We adopted a thematic approach to the analysis because of the heterogeneous nature of the sickness presenteeism research. The majority of studies found that sickness presenteeism at baseline is a risk factor for future sickness absence and decreased self-rated health. However, our findings highlight that a consensus has not yet been reached in terms of physical and mental health. This is because the longitudinal studies included in this review adopt a wide variety of approaches including the definition of sickness presenteeism, recall periods, measures used and different statistical approaches which is problematic if this research area is to advance. Future research directions are discussed.

This paper draws upon the findings of qualitative interviews carried out with teleworkers, their office-based colleagues and supervisory staff of a teleworking initiative introduced by a UK public sector local authority to explore workplace social support relationships. Our study found differences between office-based and permanent teleworking staff in terms of social support. For teleworkers relationships at work are complex, with social support networks being established prior to working at home. By working from home, teleworkers were able to develop greater social support relationships with some colleagues, predominantly other teleworkers, while at the same time allowing them to distance themselves from negative work relationships. Overall, a social disconnection developed between teleworkers and office-based staff. In contrast social support was more important for office-based workers, who valued co-worker relationships with other office-based staff.

Workplace adjustments can facilitate voluntary sickness presenteeism. To reduce work disability and sickness absence, organizational policies should be sufficiently flexible to accommodate the needs of workers with fluctuating conditions. Implications for rehabilitation Individuals with rheumatoid arthritis (RA) are at high risk of work disability. Individuals' motivation to remain in work following onset of RA remains high, yet sickness presenteeism (working while ill) has received largely negative attention. It is important to distinguish between voluntary and involuntary forms of sickness presenteeism. Workplace adjustments facilitate voluntary sickness presenteeism (wanting to work despite illness) and improve job retention and productivity among workers with RA. Involuntary presenteeism (feeling pressured to work while ill) may occur if organizational policies are not sufficiently flexible to accommodate the needs of workers with RA.

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PurposeThis paper explores the perceptions of managers and employees, in one private and one public sector organization, towards an individual's decision to go to work despite being unwell, a phenomenon known as presenteeism in the literature. Design/methodology/approachQualitative interviews (n=33) were used to investigate the personal beliefs and attitudes of managers and employees towards presenteeism in an attempt to understand why individuals come into work despite being unwell, rather than taking time off work. FindingsThis paper explores the factors that influence an individual's decision to come into work despite being ill. Employee's who are unwell are likely to take into consideration a combination of factors before deciding whether to come into work or take sick leave. Our findings highlight the importance of both the work environment and an individual's personal motivation, including their work ethic, on presenteeism, providing further evidence that context is important. Originality/valueOur findings support previous research that attendance management mechanisms implement by the organization can lead to absenteeism. However, well designed and managed return to work policies can be of reciprocal benefit to both the organization and the employee.