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Non-Specific: (Kessler et al., 2004; n = 551)

• Excellent test-retest reliability of HPQ Presenteeism Scale (ICC = 0.89)

Non-Specific: (Kessler et al., 2003; n = 2,350)

• Excellent: Cronbach¡¯s alpha for customer service representatives (n=505) was 0.81

• Adequate: Cronbach¡¯s alpha for reservation agents (n=441) was 0.74

Predictive validity:

Non-Specific: (Kessler et al., 2004; n = 551)

• Trichotomized HPQ presenteeism scale significantly predicted supervisor ratings of high and low performance
  • With workers with HPQ scores in the high performance category defined with an OR of 1.0, workers with HPQ medium and low scores had ORs of 2.2 and 5.0 respectively in predicting supervisor ratings of high performance.
  • With workers with HPQ scores in the high performance category defined with an OR of 1.0, workers with HPQ medium and low scores had ORs of 2.1 and 3.9 respectively in predicting supervisor ratings of low performance.

• Excellent convergent validity between HPQ self-reports about absenteeism and payroll work absence records among reservation agents (n = 441) and railroad engineers (n = 850) (r=0.61-0.87)

Non-Specific: (Kessler et al., 2004; n = 551)

• Reliability of HPQ change score was 0.73 and the stability of true presenteeism was 0.59 over a two-month time period
  • The formula for computing the reliability of the HPQ change score implies that the reliability of the score increases as the time interval increases. Over longer time intervals, the stability of true presenteeism would decrease and the reliability of the HPQ change score would increase proportionally.

 Arthritis: (AlHeresh et al., 2017; n = 287; mean age = 50.4; SEM calculated from SD/square root of sample size, i.e. SD/16.94).

• SEM for absolute score: 1.08
• SEM for relative score: 0.0177

 Arthritis: (AlHeresh et al., 2017; MDC calculated from 1.96 x SEM x square root of 2)

• MDC for absolute score: 2.98
• MDC for relative score: 0.0489

Arthritis: ( AlHeresh et al., 2017; n = 287; mean age = 50.4)

• HPQ absolute score: Mean = 74.1 (18.3), range 0 - 100
• HPQ relative score: Mean = 1.0 (0.3), range 0.25 - 2.0

Predictive validity:

Arthritis: (Wang et al., 2003; n = 2,350)

• 17.8 (SE = 6.2) annual excess absenteeism and presenteeism days combined (p < 0.05)
  • When the annual excess absenteeism and presenteeism days are expressed as a rate per 100 overall workers in the workforce, arthritis is associated with the largest aggregate effects for three of the four occupations: reservation agents (226.4 [79.2]), executives (167.6 [58.7]), and railroad engineers (328.0 [114.8]). Arthritis was second-highest for customer service representatives (217.5 [76.1]). 

Convergent validity:

Arthritis: (AlHeresh et al., 2017)

• Results suggest differences in construct validity depending on the scoring method used (higher correlations when using HPQ absolute vs relative score, although correlations still weaker than expected)

Convergent validity between Health Performance Questionnaire (HPQ) and other measures by HPQ scoring method:

Predictive validity:

Asthma: (Wang et al., 2003; n = 2,350)

• 19.4 (SE = 8.6) annual excess absenteeism and presenteeism days combined (p < 0.05)
  • When the annual excess absenteeism and presenteeism days are expressed as a rate per 100 overall workers in the workforce, asthma is associated with the second-largest aggregate effects for executives (77.6 [34.6]), the third-highest effects for customer service agents (201.8 [89.9]) and railroad engineers (106.7 [47.5]), and the lowest effect for reservation agents (110.6 [49.2]).

COPD/Emphysema: (Wang et al., 2003; n = 2,350)

• 42.9 (SE = 17.0) annual excess absenteeism and presenteeism days combined (p < 0.05)
  • When the annual excess absenteeism and presenteeism days are expressed as a rate per 100 overall workers in the workforce, COPD/Emphysema is associated with the smallest aggregate effects for three of the four occupations: executives (17.1 [6.9]), customer service representatives (60.0 [33.9]) and railroad engineers (85.7 [34.1]). COPD/Emphysema was third-highest for reservation agents (128.6 [51.1]).

 Predictive validity:

Depression: (Wang et al., 2003; n = 2,350)

• 15.1 (SE = 7.4) annual excess absenteeism and presenteeism days combined (p < 0.05)
  • When the annual excess absenteeism and presenteeism days are expressed as a rate per 100 overall workers in the workforce, depression is associated with the largest aggregate effects for customer service agents (219.1 [107.9]), the second-highest for reservation agents (181.3 [89.3]) and railroad engineers (133.0 [65.5]), and the second-lowest effect for executives (58.9 [29.0]).