Conclusion theoretical framework

This literature study was conducted in the context of the main research question: “How can

the sickness absenteeism rate at the organisation be reduced with measures at organisational level which are in line with the existing way of working?” In this literature study first the sub- question ‘What is sickness absenteeism?’ was central. This to investigate what actually is

meant by ‘sickness absenteeism’ in the first part of the main research question. In summary, it

can be concluded that sickness absenteeism can be defined as ‘the incapacity for the

performance of work because of sickness or disability’(Bastiaanssen et al., 2008; Geurts & Smulders, 2006). Here the health complaints which cause sickness absenteeism can be of a physical or mental nature. Next to this, sickness absenteeism can be classified into three types of sickness absenteeism: short-term, medium-term and long-term sickness absenteeism. For a given sickness absenteeism percentage the reporting frequency and the duration of absence can help to explain the type of sickness absenteeism. If an employee reports sick depends on the perceived absenteeism threshold which is created by the perceived absenteeism

opportunity and the absenteeism need. Here a distinction can be me made into white, gray and black sickness absenteeism.

Because of the literature study it is now known what sickness absenteeism means. It is also known that the sickness absenteeism opportunity is important for sickness absenteeism. Also insight is gained into organisational factors which may influence the sickness

absenteeism. In the remainder of this study there will be examined what the sickness

absenteeism is at the organisation. So the following question will be central in the remainder of this study:

1. What is the sickness absenteeism at the organisation?

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Here the described nature, reporting frequency, duration and type of sickness absenteeism of the literature study will be used in determining the sickness absenteeism at the organisation.

The second part of the main research question is about ‘the measures at organisational level’ with which the the organisation may reduce the sickness absenteeism. Therefore in this

literature study it was first examined what possible explanations for sickness absenteeism are. This is done by answering the second sub-question of this literature study: ‘What are causes for sickness absenteeism?’ Therefore the four best known models in the Netherlands to

explain sickness absenteeism were described. In summary, the ‘medical model’ focuses on the limitations of the employee and tries to reduce the sickness absenteeism by improving the health of employees. The ‘decision model’ suggests that absenteeism is a choice and the focus lies on what the employee still can do. Reducing the sickness absenteeism is dependent on factors such as the social environment and the motivation to be present. The ‘load-load capacity model’ states that there must be a balance between the work load and the load capacity of the employee. The focus here is on the working conditions. Furthermore, according to the ‘job demands and -resources model’ there must be a balance between the work stressors and the energy which the employee gets from the work. To reduce the sickness absenteeism the work stressors should be limited and the energy resources should be

encouraged to increase the motivation of the employee. An overarching model of these models was made in which the causes which affect the reporting sick of employees are included. This model has formed the basis for the composition of the organisational factors which the organisation may influence to reduce the sickness absenteeism. So this sub-question is answered as an intermediate step for forming a good literature basis for the continuation of this research in answering the third sub-question in this literature study.

So subsequently, on the basis of this model in the literature is examined how to answer the third sub-question of this literature study: ‘What organisational factors can reduce the sickness absenteeism in an organisation?’ In summary, these factors could be classified as

physical and environmental factors, psychological factors, psychosocial factors and work characteristics. It appeared that regarding the physical and environmental factors a poor working posture, a poor work environment and poor living habits are important in reducing sickness absenteeism. For the psychological factors high cognitive demands and a poor self- efficacy turned out to be of influence. The psychosocial factors consist of much unacceptable behaviour, a high work load and poor social support. Concerning the work characteristics poor work content, few control options, few training and development opportunities, a poor work-life balance, low work time control and low job satisfaction appeared to be important in reducing sickness absenteeism.

Now it is known what organisational factors are important in reducing sickness absenteeism, in the remainder of this study it will be examined to what extent these

organisational factors, which emerged from the literature, are present at the organisation. It will be investigated how employees of the organisation perceive the presence of these

organisational factors which are of influence on the sickness absenteeism in the organisation. In this way it is investigated which organisational factors the organisation should improve to reduce the sickness absenteeism. Thus the following question will also be central in the remainder of this study:

2. How do employees of the organisation experience the organisational factors which may influence the sickness absenteeism in the organisation?

The third part of the main research question is about ‘the existing way of working’ at the

organisation. Here it is about what the current policy concerning sickness absenteeism in the organisation is. In answering the third sub-question of this literature study it turned out that the absenteeism opportunity is also an important factor in reducing the sickness absenteeism

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in an organisation. In summary, in the literature study it came forward that concerning the absenteeism opportunity an effective absenteeism policy, good employment conditions and a strong absenteeism culture are important in reducing sickness absenteeism. In the remainder of this research there will be investigated to what extent these factors are present at the

organisation and how these factors are perceived by the employees of the organisation. So the actual and the perceived absenteeism opportunity and the difference between these two will be examined. In this way it is investigated which aspects of the sickness absenteeism policy the organisation should improve to reduce the sickness absenteeism. Therefore, the following question will also be central in the remainder of this study:

3. What is the difference between the actual and the perceived absenteeism opportunity at the organisation?

Now there has been described what this literature study has yielded, the sickness absenteeism of the organisation will be further examined in practice. The three described research

questions will form a guideline for this. However, for the benefit of a logical structure the three research questions will be discussed in the following way in the remainder of this study:

1. What is the sickness absenteeism at the organisation?

2. What is the difference between the actual and the perceived absenteeism opportunity at the organisation?

3. How do employees of the organisation experience the organisational factors which may influence the sickness absenteeism in the organisation?

These three research questions will be used to answer the main research question in this study:

“How can the sickness absenteeism rate at the organisation be reduced with measures at organisational level which are in line with the existing way of working?” The conceptual model of Figure 10 forms the end product of this literature study and displays the elements which are central in the remainder of this study to answer the main research question (the aspects shown in bold). This model displays the aspects of the sickness absenteeism (nature, frequency, duration and type of absenteeism), the factors on which the actual and the

perceived absenteeism opportunity may differ and the organisational factors which are investigated in the remainder of this study. The research design in the next chapter is built on this conceptual model of sickness absenteeism and these three newly formulated research questions.

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