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The impact of conscientiousness, mastery, and work circumstances on subsequent absenteeism in employees with and without affective disorders

Overview of attention for article published in BMC Psychology, March 2017
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  • In the top 25% of all research outputs scored by Altmetric
  • Good Attention Score compared to outputs of the same age (76th percentile)
  • Average Attention Score compared to outputs of the same age and source

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Title
The impact of conscientiousness, mastery, and work circumstances on subsequent absenteeism in employees with and without affective disorders
Published in
BMC Psychology, March 2017
DOI 10.1186/s40359-017-0179-y
Pubmed ID
Authors

Almar A. L. Kok, Inger Plaisier, Johannes H. Smit, Brenda W. J. H. Penninx

Abstract

High numbers of employees are coping with affective disorders. At the same time, ambitiousness, achievement striving and a strong sense of personal control and responsibility are personality characteristics that are nowadays regarded as key to good work functioning, whereas social work circumstances tend to be neglected. However, it is largely unkown how personality characteristics and work circumstances affect work functioning when facing an affective disorder. Given the high burden of affective disorders on occupational health, we investigate these issues in the context of affective disorders and absenteeism from work. The principal aim of this paper is to examine whether particular personality characteristics that reflect self-governance (conscientiousness and mastery) and work circumstances (demands, control, support) influence the impact of affective disorders on long-term absenteeism (>10 working days). Baseline and 1-year follow-up data from 1249 participants in the Netherlands Study of Depression and Anxiety (NESDA) in 2004-2006 was employed. Multivariate logistic regression analyses were performed, including interaction effects between depressive, anxiety, and comorbid disorders and personality and work circumstances. In general, mastery and conscientiousness increased nor diminished odds of subsequent long-term absenteeism, whereas higher job support significantly decreased these odds. Interaction effects showed that the impact of affective disorders on absenteeism was stronger for highly conscientious employees and for employees who experienced high job demands. Affective disorders may particularly severely affect work functioning of employees who are highly conscientious or face high psychological job demands. Adjusting working conditions to their individual needs may prevent excessive work absence.

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Mendeley readers

Mendeley readers

The data shown below were compiled from readership statistics for 73 Mendeley readers of this research output. Click here to see the associated Mendeley record.

Geographical breakdown

Country Count As %
Unknown 73 100%

Demographic breakdown

Readers by professional status Count As %
Student > Ph. D. Student 14 19%
Student > Master 10 14%
Student > Bachelor 7 10%
Student > Doctoral Student 5 7%
Student > Postgraduate 5 7%
Other 15 21%
Unknown 17 23%
Readers by discipline Count As %
Medicine and Dentistry 16 22%
Psychology 10 14%
Social Sciences 7 10%
Nursing and Health Professions 5 7%
Business, Management and Accounting 3 4%
Other 12 16%
Unknown 20 27%
Attention Score in Context

Attention Score in Context

This research output has an Altmetric Attention Score of 8. This is our high-level measure of the quality and quantity of online attention that it has received. This Attention Score, as well as the ranking and number of research outputs shown below, was calculated when the research output was last mentioned on 16 April 2017.
All research outputs
#4,160,860
of 23,881,329 outputs
Outputs from BMC Psychology
#277
of 866 outputs
Outputs of similar age
#71,211
of 310,704 outputs
Outputs of similar age from BMC Psychology
#8
of 13 outputs
Altmetric has tracked 23,881,329 research outputs across all sources so far. Compared to these this one has done well and is in the 82nd percentile: it's in the top 25% of all research outputs ever tracked by Altmetric.
So far Altmetric has tracked 866 research outputs from this source. They typically receive a lot more attention than average, with a mean Attention Score of 18.2. This one has gotten more attention than average, scoring higher than 68% of its peers.
Older research outputs will score higher simply because they've had more time to accumulate mentions. To account for age we can compare this Altmetric Attention Score to the 310,704 tracked outputs that were published within six weeks on either side of this one in any source. This one has done well, scoring higher than 76% of its contemporaries.
We're also able to compare this research output to 13 others from the same source and published within six weeks on either side of this one. This one is in the 46th percentile – i.e., 46% of its contemporaries scored the same or lower than it.