SS6 - Working While Sick: Job Demands, Presenteeism, and Occupational Infectious Disease Risk
SCURS Disciplines
Psychology
Document Type
General Presentation (Oral)
Invited Presentation Choice
Not Applicable
Abstract
Workplace conditions can significantly influence both the spread of infectious disease and employees’ health-related behaviors. The Job Demands-Resources (JD-R) model provides a framework for examining how job demands and organizational resources may interact to affect employee strain and decision-making. In this study, we apply the JD-R model to investigate how occupational demands and resources relate to sickness presenteeism, infection outcomes, and burnout among employees in various industries. Sickness presenteeism refers to attending work while ill and may influence both individual recovery and the risk of transmission at work. A cross-sectional survey was conducted using the Prolific platform and included United States residents aged 18 or older and currently employed. Participants reported job demands, including time pressure, emotional demands, role ambiguity, and physical work conditions, as well as job and organizational resources, such as supervisor support, autonomy, recognition, stress management resources, and sick leave policies. Measures also included sickness presenteeism, infection frequency within the past 12 months, illness duration, workdays missed, and burnout symptoms. This study examines a) whether job demands are associated with greater presenteeism and burnout, b) whether job and organizational resources are associated with a lower likelihood of sickness presenteeism, and c) whether sickness presenteeism is correlated with burnout symptoms. By situating infectious disease risk within the JD-R framework, this research highlights how workplace structure may affect both employee well-being and illness-related behavior. Clarifying these relationships contributes to a more integrated understanding of occupational health and organizational support, as well as a better understanding of potentially efficacious intervention programs to enhance employee well-being and productivity.
Keywords
job demands-resources model, sickness presenteeism, occupational health, infectious disease, burnout
Start Date
10-4-2026 3:55 PM
Location
CASB 108
End Date
10-4-2026 4:10 PM
SS6 - Working While Sick: Job Demands, Presenteeism, and Occupational Infectious Disease Risk
CASB 108
Workplace conditions can significantly influence both the spread of infectious disease and employees’ health-related behaviors. The Job Demands-Resources (JD-R) model provides a framework for examining how job demands and organizational resources may interact to affect employee strain and decision-making. In this study, we apply the JD-R model to investigate how occupational demands and resources relate to sickness presenteeism, infection outcomes, and burnout among employees in various industries. Sickness presenteeism refers to attending work while ill and may influence both individual recovery and the risk of transmission at work. A cross-sectional survey was conducted using the Prolific platform and included United States residents aged 18 or older and currently employed. Participants reported job demands, including time pressure, emotional demands, role ambiguity, and physical work conditions, as well as job and organizational resources, such as supervisor support, autonomy, recognition, stress management resources, and sick leave policies. Measures also included sickness presenteeism, infection frequency within the past 12 months, illness duration, workdays missed, and burnout symptoms. This study examines a) whether job demands are associated with greater presenteeism and burnout, b) whether job and organizational resources are associated with a lower likelihood of sickness presenteeism, and c) whether sickness presenteeism is correlated with burnout symptoms. By situating infectious disease risk within the JD-R framework, this research highlights how workplace structure may affect both employee well-being and illness-related behavior. Clarifying these relationships contributes to a more integrated understanding of occupational health and organizational support, as well as a better understanding of potentially efficacious intervention programs to enhance employee well-being and productivity.