Presenteeism refers to the behavior of people who turn up for work despite complaints of ill health that should prompt rest and absence from work. The high incidence of presenteeism in the nurse population has been extensively investigated using self-reported methods to explore its effects on individual outcomes. However, few studies have examined nurse presenteeism using an “other's” perspective to verify self-reported information. Our aim in this study was to evaluate the prevalence, consequences, and causes of presenteeism in Chinese nurses from the perspectives of nurses and chief nurses. A sample of 481 nurses and 282 chief nurses from five hospitals in Henan Province, China, took part in this cross-sectional study. Participants completed the Sickness Presenteeism Questionnaire, Social Productivity Loss Questionnaire, and Causes of Nurse Presenteeism Questionnaire. The human capital method was used to estimate the monetary loss because of nurse presenteeism. We found that 94.25 and 82.08% of nurses experienced presenteeism in the past 6 months from the perspective of nurses and chief nurses, respectively. The annual monetary loss was estimated to be ¥4.38 billion and ¥2.88 billion based on the presenteeism reports from nurses and chief nurses, respectively. Workload, leave system, and conscientiousness are the main reasons for nurse presenteeism, and financial need is another important reason that is likely overlooked by chief nurses. This study provides a foundation for future research by presenting new knowledge about the prevalence, consequences, and causes of presenteeism in Chinese nurses. The findings emphasize the need for nursing managers and nursing departments to establish policy systems around paid sick leave, workload, and communication with managers to reduce nurse presenteeism and the subsequent socio-economic financial losses.

Background: Seventy-four percent of Chinese employees have experienced working with illness, but limited number of researchers have paid attention on this phenomenon. Most of the previous research on presenteeism has almost exclusively focused on North America and Europe and have gone to the financial emphasis. The current researches have two shortages, which are laying in the consensus on the definition and measurement of presenteeism, as well as the mechanism of presenteeism and its outcomes have set barriers for scholars to generate deeper understanding of the behavior. The aim of the present study was to explore the current situation of presenteeism among Chinese nurses and the mediating effect of health and the moderating effect of general self-efficacy between presenteeism and productivity loss. Methods: Data were collected from a sample of 340 female nurses from a 3A-graded general hospital in Henan Province, China by using the Sickness Presenteeism Questionnaire (SPQ), the Stanford Presenteeism Scale (SPS-6), the 12-item General Health Questionnaire (GHQ-12), and the General Self-Efficacy Scale (GSES). Results: The results indicated that the mean of SPQ was 3.2 ± 0.7 in this sample, and there were significant differences in age and marital status in SPQ scores. Presenteeism was significantly associated with health and productivity loss, and health was significantly associated with productivity loss, and general self-efficacy was negatively associated with productivity loss. A bootstrap test showed that health fully mediated the relationship between presenteeism and productivity loss in nurses. Hierarchical regression analysis confirmed the moderating role of general self-efficacy between presenteeism and productivity loss. Conclusions: Presenteeism can significantly predict productivity loss in nurses, and hospital management can improve the physical and mental health of nurses and enhance their self-efficacy level to reduce the negative impact of presenteeism on productivity loss.

Parenting is a meaningful endeavor but it also induces stress, which can cause parental burnout. In China, the assessment and study of parental burnout are still in their formative stages. To contribute to advancing this field, the present study aimed to develop and validate a Chinese version of the Parental Burnout Assessment (PBA). Questionnaires were distributed to 614 families (comprising students in the eighth grade and both of their parents; one questionnaire for each person) on two separate occasions (Time 1 and Time 2). The students were asked to self-report their loneliness and life satisfaction at Time 1 and their anti-social behavior at Time 2. Meanwhile, parents were asked to self-report their parental burnout and job burnout at both Time 1 and Time 2, their marriage satisfaction at Time 1, and their levels of agreeableness and neuroticism at Time 2. Using the data obtained, we performed exploratory and confirmatory factor analyses, which indicated that this version of the PBA had a single-factor structure. The α of the PBA was 0.938 at Time 1 and 0.952 at Time 2. At Time 1, parental burnout was positively related to their job burnout in emotional exhaustion and depersonalization, and negatively related to their marriage satisfaction. In addition, parental burnout was positively related to students’ life satisfaction, and mothers’ parental burnout was positively related to students’ loneliness. At Time 2, parental burnout showed positive relations with neuroticism and job burnout in emotional exhaustion and depersonalization, and was negatively related to agreeableness. In addition, mothers’ parental burnout was positively related to students’ anti-social behavior. Furthermore, parental burnout at Time 1 also showed positive relations with job burnout through emotional exhaustion and depersonalization measured at Time 2, and parental burnout at Time 1 was positively related to students’ anti-social behavior at Time 2. Overall, the present study confirmed the reliability and validity of the Chinese version of the PBA.

Recently, there has been considerable interest in studying parental burnout. Yet, little is known about the relationship and mechanisms underlying different kinds of burnout nor is much known about the dual-earner contexts within which these processes occur. This study aimed to examine the spillover effect of parental burnout on job burnout and the crossover effect between spouses simultaneously. In addition, the mediating effect of work-family conflict was also examined. By taking the family as a unit, data were collected on three different occasions within dual-earner couples. Participants were middle school students' parents (N = 103 dyads); both were employed; self-employed or working-at-home parents were excluded from the sample. The results of an actor-partner interdependence model revealed that the spillover effect of parental burnout on job burnout and the mediation effect of work-family conflict were significant. In addition, the partner effects were also significant, in which parental burnout significantly affected their spouses' job burnout, directly or indirectly. The results suggest that parental burnout and job burnout are closely related, and individuals should take a comprehensive perspective when dealing with stress or burnout stemming from family or work areas. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

This study aimed to develop and test the reliability and validity of a multi-item nurses’ presenteeism behaviour questionnaire. Study 1 administered the Nurse Presenteeism Questionnaire (NPQ) to 250 Chinese nurses. Study 2, surveyed 650 nurses with the NPQ, the Sickness Presenteeism Questionnaire, the Stanford Presenteeism Scale, the General Health Questionnaire, and the Emotional Exhaustion Scale using convenience sampling. After item analysis, the subjects were randomly divided into two groups to verify the questionnaire structure. Study 1 revealed the nurses’ core symptoms when they go to work with illness, and the NPQ with 11 items was developed. Study 2’s item analysis revealed that 11 NPQ items had good discrimination (t = 22.67∼36.11, p < 0.01) and high homogeneity. Besides, the scale had good reliability (Cronbach’s = 0.93) and external criterion validity (r = 0.24∼0.84, p < 0.01). Thus, the NPQ can be used to measure presenteeism behaviour in nursing.