Psychometrics of Job Stress-Related Presenteeism Scale among Turkish Nurses.

Presenteeism occurs when workers are present at work but with diminished work capacity due to illness, stress, or other causes. Recent studies report that nursing is one of the leading professional groups experiencing presenteeism. Although studies of illness-related presenteeism predominate, fewer studies have investigated stress-related presenteeism. Nurses in Turkey are particularly vulnerable to stress-related presenteeism because of the country's low nurse-to-patient ratio. A scale for measuring presenteeism from job stress - the Job-Stress-Related-Presenteeism Scale-has been developed but not validated. This study had two objectives: to adapt the Job-Stress-Related-Presenteeism Scale to Turkish to use in measuring of presenteeism from job stress among nurses; and to assess the scale's validity. We conducted a cross-sectional study to test the content validity, construct validity, reliability, and stability of a Turkish version of the Job-Stress-Related Presenteeism Scale on a sample of 261 nurses. The content validity index of the Job-Stress-Related Presenteeism Scale was .65. Item-total score correlation values varied between .44 and .77. The confirmatory factor analyses confirmed the six-item, one-factor construct. The Cronbach's alpha internal consistency coefficient was .86. Results indicated that our adapted version of the Job-Stress-Related Presenteeism Scale is valid and suitable for use in Turkey.

Measuring Presenteeism From Work Stress: The Job Stress-Related Presenteeism Scale.

OBJECTIVE: Presenteeism can result from a variety of causes, one of which is job stress. This study examined the factor structure and validity of the Job Stress-Related Presenteeism Scale (JSRPS). METHODS: Using three organizational samples, the study aimed to determine the factor structure of the JSRPS, its relationship to a sickness presenteeism scale, and the association between the JSRPS and associated concepts. RESULTS: Exploratory and confirmatory factor analyses supported a reliable 6-item, 2-factor model for the JSRPS. JSRPS scores were associated with higher levels of psychological distress, workplace harassment, and turnover intentions and lower levels of job satisfaction, and work engagement. The JSRPS had stronger associations with psychological distress and workplace harassment than did the Stanford Presenteeism Scale. CONCLUSIONS: Results suggest that the JSRPS provides a valid measure of presenteeism resulting from job stress.

Risky Business: A Mediated Model of Antecedents and Consequences of Presenteeism in Nursing.

BACKGROUND: Nurses are a high-risk group for presenteeism: When one is present at work but not fully engaged. Presenteeism can occur because of multiple work, personal, and event factors and is linked to negative nurse, patient, and organizational outcomes. A model that accounts for the multiple antecedents that lead to presenteeism, as well as its consequences, is needed. OBJECTIVE: The aim of this study was to evaluate our proposed presenteeism in nursing model among registered nurses in the United States by examining the fit of the data with the model. METHODS: Four hundred forty-seven registered nurses who provide direct patient care completed a cross-sectional survey on presenteeism, its antecedents and consequences, and demographics. Structural equation modeling was used to test relationships in the proposed model and overall model fit. RESULTS: The presenteeism in nursing model holistically accounted for significant presenteeism antecedents and consequences. There were significant relationships between work environment, perceived stress and work-life balance, and presenteeism. There were also significant relationships between presenteeism and missed care, and burnout. DISCUSSION: These relationships align with prior research and identify antecedents and consequences of presenteeism. This model can be used by practitioners and researchers to develop interventions addressing presenteeism to improve health system, nurse, and patient outcomes.

How to Know if You're Really There: An Evaluation of Measures for Presenteeism in Nursing.

OBJECTIVES: To report presenteeism prevalence across presenteeism measures from the work-stress and sickness domains. To evaluate the psychometric fit of those measures in a nursing population. METHODS: Cross-sectional descriptive survey of 447 US RNs using five reliable and validated measures of presenteeism: Stanford Presenteeism Scale (SPS), Job-Stress-Related Presenteesim Scale (JSRPS), Healthcare Productivity Scale (HPS), Nurses Work Functioning Questionnaire (NWFQ), and Health and Work Questionnaire (HWQ). The survey was evaluated using descriptive, exploratory, and confirmatory factor analysis. RESULTS: Mean rates among nurses (SPS = 19.50, JSRPS = 2.1, HPS = -15.1, NWFQ = 17.0, and HWQ = 6.7) were higher than previously published and spanned both job-stress and sickness domains of presenteeism. We identified different factor structures than previously published for three of the five instruments. CONCLUSION: An inclusive conceptualization of presenteeism that includes work-stress and sickness domains is crucial to developing future measures and interventions for presenteeism.

A fluorescence-based assay for p38α recruitment site binders: identification of rooperol as a novel p38α kinase inhibitor.

A new p38α inhibitor: Using a D-recruitment site (DRS) probe for p38α which exploits covalent interaction with Cys119 and alkyne-azide "click" chemistry to identify small molecules that recognize the p38α DRS, the anti-inflammatory natural product rooperol was identified as a novel p38α inhibitor.