Background: This study investigated the association between presenteeism and the perceived availability of social support among hospital doctors in China. Methods: A questionnaire was administered by doctors randomly selected from 13 hospital in Hangzhou China using strati ed sampling. Logit model was used for data analysis. Results: The overall response rate was 88.16%. Among hospital doctors, for each unit increase of the perceived availability of social support, the prevalence of presenteeism was decreased by 8.3% (OR=0.91, P=0.000). In particular, if the doctors perceived availability of appraisal support, belonging support and tangible support as su cient, the act of presenteeism was reduced by 20.2% (OR=0.806, P=0.000) 20.4% (OR=0.803, P=0.000) and 21.0% (OR=0.799, P=0.000) respectively with statistical differences. Conclusion: In China, appraisal support, belonging support and tangible support, compared to other social support, had a stronger negative correlation with presenteeism among hospital doctors. The bene ts of social support in alleviating doctors' presenteeism warrant further investigation.

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Employees' turnover intention is a key problem that hotel managers face daily. This is partially explained by the inevitability of performing tasks with little significance and low identity. This study aims to understand how job embeddedness and job satisfaction could lessen the undesirable effect of task characteristics on turnover intentions. Design/methodology/approach A sample of 525 employees operating in 46 Portuguese hotels was used in this study. The questionnaire included demographic variables and four reliable instruments used to measure job satisfaction, job characteristics, job embeddedness, and turnover intentions. We used a multilevel statistical approach considering both the individual and the hotel levels of analysis. Findings Through multilevel statistics, our findings suggest that both at the individual and the hotel level of analysis, job satisfaction and job embeddedness fully mediated the relationship between different task characteristics (significance and identity) and turnover intentions. Research limitations/implications Despite a possible absence of common method variance, due to the confirmatory factor analysis, social desirability bias may exist because of the self-reported nature of the survey. Practical implications Managers should increase the perceived costs of employees leaving the hotel by introducing training programs and plans for career development. Also, in order to increase job embeddedness, managers should also rethink the organizational dynamics of this industry. Originality/value This research provides empirical evidence of the antecedents and mediators of employees' intentions to leave the hotel industry both at the individual and at the hotel level (multilevel approach).

The main objective of this study was to build a model, which includes personal and social factors, that helps to highlight factors that promote health-related quality of Life (HRQoL) in children and in adolescents. A sample of 3195 children and adolescents was acquired from 5th and 7th graders from all five Portuguese regions. In this study three independent latent variables were specified – Physical, Psychological and Social and two dependent latent variables were measured: Health behavior and Quality of Life. The integrative model was composed by different components: (1) health-related quality of life, integrated by 8 dimensions from KIDSCREEN-52; (2) health behavior, (3) variables related to physical health; (4) variables related to social health; (5) variables related to psychological health. As results were found strong correlation between psychological dimensions and self-esteem and other factors and a structural equation model was developed. The model presented a RMSEA index of .08. Similarly, adjustment levels for the CFI, NFI and IFI vary above or around .90, which suggests a good adjustment for the hypothesized model. The model presented significant qui-square.This study showed that in all the samples studied, the psychological variables were those that contributed at a superior level to HRQoL.

Presenteeism refers to attending work despite being ill. This article focuses on this innovative organizational concept. Data from nurses at a major Portuguese public hospital (N=296) reported some major causes of presenteeism, namely lower-back pain, breath infections, migraines and stress. Although females revealed higher prevalence levels for most of the presenteeism causes, no gender differences were found regarding the number of hours people were affected by presenteeism. Moreover, other work variables were correlated-age, perceived health state, number of working hours, income and seniority-with a presenteeism scale (SPS-6) and a Health Condition Index. Most importantly, a negative correlation was found between perceived health status and presenteeism. Additionally, more experienced and highly paid nurses tended to be less affected by presenteeism. Finally, the limitations of this study-as well as some implications of presenteeism on productivity loss-are discussed.