufficient reason for dismissal. For not faulty incidents, our analysis shows that the incidents related to assiduity at work with or without a collective labour agreement, instances related to the ability to return to work with or without psychological and physical limitations and by taking into account the risk for one’s health and safety, or the risk for others are not at any rate a fair and sufficient reason for dismissal. It seems, in the decisions analyzed according to the criteria Wohl c. Joly, that the employer must prove the three elements that constitute a fair and sufficient reason for dismissal.

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.

O estudo sustenta a tese que as características individuais e laborais e a suspeição de distúrbios psiquiátricos menores influenciam no absenteísmo ao trabalho. Trata-se de um estudo de coorte prospectivo, com abordagem quantitativa, cujo objetivo geral foi analisar as características individuais, o estresse laboral e os distúrbios psiquiátricos menores como preditores de absenteísmo em trabalhadores de enfermagem de um hospital universitário, em um intervalo de dois anos. Foram entrevistados 254 trabalhadores de enfermagem (amostra por conveniência e não probabilística) no início e no final de dois anos: a primeira entrevista ocorreu entre novembro de 2008 e maio de 2009 e a segunda entre janeiro e maio de 2011. O desfecho foi o absenteísmo ao trabalho no período de dois anos. Para a coleta de dados foram utilizados o Índice de Capacidade para o Trabalho, o Self-Report Questionaire, a Job Stress Scale e um instrumento para caracterização da amostra. O absenteísmo foi coletado por meio da base de dados eletrônica do hospital. Os dados foram analisados por estatística descritiva e analítica, considerando estatisticamente significativos aqueles com valor de p bicaudal menor a 0,05 ou com intervalo de confiança de 95%. Para o cálculo do Risco Relativo (RR), os trabalhadores foram divididos entre aqueles com ou sem absenteísmo, assim como aqueles com absenteísmo elevado (pertencentes ao quartil 75%) versus os outros. O projeto foi aprovado pelo Comitê de Ética em Pesquisa do Hospital de Clínicas de Porto Alegre. No período de dois anos, 83,9% dos trabalhadores apresentaram pelo menos um dia de falta ao trabalho e a mediana da taxa de absenteísmo foi de 1,7%, sendo que metade da amostra faltou até 60,8 horas e 25% faltaram acima de 139,6 horas nesse período. Evidenciou-se maior taxa de absenteísmo nos trabalhadores de enfermagem com menor escolaridade, com filho(s); sem tempo para lazer; com doenças osteomusculares com Diagnóstico Médico (DM); com suspeição de distúrbios psiquiátricos menores (DPM); com cargo de técnico/auxiliar de enfermagem; que possuíam outro emprego; insatisfeitos com o local de trabalho e com baixo Apoio Social no trabalho. O RR para absenteísmo em dois anos foi maior nos trabalhadores: sem tempo para lazer (RR=1,15 e IC95%=1,0-1,2); com doença com DM (RR=1,19, IC95%=1,0-1,3); com doença osteomuscular com DM (RR=1,11 e IC95%=1,0-1,2); com suspeição de DPM (RR=1,21 e IC95%=1,1-1,2); de Unidades de Alta Complexidade (RR=1,10 e IC95%=1,0-1,2) e insatisfeitos com o local de trabalho (RR=1,20 e IC95%=1,1- 1,2). No que tange ao RR para absenteísmo elevado em dois anos, foi maior nos trabalhadores de enfermagem com menor escolaridade (RR=1,64 e IC95%=1-2,6); sem tempo para lazer (RR=2,48, IC95%=1,5-3,8); com suspeição de DPM (RR=2,11 e IC95%=1,2-3,4); com cargo de técnico/auxiliar de enfermagem (RR=2,67 e IC95%=1,2-5,8); com outro emprego (RR=2,27 e IC95%=1,3-3,8); insatisfeitos com o local de trabalho (RR=2,29 e IC95%=1,2- 4,2) e com baixo Apoio Social no trabalho (RR=1,56 e IC95%=1,0-2,6). Na análise multivariada, verificou-se que a taxa de absenteísmo em dois anos foi significativamente influenciada pelas variáveis: tempo para lazer, número de doenças com DM, suspeição de DPM e turno de trabalho. Os resultados contribuem para reflexões a ações em saúde do trabalhador e para os gestores hospitalares, pois indicam as variáveis que influenciam o absenteísmo no trabalho de enfermagem e fornecem subsídios para a proposição de estratégias de prevenção e promoção da saúde e da qualidade de vida dos trabalhadores. / This study defends that individual and work-related features, and the suspicion of minor psychiatric disorders influence absenteeism from work. This is a prospective cohort study with a quantitative approach. Its general objective was to analyze individual features, work stress and minor psychiatric disorders as predictors of absenteeism in nursing workers from a university hospital in a two-year interval. 254 nurses were interviewed (non-probability, convenience sample) in the beginning and the end of two years: the first set of interviews took place from November, 2008, to May, 2009, and the second from January to May, 2011. The outcome was absenteeism from work in the two-year period. To collect the data the instruments used were the Work Ability Index, the Self-Report Questionnaire, the Job Stress Scale and an instrument to characterize the sample. Absenteeism was collected through the hospital's electronic database. The data were analyzed through descriptive and analytical statistics, considering as statistically significant those with a bicaudal p of less than 0.05 or with a confidence interval (CI) of 95%. To calculate the Relative Risk (RR), workers were divided between those with or without absenteeism, as well as between those with high absenteeism (those belonging to the 75% quartile) and the others. The project was approved by the Research Ethics Committee of Hospital de Clínicas de Porto Alegre. In the two-year interval, 83.9% of workers were absent from work for at least one day and the median rate of absenteeism was 1.7%. Half the sample was absent from work for up to 60.8 hours and 25% was absent for more than 139.6 hours in this interval. A higher rate of absenteeism was observed in less educated nursing workers, with child or children; with no leisure time; with musculoskeletal diseases with Medical Diagnosis (MD); with suspicion of Minor Psychiatric Disorders (MPD); working as nursing technician or nursing assistant; who had another job; who were unsatisfied with the workplace and had low Social Support at work. RR for absenteeism in two years was higher in workers: with no leisure time (RR=1.15 and CI95%=1.0-1.2); with diseases with MD (RR=1.19 and CI95%=1.0-1.3); with musculoskeletal diseases with MD (RR=1.11 and CI95%=1.0-1.2); with suspicion of MPD (RR=1.21 and CI95%=1.1-1.2); working in High Complexity Units (RR=1.10 and CI95%=1.0-1.2) and unsatisfied with the workplace (RR=1.20 and CI95%=1.1). RR for high absenteeism in two years was higher in less educated nursing workers (RR=1.64 and CI95%=1-2.6); with no leisure time (RR=2.48 and CI95%=1.5-3.8); with suspicion of MPD (RR=2.11 and CI95%=1.2-3.4); working as nursing technician or nursing assistant (RR=2.67 and CI95%=1.2-5.8); with another job (RR=2.27 and CI95%=1.3-3.8); unsatisfied with the workplace (RR=2.29 and CI95%=1.2-4.2) and with low Social Support at work (RR=1.56 and CI95%=1.0-2.6). The multivariate analysis showed that the rate of absenteeism in two years was significantly influenced by the variables: leisure time, number of diseases with MD, suspicion of MPD and work shift. Results contribute to thoughts and actions towards the worker's health and also help health managers, for they indicate the variables that influence absenteeism in the nursing work and aid the proposal of strategies for prevention and the promotion of health, and for the workers' quality of life. / El estudio defiende la tesis de que las características individuales y laborales y la sospecha de disturbios psiquiátricos menores influyen en el absentismo laboral. Se trata de un estudio de cohorte prospectivo, con análisis cuantitativo, cuyo objetivo general fue examinar las características individuales, el estrés laboral y los disturbios psiquiátricos menores como predictores de absentismo en trabajadores de enfermería de un hospital universitario, en un periodo de dos años. Se entrevistaron 254 trabajadores de enfermería (muestra por conveniencia y no probabilística) en el inicio y al final de dos años: la primera entrevista se realizó entre noviembre de 2008 y mayo de 2009, y la segunda entre enero y mayo de 2011. El desenlace fue el absentismo laboral en el periodo de dos años. Para colectar los datos se utilizaron el Índice de Capacidad Laboral, el Self Report Questionaire, la Job Stress Scale y un instrumento para la caracterización de la muestra. El absentismo fue colectado a través de la base de datos electrónica del hospital. Los datos fueron analizados por estadística descriptiva y analítica, considerando estadísticamente significativos los de valor p de dos colas menor a 0,05 o con intervalo de confianza de 95%. Para el cálculo del Riesgo Relativo (RR) se dividieron los trabajadores entre los clasificados como con o sin absentismo, y también los que mostraban absentismo elevado (pertenecientes al cuartil 75%) versus los otros. El proyecto fue aprobado por el Comité de Ética en Investigación del Hospital de Clínicas de Porto Alegre. En el periodo de dos años, el 83,9% de los trabajadores presentaron por lo menos un día de falta en el trabajo y el promedio de porcentaje de absentismo fue de 1,7%, siendo que la mitad de la muestra faltó hasta 60,8 horas y el 25% faltó más de 139,6 horas en ese periodo. Se evidenció un mayor porcentaje de absentismo laboral en los enfermeros con menor escolaridad, con hijo(s); sin tiempo para ocio; con enfermedades osteomusculares con Diagnóstico Médico (DM); con sospecha de Disturbios Psíquicos Menores (DPM); con cargo de técnico/auxiliar de enfermería; con otra ocupación; insatisfechos con el local de trabajo y con bajo Apoyo social en el trabajo. El RR para absentismo en dos años fue más alto en los trabajadores: sin tiempo de ocio (RR=1,15 y IC95%=1,0-1,2); con enfermedad con DM (RR=1,19, IC95%=1,0-1,3); con enfermedad osteomuscular con DM (RR=1,11 y IC95%=1,0-1,2); con sospecha de DPM (RR=1,21 y IC95%=1,1-1,2); de Unidades de Alta Complejidad (RR=1,10 y IC95%=1,0-1,2) e insatisfechos con el local de trabajo (RR=1,20 y IC95%=1,1-1,2). En lo que respecta al RR para absentismo elevado en dos años, fue más alto en los trabajadores de enfermería con menor escolaridad (RR=1,64 y IC95%=1-2,6); sin tiempo para ocio (RR=2,48, IC95%=1,5- 3,8); con sospecha de DPM (RR=2,11 y IC95%=1,2-3,4); con cargo de técnico/auxiliar de enfermería (RR=2,67 y IC95%=1,2-5,8); con otro empleo (RR=2,27 y IC95%=1,3-3,8); insatisfechos con el local de trabajo (RR=2,29 y IC95%=1,2-4,2) y con bajo Apoyo Social en el trabajo (RR=1,56 e IC95%=1,0-2,6). En el análisis multivariado se verificó que el porcentaje de absentismo en dos años fue significativamente influenciado por las variables: tiempo para ocio, número de enfermedades con DM, sospecha de DPM y turno de trabajo. Los resultados contribuyen a los reflexiones y acciones la salud del trabajador y para los gestores hospitalarios, pues indican las variables que influyen en el absentismo laboral de enfermería y proveen subsidios para proponer estrategias de prevención y promoción de la salud y de la calidad de vida de los trabajadores.

Submitted by Carina Takeuti (carina.takeuti@itau.com.br) on 2014-03-06T20:33:17Z No. of bitstreams: 1 Carina Takeuti.pdf: 3246484 bytes, checksum: c7ec323503e8752e8b6848059c3b43a1 (MD5) / Approved for entry into archive by Vera Lúcia Mourão (vera.mourao@fgv.br) on 2014-03-06T20:40:21Z (GMT) No. of bitstreams: 1 Carina Takeuti.pdf: 3246484 bytes, checksum: c7ec323503e8752e8b6848059c3b43a1 (MD5) / Made available in DSpace on 2014-03-06T20:40:39Z (GMT). No. of bitstreams: 1 Carina Takeuti.pdf: 3246484 bytes, checksum: c7ec323503e8752e8b6848059c3b43a1 (MD5) Previous issue date: 2014-02-04 / A society that aims to be more efficient must prioritize the understanding that a school management with financial autonomy can bring educational gains, since the human capital is essential for economic and social development. The project Jovem de Futuro of InstitutoUnibanco was a case of success in Brazil and our study tries to understand the reasons for its triumph. The use of computers in classrooms, the reduction of teacher absenteeism and the elevation of the students' participation showed be possible channels. In addition, in schools where there was already large presence teaching, this effect was shown to be even greater. We have also analyzed variables related to violence (which were reduced by the project) and the heterogeneous effect analysis shows that the impacts is higher when there was high presence of fights and alcohol in the school environment. / Para uma sociedade empenhada em ser mais eficiente, entender os mecanismos pelos quais uma gestão escolar com autonomia financeira pode trazer ganhos educacionais deveria ser uma de suas prioridades, uma vez que o capital humano é essencial no desenvolvimento econômico e social. O Projeto Jovem de Futuro do Instituto Unibanco foi um caso de sucesso brasileiro e nosso estudo tenta auxiliar no entendimento das causas do mesmo. O uso de computadores em salas de aula, a redução do absenteísmo docente e a elevação da participação discente mostraram ser possíveis canais. Além disso, em escolas onde já existia grande presença docente, tal efeito mostrou-se ainda maior. Também examinamos indicadores de violência (que foram reduzidos pelo projeto) e a análise do efeito heterogêneo mostra que o impacto é maior quando já existia elevada presença de brigas e bebidas no ambiente escolar.

Submitted by Fabio Gadelha (fabio.gadelha@gmail.com) on 2017-07-17T15:08:31Z No. of bitstreams: 1 Os efeitos do estresse financeiro no ambiente de trabalho brasileiro - Fabio Tosta Gadelha Souza (final).pdf: 1162439 bytes, checksum: 328fc7a94cea04c0f310a40a4e091b37 (MD5) / Approved for entry into archive by Joana Martorini (joana.martorini@fgv.br) on 2017-07-17T15:21:39Z (GMT) No. of bitstreams: 1 Os efeitos do estresse financeiro no ambiente de trabalho brasileiro - Fabio Tosta Gadelha Souza (final).pdf: 1162439 bytes, checksum: 328fc7a94cea04c0f310a40a4e091b37 (MD5) / Made available in DSpace on 2017-07-17T16:02:26Z (GMT). No. of bitstreams: 1 Os efeitos do estresse financeiro no ambiente de trabalho brasileiro - Fabio Tosta Gadelha Souza (final).pdf: 1162439 bytes, checksum: 328fc7a94cea04c0f310a40a4e091b37 (MD5) Previous issue date: 2017-07-06 / The main objective of this paper was to determine whether Brazilian employee’s level of financial stress affects their behavior in the workplace. Specifically, it was tested if individuals with a higher level of financial stress are more likely to: i) miss work, in general; ii) miss work unjustifiably; have excused absences from work; and iv) being subject to punishments at work, as compared to their less stressed colleagues. The study was performed based on a research with 673 employees of 10 different Brazilian companies from different industries, in which participation was voluntary. The level of individual financial stress was determined by the InCharge Financial Distress/Financial Well-Being Scale, created by Prawitz et. al. (2006), in order to use the subjective level of financial stress of the respondents. The tests were applied using the Linear Probability, Probit and Logit models. Our findings were that the financial stress does increase, in a statistically significant manner, the chances of absences from work in general/regardless of motives and of unexcused absences. All three models pointed out in that direction. We have not been able, however, to find significant results in any of the three models that financial stress does increase the chances of excused absences and punishments. / A proposta do presente trabalho foi averiguar se, no Brasil, o nível de estresse financeiro dos empregados afeta seu comportamento no trabalho. Especificamente, foi testado se pessoas com maior nível de estresse financeiro têm maior probabilidade de: i) faltar, de uma maneira geral; ii) faltar de maneira injustificada; iii) terem faltas abonadas por seus superiores; e iv) sofrerem punições, em relação aos seus colegas menos estressados. O estudo foi feito a partir de uma pesquisa com 673 funcionários de 10 grupos empresariais brasileiros de diferentes setores de atuação, cuja participação foi voluntária. O grau de estresse financeiro individual foi determinado a partir da Escala InCharge de Estresse Financeiro/Bem-Estar Financeiro, criada por Prawitz et al. (2006), a fim de que se pudesse utilizar o nível subjetivo de estresse financeiro dos respondentes. Os testes foram realizados utilizando os modelos de Probabilidade Linear, Probit e Logit. Nossas conclusões foram de que estresse financeiro aumenta, de maneira estatisticamente significativa, a probabilidade de faltas em geral e de faltas injustificadas. Todos os três modelos apontaram neste sentido. Contudo, não encontramos resultados significativos em nenhum dos três modelos de que o estresse financeiro aumenta a probabilidade de faltas abonadas e punições.

School feeding is a tool which, today, effectively enables many millions of poor children worldwide to attend school in developed and developing countries alike. This study evaluated the perceptions of learners on the school feeding programme in one circuit in a district of Limpopo Province. It describes the benefits of school feeding and how this well-proven tool can be improved and specifically targeted to address some of the key constraints to universal secondary school completion. The findings suggest that school feeding programmes contribute to the education and well-being of children as hungry children do not grow; cannot learn; and face many health risks. School feeding can bring children into school and out of hunger; providing food for children at school can relieve immediate short-term hunger which is very beneficial for learning to take place. Alleviating short-term hunger among children at school helps to improve their performance in school tests and to promote a normal progression from grade to grade in completing their basic education. The study used individual interviews, document analysis and observation to obtain data from selected participants from two schools in the Nzhelele East Circuit in the Vhembe District. Responses to questions were analysed and a statistical analysis provided positive answers which revealed that the school feeding programme was effective; that more should be done to improve its delivery; that there should be a stable infrastructure and that the geographical location of the community should be taken into consideration when it comes to menu options. A number of recommendations are made to improve the implementation of the school feeding programme. / Educational Leadership and Management / M. Ed. (Education Management)

Denna studie undersöker orsaker till problematisk skolfrånvaro, hur språk och kommunikation kan ha betydelse för problematisk skolfrånvaro, samt hur mönstret kan brytas och frånvaro vändas till närvaro. I studien avgränsas undersökningen till problematisk skolfrånvaro kopplad till elever med neuropsykiatriska funktionsnedsättningar (NPF). Undersökningen vill ta reda på hur några skolor i en kommun arbetar kring elever i problematisk skolfrånvaro, om det finns en särskild handlingsplan för detta och huruvida man agerar utifrån den. Teoretisk ram för studien utgörs av relationellt specialpedagogiskt perspektiv, samt relationell pedagogik. Studiens data samlades in genom tre formella, semistrukturerade och djupgående intervjuer med vårdnadshavare, samt två surveyundersökningar online i form av enkäter, en till rektorer och en till specialpedagoger och lärare som arbetar med problematisk skolfrånvaro. Konklusionen i studien synliggör betydelsen av tidiga insatser, genuina relationer, samt individanpassade åtgärder. Resultaten visade att många orsaker till problematisk frånvaro samverkar, att språk och kommunikation är en central del i denna problematik, att skolor har goda rutiner och handlingsplaner vid problematisk frånvaro, samt att vikten av personliga relationer och specialpedagogisk kompetens i mötet med dessa barn behöver utvecklas. / This study investigates the causes of problematic school absence, how language and communication can be important for problematic school absence, as well as how the pattern can be broken and turn absence to attendance. In the investigation, the study is delimited to problematic school absence linked to students with neuropsychiatric disabilities (NPF). The survey wants to find out how some schools in a municipality are working on students with problematic school absence if there is a specific action plan for this and whether they act on the basis of it. Theoretical framework for the study consists of a relational special pedagogical perspective, as well as relational pedagogy. The study data was collected through three formal, semi-structured and in-depth interviews with custodians, as well as two surveys online, one to the rectors and one to special educators and teachers who work with problematic school absence. The study concludes the importance of early efforts, genuine relationships, as well as individualized measures. The results showed that many causes of problematic absence co-operate, that language and communication are key parts of this problem, that schools have good practices and action plans in case of problematic absence, and that the importance of personal relationships and special educational skills in meeting with these children needs to be developed.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016. / Absenteeism in the South African Police Service is without doubt one of the most difficult aspects to manage. It is therefore important for the organisation to have measures in place to reduce absenteeism. More focus is put on the cost of absenteeism without realising the enormous adverse effect it has on service delivery in the South African Police Service. By reducing the absenteeism rate by just one day per employee, organisations can boost productivity, improve morale and improve their profit margins significantly (Nel, 2013:1). This research project examined the impact on service delivery of time lost through absenteeism in the South African Police Service with specific reference to the Kuils River cluster Cape Town, Western Cape, South Africa. Problems relating to absenteeism as well as the main contributors to absenteeism were identified by the researcher and recommendations were made. A quantitative research approach was followed with a survey amongst staff members. The data analysis from the questionnaire was compiled by the in-house statistician that was recommended by Cape Peninsula University of Technology. The research project makes recommendations that address the problems highlighted in this empirical study, as well as a recommendation for further studies.

O estudo sustenta a tese que as características individuais e laborais e a suspeição de distúrbios psiquiátricos menores influenciam no absenteísmo ao trabalho. Trata-se de um estudo de coorte prospectivo, com abordagem quantitativa, cujo objetivo geral foi analisar as características individuais, o estresse laboral e os distúrbios psiquiátricos menores como preditores de absenteísmo em trabalhadores de enfermagem de um hospital universitário, em um intervalo de dois anos. Foram entrevistados 254 trabalhadores de enfermagem (amostra por conveniência e não probabilística) no início e no final de dois anos: a primeira entrevista ocorreu entre novembro de 2008 e maio de 2009 e a segunda entre janeiro e maio de 2011. O desfecho foi o absenteísmo ao trabalho no período de dois anos. Para a coleta de dados foram utilizados o Índice de Capacidade para o Trabalho, o Self-Report Questionaire, a Job Stress Scale e um instrumento para caracterização da amostra. O absenteísmo foi coletado por meio da base de dados eletrônica do hospital. Os dados foram analisados por estatística descritiva e analítica, considerando estatisticamente significativos aqueles com valor de p bicaudal menor a 0,05 ou com intervalo de confiança de 95%. Para o cálculo do Risco Relativo (RR), os trabalhadores foram divididos entre aqueles com ou sem absenteísmo, assim como aqueles com absenteísmo elevado (pertencentes ao quartil 75%) versus os outros. O projeto foi aprovado pelo Comitê de Ética em Pesquisa do Hospital de Clínicas de Porto Alegre. No período de dois anos, 83,9% dos trabalhadores apresentaram pelo menos um dia de falta ao trabalho e a mediana da taxa de absenteísmo foi de 1,7%, sendo que metade da amostra faltou até 60,8 horas e 25% faltaram acima de 139,6 horas nesse período. Evidenciou-se maior taxa de absenteísmo nos trabalhadores de enfermagem com menor escolaridade, com filho(s); sem tempo para lazer; com doenças osteomusculares com Diagnóstico Médico (DM); com suspeição de distúrbios psiquiátricos menores (DPM); com cargo de técnico/auxiliar de enfermagem; que possuíam outro emprego; insatisfeitos com o local de trabalho e com baixo Apoio Social no trabalho. O RR para absenteísmo em dois anos foi maior nos trabalhadores: sem tempo para lazer (RR=1,15 e IC95%=1,0-1,2); com doença com DM (RR=1,19, IC95%=1,0-1,3); com doença osteomuscular com DM (RR=1,11 e IC95%=1,0-1,2); com suspeição de DPM (RR=1,21 e IC95%=1,1-1,2); de Unidades de Alta Complexidade (RR=1,10 e IC95%=1,0-1,2) e insatisfeitos com o local de trabalho (RR=1,20 e IC95%=1,1- 1,2). No que tange ao RR para absenteísmo elevado em dois anos, foi maior nos trabalhadores de enfermagem com menor escolaridade (RR=1,64 e IC95%=1-2,6); sem tempo para lazer (RR=2,48, IC95%=1,5-3,8); com suspeição de DPM (RR=2,11 e IC95%=1,2-3,4); com cargo de técnico/auxiliar de enfermagem (RR=2,67 e IC95%=1,2-5,8); com outro emprego (RR=2,27 e IC95%=1,3-3,8); insatisfeitos com o local de trabalho (RR=2,29 e IC95%=1,2- 4,2) e com baixo Apoio Social no trabalho (RR=1,56 e IC95%=1,0-2,6). Na análise multivariada, verificou-se que a taxa de absenteísmo em dois anos foi significativamente influenciada pelas variáveis: tempo para lazer, número de doenças com DM, suspeição de DPM e turno de trabalho. Os resultados contribuem para reflexões a ações em saúde do trabalhador e para os gestores hospitalares, pois indicam as variáveis que influenciam o absenteísmo no trabalho de enfermagem e fornecem subsídios para a proposição de estratégias de prevenção e promoção da saúde e da qualidade de vida dos trabalhadores. / This study defends that individual and work-related features, and the suspicion of minor psychiatric disorders influence absenteeism from work. This is a prospective cohort study with a quantitative approach. Its general objective was to analyze individual features, work stress and minor psychiatric disorders as predictors of absenteeism in nursing workers from a university hospital in a two-year interval. 254 nurses were interviewed (non-probability, convenience sample) in the beginning and the end of two years: the first set of interviews took place from November, 2008, to May, 2009, and the second from January to May, 2011. The outcome was absenteeism from work in the two-year period. To collect the data the instruments used were the Work Ability Index, the Self-Report Questionnaire, the Job Stress Scale and an instrument to characterize the sample. Absenteeism was collected through the hospital's electronic database. The data were analyzed through descriptive and analytical statistics, considering as statistically significant those with a bicaudal p of less than 0.05 or with a confidence interval (CI) of 95%. To calculate the Relative Risk (RR), workers were divided between those with or without absenteeism, as well as between those with high absenteeism (those belonging to the 75% quartile) and the others. The project was approved by the Research Ethics Committee of Hospital de Clínicas de Porto Alegre. In the two-year interval, 83.9% of workers were absent from work for at least one day and the median rate of absenteeism was 1.7%. Half the sample was absent from work for up to 60.8 hours and 25% was absent for more than 139.6 hours in this interval. A higher rate of absenteeism was observed in less educated nursing workers, with child or children; with no leisure time; with musculoskeletal diseases with Medical Diagnosis (MD); with suspicion of Minor Psychiatric Disorders (MPD); working as nursing technician or nursing assistant; who had another job; who were unsatisfied with the workplace and had low Social Support at work. RR for absenteeism in two years was higher in workers: with no leisure time (RR=1.15 and CI95%=1.0-1.2); with diseases with MD (RR=1.19 and CI95%=1.0-1.3); with musculoskeletal diseases with MD (RR=1.11 and CI95%=1.0-1.2); with suspicion of MPD (RR=1.21 and CI95%=1.1-1.2); working in High Complexity Units (RR=1.10 and CI95%=1.0-1.2) and unsatisfied with the workplace (RR=1.20 and CI95%=1.1). RR for high absenteeism in two years was higher in less educated nursing workers (RR=1.64 and CI95%=1-2.6); with no leisure time (RR=2.48 and CI95%=1.5-3.8); with suspicion of MPD (RR=2.11 and CI95%=1.2-3.4); working as nursing technician or nursing assistant (RR=2.67 and CI95%=1.2-5.8); with another job (RR=2.27 and CI95%=1.3-3.8); unsatisfied with the workplace (RR=2.29 and CI95%=1.2-4.2) and with low Social Support at work (RR=1.56 and CI95%=1.0-2.6). The multivariate analysis showed that the rate of absenteeism in two years was significantly influenced by the variables: leisure time, number of diseases with MD, suspicion of MPD and work shift. Results contribute to thoughts and actions towards the worker's health and also help health managers, for they indicate the variables that influence absenteeism in the nursing work and aid the proposal of strategies for prevention and the promotion of health, and for the workers' quality of life. / El estudio defiende la tesis de que las características individuales y laborales y la sospecha de disturbios psiquiátricos menores influyen en el absentismo laboral. Se trata de un estudio de cohorte prospectivo, con análisis cuantitativo, cuyo objetivo general fue examinar las características individuales, el estrés laboral y los disturbios psiquiátricos menores como predictores de absentismo en trabajadores de enfermería de un hospital universitario, en un periodo de dos años. Se entrevistaron 254 trabajadores de enfermería (muestra por conveniencia y no probabilística) en el inicio y al final de dos años: la primera entrevista se realizó entre noviembre de 2008 y mayo de 2009, y la segunda entre enero y mayo de 2011. El desenlace fue el absentismo laboral en el periodo de dos años. Para colectar los datos se utilizaron el Índice de Capacidad Laboral, el Self Report Questionaire, la Job Stress Scale y un instrumento para la caracterización de la muestra. El absentismo fue colectado a través de la base de datos electrónica del hospital. Los datos fueron analizados por estadística descriptiva y analítica, considerando estadísticamente significativos los de valor p de dos colas menor a 0,05 o con intervalo de confianza de 95%. Para el cálculo del Riesgo Relativo (RR) se dividieron los trabajadores entre los clasificados como con o sin absentismo, y también los que mostraban absentismo elevado (pertenecientes al cuartil 75%) versus los otros. El proyecto fue aprobado por el Comité de Ética en Investigación del Hospital de Clínicas de Porto Alegre. En el periodo de dos años, el 83,9% de los trabajadores presentaron por lo menos un día de falta en el trabajo y el promedio de porcentaje de absentismo fue de 1,7%, siendo que la mitad de la muestra faltó hasta 60,8 horas y el 25% faltó más de 139,6 horas en ese periodo. Se evidenció un mayor porcentaje de absentismo laboral en los enfermeros con menor escolaridad, con hijo(s); sin tiempo para ocio; con enfermedades osteomusculares con Diagnóstico Médico (DM); con sospecha de Disturbios Psíquicos Menores (DPM); con cargo de técnico/auxiliar de enfermería; con otra ocupación; insatisfechos con el local de trabajo y con bajo Apoyo social en el trabajo. El RR para absentismo en dos años fue más alto en los trabajadores: sin tiempo de ocio (RR=1,15 y IC95%=1,0-1,2); con enfermedad con DM (RR=1,19, IC95%=1,0-1,3); con enfermedad osteomuscular con DM (RR=1,11 y IC95%=1,0-1,2); con sospecha de DPM (RR=1,21 y IC95%=1,1-1,2); de Unidades de Alta Complejidad (RR=1,10 y IC95%=1,0-1,2) e insatisfechos con el local de trabajo (RR=1,20 y IC95%=1,1-1,2). En lo que respecta al RR para absentismo elevado en dos años, fue más alto en los trabajadores de enfermería con menor escolaridad (RR=1,64 y IC95%=1-2,6); sin tiempo para ocio (RR=2,48, IC95%=1,5- 3,8); con sospecha de DPM (RR=2,11 y IC95%=1,2-3,4); con cargo de técnico/auxiliar de enfermería (RR=2,67 y IC95%=1,2-5,8); con otro empleo (RR=2,27 y IC95%=1,3-3,8); insatisfechos con el local de trabajo (RR=2,29 y IC95%=1,2-4,2) y con bajo Apoyo Social en el trabajo (RR=1,56 e IC95%=1,0-2,6). En el análisis multivariado se verificó que el porcentaje de absentismo en dos años fue significativamente influenciado por las variables: tiempo para ocio, número de enfermedades con DM, sospecha de DPM y turno de trabajo. Los resultados contribuyen a los reflexiones y acciones la salud del trabajador y para los gestores hospitalarios, pues indican las variables que influyen en el absentismo laboral de enfermería y proveen subsidios para proponer estrategias de prevención y promoción de la salud y de la calidad de vida de los trabajadores.

Nous proposons une analyse originale de l'impact de la complémentaire santé sur les comportements des travailleurs et des firmes sur le marché du travail. Le premier chapitre explicite théoriquement les politiques salariales et d'investissement en santé choisies par l'entreprise lorsque celle-ci n'observe qu'imparfaitement l'état de santé du salarié et où l'investissement en santé peut se traduire par des gains de productivité, via un meilleur état de santé. Nous montrons que les deux politiques sont dépendantes de la productivité de la firme. Le deuxième chapitre explique les raisons pour lesquelles l'offre jointe complémentaire/salaire diffère selon la structure de la firme. Nous montrons que les TPE et plus généralement les entreprises soumises à des contraintes financières plus importantes n'offrent pas de couverture, celle-ci étant généralement liée au contrat de travail des salariés les mieux payés. Le troisième chapitre analyse empiriquement l'impact de la complémentaire santé sur l'état de santé des travailleurs. Etre couvert (relativement au fait d'être non-couvert) n'améliore pas significativement l'état de santé. De même, l'accès à une couverture collective (relativement à une couverture individuelle) ne se traduit pas par un état de santé significativement accru. Le dernier chapitre analyse quant à lui le comportement d'absentéisme du travailleur sous l'effet de la complémentaire collective. La présence d'un contrat de groupe induit la présence d'aléa moral sur les arrêts courts lorsque le travailleur appartient à des firmes de petites tailles indemnisant faiblement les arrêts de travail. / This thesis focuses on the assessment of health risks and the modelisation of the health expenditures decisions. The aim is to realize the link between the agent behaviors concerning his health investments and her situation on the labor market. This work will be sharing around two axis. On the one hand, it will be necessary to use econometrics methods to evaluate healths risks, health expenditures and their heterogeneity within the population. In other words, this part connects inequalities about health expenditures and those on the labor market,for estimate willingness to pay a health coverage. The determinants of purchasing a complementary will be highlighted. On the other hand,a structural model with individual choices will be etablished, based on the empirical works. An equilibrium model confronting the sum of interdependent decisions of workers - health expenditures, careers and assets choices - in a uncertainty environment should allows us to represent stylized facts and to propose economic policies. We emphasize more precisely on the link between health expenditures, careers choices and retirement.