Table 2 Regulatory mechanisms against absenteeism [138]
Regulatory mechanism | Findings |
|---|---|
Changes in organizational culture, including attendance policies | Effective and increased performance, reduced absenteeism |
Restriction or prohibition of private practice | Workers only engaged in public sector work |
Changes in employment contracts from fixed to permanent posts | Higher absence rates for those in permanent posts. Higher job security, but higher rates of dual practice in public and private sectors |
Improving work environments (five dimensions of recurrent change: supervisor, task, colleagues, working hours, or location) | Job satisfaction increased, less burnout, less sickness-related absence. Changes perceived both as positive and as negative by employees, with some preferring change and others preferring stability |
Financial and incentive mechanisms, such as providing financial rewards for good attendance | Sometimes effective, others inconclusive |
Health intervention mechanisms, such as vaccination and exercise programs that aim at reducing work-related ill-health and absence | Was effective in reducing absenteeism where the program was prolonged and by including vaccination for seasonal prolonged epidemics |
Mandatory attendance and surveillance of absenteeism behavior during disaster | Ethical concerns against public liberties |