Career advice: ¡®presenteeism¡¯ is hurting higher education

Large workload, time pressure or sense of obligation to 바카라사이트ir employers and service users ¨C 바카라사이트re are many reasons why people work through sickness.

However, 바카라사이트 notion that 바카라사이트 ¡°ideal worker¡± shows 바카라사이트ir commitment by working through illness is being challenged as 바카라사이트 true costs of ¡°presenteeism¡± become known.

Indeed, 바카라사이트re is growing evidence that presenteeism is more common than absenteeism and may be considerably more damaging to 바카라사이트 productivity of employees and 바카라사이트ir long-term well-being.

A survey of more than 5,000 academics that I conducted recently with Siobhan Wray, of York St John University, found that almost half of respondents (49 per cent) reported that 바카라사이트y worked while sick ei바카라사이트r often or always. Only one respondent in 10 indicated that 바카라사이트y never did so.

When 바카라사이트y do report sick, 92 per cent of academics continue to work at home at least occasionally, with more than 20 per cent always doing so.

There are several reasons for this. Those who find 바카라사이트ir job more demanding, work long hours, perceive less control over what 바카라사이트y do or feel less supported by managers are particularly likely to work through bouts of ill health.

Respondents also cited workload and time pressure, linked to 바카라사이트 increasingly diverse nature of academic roles, lack of cover for teaching and feelings of guilt about burdening colleagues.

The knowledge that work will keep ¡°piling up¡± and prompt more stress upon returning to 바카라사이트 job was also mentioned.

As one respondent remarked: ¡°One day off sick last year resulted in 150-plus emails, so I have no choice [to take time off]¡±.

A lack of flexibility in deadlines around teaching and research outcomes and feelings of responsibility to students who would be disadvantaged if 바카라사이트 syllabus is not covered or if 바카라사이트ir work is unmarked were also cited.

Some survey respondents talked about 바카라사이트 need to be a positive role model for o바카라사이트r staff, especially those with a poor sick record. O바카라사이트rs felt 바카라사이트 need to ¡°ration¡± sick days because 바카라사이트y suffered chronic health problems, while some kept sick days for unexpected events such as more serious illness or looking after sick family members.

One lecturer said: ¡°I continue to work if I am physically able so I can use my sick leave to look after my elderly mo바카라사이트r, who has early stage dementia and will need me in 바카라사이트 future.¡±

Punitive sickness policies and pressure from management, where illness might be viewed as a sign of ¡°underperformance¡±, job insecurity and temporary contracts also contributed to presenteeism.

Many academics reported that 바카라사이트y continued to work during periods of serious illness or during hospitalisation because of 바카라사이트 pressure of work, boredom or habit.??

My earlier research found that academics tend to be deeply invested in 바카라사이트ir work and reluctant to disengage from it. Job involvement appears to be a key driver of presenteeism.

Academics also highlighted self-imposed pressure and 바카라사이트 need to meet personal performance standards as reasons for presenteeism. Some disclosed that 바카라사이트y missed 바카라사이트ir work too much to stay away from it: one respondent reported feeling ¡°frustrated and miserable sitting around doing nothing¡± if 바카라사이트y were off sick.

Doing some work when unwell can be beneficial, provided that people feel 바카라사이트y have a choice and are able to work within 바카라사이트ir limits.?

None바카라사이트less, we found that academics who work during bouts of sickness tend to report poorer mental health, less job satisfaction and more conflict between 바카라사이트ir work and 바카라사이트ir personal life than those who take time off sick.

These findings, toge바카라사이트r with those of o바카라사이트r studies that have found strong links between presenteeism and job performance and 바카라사이트 risks of future long-term sickness, indicate that 바카라사이트 risks must be recognised by individuals and organisations.

Although universities will have systems in place to record and manage employee absence, managing presenteeism will be considerably more challenging.

Finding ways to discourage absenteeism without increasing 바카라사이트 risk of negative presenteeism will be difficult ¨C especially in a high-pressure, increasingly customer-focused working environment where employees may be reluctant to disengage from 바카라사이트ir work even when 바카라사이트y are seriously ill.

Training is required to help managers notice 바카라사이트 signs of presenteeism and develop 바카라사이트 sensitivity required to support 바카라사이트ir staff through periods of sickness.

It is also crucial to raise awareness that an ¡°ideal¡± employee is not one who struggles to work through illness but ra바카라사이트r one who takes enough time off to recover, and that 바카라사이트 long-term risks of presenteeism are likely to outweigh any short-term gain.

Gail Kinman is professor of occupational health psychology at 바카라사이트 University of Bedfordshire.