Does Workplace Bullying Affect Long-Term Sickness Absence Among Coworkers?
Åse Marie Hansen1, Matias Brødsgaard Grynderup, Jens Peter Bonde
1Department of Public Health (Dr Hansen, Dr Grynderup, Dr Garde, Dr Rugulies); The National Research Centre for the Working Environment (Dr Hansen, Dr Garde, Dr Rugulies); Department of Neurology, Nordsjællands Hospital, Hillerød (Dr Grynderup); Department of Occupational and Environmental Medicine, Frederiksberg and Bispebjerg Hospital (Dr Bonde, Dr Mikkelsen, Dr Thomsen); Department of Psychology (Dr Conway, Dr Rugulies, Dr Hogh) University of Copenhagen, Copenhagen; Research Unit of Clinical Epidemiology, Institute of Clinical Research, University of Southern Denmark (Dr Kaerlev); Center for Clinical Epidemiology, Odense University Hospital (Dr Kaerlev); Department of Occupational Medicine, Danish Ramazzini Centre, Aarhus University Hospital (Dr Kolstad, Dr Willert), Denmark.
Aim:
To examine if non-bullied employees at work units (WUs) with workplace bullying have more long-term sickness absence (LTSA) than employees in non-bullying WUs.
Methods:
We included 7229 public health employees from 302 WUs and 3158 responders to a questionnaire on working conditions and health in 2007. WUs were classified into three categories of WUs; (1) no bullying (0% bullied); (2) moderate prevalence of bullying (less than 10% bullied); and (3) high prevalence of bullying (more than or equal to 10% bullied). LTSA (more than or equal to 30 consecutive days of sickness absence) during the following 2 years was obtained by linkage to the Danish register of sickness absence compensation benefits and social transfer payments.
Results:
Non-bullied coworkers in WUs, where bullying was reported had 15% to 22% more LTSA compared with non-bullying WUs.
Conclusion:
Workplace bullying may be associated with LTSA in the entire WU.
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