WORK ENVIRONMENT AND SICK LEAVE: An analysis about relationships between work environment and sick leave with the focus on Norwegian Public Sector
Master thesis
Permanent lenke
https://hdl.handle.net/11250/3172277Utgivelsesdato
2024Metadata
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Sammendrag
This thesis explores the relationship between work environment factors and employee sick leave in Norwegian workplaces with special focus on Norwegian public sector and explores various preventive measures that can mitigate health risks and improve workplace well-being. A theoretical framework in chapter 3 is established through an overview of key concepts and legal foundations, particularly the Norwegian Working Environment Act, which mandates organizational responsibility for fostering a safe and supportive work environment. In Survey data from Statistics Norway approximately 38% of sick leave among Norwegian employees are attributed to various work environment conditions, underscoring the significant impact of both psychosocial and physical factors on absenteeism (Statens arbeidsmiljøinstitutt, 2024).
Psychosocial factors as explored in chapter 3.2.1, including job demands, control, and rewards, are identified as crucial determinants of mental health, with high demands paired with low control leading to increased stress, burnout, and mental health issues. Social dynamics, such as workplace conflicts, harassment, and a lack of support, further contribute to a toxic work environment, driving up rates of anxiety and depression. Organizational factors as explored in chapter 3.2.2, such as workspace layout, job security, and employment stability, play critical roles in employee well-being, as evidenced by higher sickness absence among employees in temporary roles and open office settings during organizational restructures. Additionally, Ergonomic factors as explored in chapter 3.2.3, such as ergonomic challenges, repetitive motions, and extended standing, are also linked to musculoskeletal issues and longer-term health problems.
In response to these challenges, the thesis explores in chapter 4 key preventive measures that both private and public sector agencies can adopt to reduce absenteeism, including occupational health services, the establishment of safety representatives, working environment committees, and systematic risk assessments. These strategies aid in creating a work culture that prioritizes physical safety and psychological well-being. Leadership is highlighted as a key factor in promoting a positive work environment, with effective leaders balancing workloads, supporting development, and fostering open communication. Nonetheless, leaders in the public sector can also face limitations imposed by budget constraints, bureaucratic processes, and frequent organizational changes, which can constrain their ability to fully support a healthy workplace.
The findings emphasize that the effectiveness of these preventive measures depends on both consistent implementation and employee awareness. While many organizations provide such measures, a significant proportion of employees remain unaware of them, limiting their impact (Statistisk sentralbyrå et al., 2024). This thesis concludes that a systematic, collaborative, and leadership-driven approach is essential for reducing sick leave in the public sector. By implementing various preventive measures, organizations can cultivate a resilient, engaged, and healthier workforce, ultimately enhancing productivity and organizational sustainability.