Stacey R. Long

Bio: Stacey R. Long is an academic researcher from Cornell University. The author has contributed to research in topics: Productivity & Presenteeism. The author has an hindex of 6, co-authored 6 publications receiving 1309 citations.

Health, absence, disability, and presenteeism cost estimates of certain physical and mental health conditions affecting U.S. employers.

Abstract: Evidence about the total cost of health, absence, short-term disability, and productivity losses was synthesized for 10 health conditions. Cost estimates from a large medical/absence database were combined with findings from several published productivity surveys. Ranges of condition prevalence and associated absenteeism and presenteeism (on-the-job-productivity) losses were used to estimate condition-related costs. Based on average impairment and prevalence estimates, the overall economic burden of illness was highest for hypertension ($392 per eligible employee per year), heart disease ($368), depression and other mental illnesses ($348), and arthritis ($327). Presenteeism costs were higher than medical costs in most cases, and represented 18% to 60% of all costs for the 10 conditions. Caution is advised when interpreting any particular source of data, and the need for standardization in future research is noted.

The application of two health and productivity instruments at a large employer.

Abstract: We applied two productivity instruments (the Work Productivity Short Inventory and the Work Limitations Questionnaire) to the same employees working at a large telecommunications firm. In this work we note differences in productivity metrics obtained from these instruments and offer reasons for those differences that may be related to their design. Within this sample, average at-work productivity (presenteeism) losses were 4.9% as measured by the WLQ and 6.9% as measured by the WPSI. These translated into losses of approximately $2000 to $2800 per employee per year, respectively. Total productivity losses were usually not associated with demographics or job type but were associated with perceived health status and the existence of particular medical conditions. Both instruments may be useful for employers who want to estimate productivity losses and learn where to focus their energy to help stem those losses.

Development and reliability analysis of the Work Productivity Short Inventory (WPSI) instrument measuring employee health and productivity.

Abstract: The Work Productivity Short Inventory (WPSI), also known as the Wellness Inventory, was developed to quickly assess the prevalence of medical problems that may influence work productivity and the financial implications of those problems. The WPSI asks respondents to note the amount of time missed from work resulting from 15 medical conditions and the amount of unproductive time spent at work when affected by the condition. Three versions of the WPSI were compared that differed according to the length of the recall period (12 months, 3 months, or 2 weeks). The reliability of the financial metrics generated from the WPSI was assessed for each version and found to be adequate, ranging from 0.66-0.74 in this application. The WPSI was found to be a highly reliable tool for estimating the prevalence of medical conditions that influence work productivity. The dollar impact of the associated productivity losses were found to be reliable enough to meet the instrument's intended purpose, which is to help employers understand relationships between disease and productivity, thereby contributing to the design of interventions to relieve these problems. The needs of the researcher should dictate which version of the WPSI to use.

A validity analysis of the Work Productivity Short Inventory (WPSI) instrument measuring employee health and productivity.

Abstract: The Work Productivity Short Inventory (WPSI) was developed to quickly estimate decrements in productivity associated with 15 common disease conditions. Three versions of the WPSI were developed that differed according to the length of the recall period (12 months, 3 months, or 2 weeks). The content, predictive, and construct validity of metrics generated from the WPSI were assessed based on response patterns found in the 3 versions and via comparison to information in national data sources or in the subject company's medical care claims and short-term disability program files. The WPSI provided evidence of content and construct validity to support its intended purpose. Evidence for predictive validity was weaker but still present. The WPSI can be used to provide information on the relative importance of health conditions that affect productivity at work for a large group of employees.

Health, absence, disability, and presenteeism cost estimates of certain physical and mental health conditions affecting U.S. employers.

Abstract: Evidence about the total cost of health, absence, short-term disability, and productivity losses was synthesized for 10 health conditions. Cost estimates from a large medical/absence database were combined with findings from several published productivity surveys. Ranges of condition prevalence and associated absenteeism and presenteeism (on-the-job-productivity) losses were used to estimate condition-related costs. Based on average impairment and prevalence estimates, the overall economic burden of illness was highest for hypertension ($392 per eligible employee per year), heart disease ($368), depression and other mental illnesses ($348), and arthritis ($327). Presenteeism costs were higher than medical costs in most cases, and represented 18% to 60% of all costs for the 10 conditions. Caution is advised when interpreting any particular source of data, and the need for standardization in future research is noted.

Presenteeism in the workplace: A review and research agenda.

Abstract: Presenteeism refers to attending work while ill. Although it is a subject of intense interest to scholars in occupational medicine, relatively few organizational scholars are familiar with the concept. This article traces the development of interest in presenteeism, considers its various conceptualizations, and explains how presenteeism is typically measured. Organizational and occupational correlates of attending work when ill are reviewed, as are medical correlates of resulting productivity loss. It is argued that presenteeism has important implications for organizational theory and practice, and a research agenda for organizational scholars is presented. Copyright © 2009 John Wiley & Sons, Ltd.

The Health and Cost Benefits of Work Site Health-Promotion Programs

Abstract: We review the state of the art in work site health promotion (WHP), focusing on factors that influence the health and productivity of workers. We begin by defining WHP, then review the literature that addresses the business rationale for it, as well as the objections and barriers that may prevent sufficient investment in WHP. Despite methodological limitations in many available studies, the results in the literature suggest that, when properly designed, WHP can increase employees' health and productivity. We describe the characteristics of effective programs including their ability to assess the need for services, attract participants, use behavioral theory as a foundation, incorporate multiple ways to reach people, and make efforts to measure program impact. Promising practices are noted including senior management support for and participation in these programs. A very important challenge is widespread dissemination of information regarding success factors because only approximately 7% of employers use all the program components required for successful interventions. The need for more and better science when evaluating program outcomes is highlighted. Federal initiatives that support cost-benefit or cost-effectiveness analyses are stressed, as is the need to invest in healthy work environments, to complement individual based interventions.