Attendance dynamics at work: The antecedents and correlates of presenteeism, absenteeism, and productivity loss.

Johns, Gary

doi:10.1037/a0025153

Cited by 257 publications

(344 citation statements)

References 118 publications

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“…Furthermore, research has already shown that how employees perceive the working environment matters to the decision of attending work when ill or not (Biron, Brun, Ivers, & Cooper, 2006). Johns (2011) also found in a sample of Canadian business school graduates that presenteeism days was positively associated with task significance and ease of replacement, and negatively associated with neuroticism, equity, job security, internal health locus of control, and the perceived legitimacy of absence. It is thus plausible to infer that both personality traits (e.g., neuroticism) and work environment factors (e.g., pressure to attend) may contribute to the prevalence of presenteeism.…”

Section: Divergent Motives For Presenteeismmentioning

confidence: 88%

Unhealthy and present: Motives and consequences of the act of presenteeism among Taiwanese employees.

Lin

Cooper

2013

Journal of Occupational Health Psychology

113

168

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The aim of this study was twofold: first, to delineate the underlying motives of the act of presenteeism and develop suitable measures for both the motives and the behavioral manifestation of the act; second, to systematically examine work and health consequences of the act of presenteeism in a Chinese work context. Using structured questionnaires, we employed a 2-wave panel study design in which antecedents, motives, and consequences of the act of presenteeism were measured in a diverse sample of 245 full-time Chinese employees in Taiwan. Hierarchical regression analyses showed that self-efficacy and neuroticism were significantly associated with approach and avoidance motives for the act of presenteeism, respectively. Moreover, analyzing the panel data with fixed effects specifications, we found that the act of presenteeism was negatively associated with employees' physical health, mental health, and job satisfaction, whereas it was positively associated with exhaustion. In conclusion, the present study shed some light on motives, behavioral manifestations, antecedents, and consequences of the act of presenteeism to extend the existing literature.

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Section: Divergent Motives For Presenteeismmentioning

confidence: 88%

Unhealthy and present: Motives and consequences of the act of presenteeism among Taiwanese employees.

Lin

Cooper

2013

Journal of Occupational Health Psychology

113

168

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“…Most common was a self-report of the number of days the respondent had attended work while ill over some designated time period, usually a year (e.g., "How many days did you go to work in the past six months even though you were sick or not feeling well? ", Johns, 2011). An alternative measure queried respondents on the subjective extent to which they had engaged in such behavior, using Likert or relative frequency response formats (e.g.…”

Section: Methods the Meta-analytic Databasesmentioning

confidence: 99%

“…However, Johns (2011) has pointed out that both behaviors can be used strategically to fulfill perceived social obligations and manage one's social adjustment in the workplace. Also, presenteeism would seem to be susceptible to the same kind of social influence that has been well documented for absenteeism (e.g., Addae, Johns, & Boies, 2013;Dello Russo, Miraglia, Borgogni, & Johns, 2012;Diestel, Wegge, & Schmidt, 2014).…”

mentioning

confidence: 99%

Going to work ill: A meta-analysis of the correlates of presenteeism and a dual-path model.

Miraglia

Johns²

2016

Journal of Occupational Health Psychology

Self Cite

383

679

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Interest in presenteeism, attending work while ill, has flourished in light of its consequences for individual well-being and organizational productivity. Our goal was to identify its most significant causes and correlates by quantitatively summarizing the extant research. Additionally, we built an empirical model of some key correlates and compared the etiology of presenteeism versus absenteeism. We used meta-analysis (in total, K=109 samples, N=175,965) to investigate the correlates of presenteeism and meta-analytic structural equation modeling to test the empirical model. Salient correlates of working while ill included general ill health, constraints on absenteeism (e.g., strict absence policies, job insecurity), elevated job demands and felt stress, lack of job and personal resources (e.g., low support and low optimism), negative relational experiences (e.g., perceived discrimination), and positive attitudes (satisfaction, engagement, commitment). Moreover, our dual process model clarified how job demands and job and personal resources elicit presenteeism via both health impairment and motivational paths, and they explained more variation in presenteeism than absenteeism. The study sheds light on the controversial act of presenteeism, uncovering both positive and negative underlying mechanisms.The greater variance explained in presenteeism as opposed to absenteeism underlines the opportunities for researchers to meaningfully investigate the behavior and for organizations to manage it.Keywords: presenteeism; absenteeism; meta-analysis; health; demands. The term presenteeism has been used in several ways in the literature over the years, and Johns (2010) reviewed nine distinct definitions of the concept (see also Wężyk & Merecz, 2013).However, recent scholarly treatment has converged on two main definitions. The first of these is attending work while ill (Aronsson, Gustafsson, & Dallner, 2000). The second definition, which dominates the occupational medicine literature, is productivity loss stemming from attending while ill (Turpin et al., 2004). Although affirming the importance of the latter phenomenon, Johns (2010Johns ( , 2012 questioned this definition for conflating cause with effect and pre-empting the study of the causes of going to work ill. In the meta-analyses to be reported here we restrict the purview to the causes and correlates of the act of presenteeism-going to work ill. Most research on productivity loss has concentrated on its association with various medical conditions. Perhaps the most interesting thing about presenteeism is that it represents a muchoccupied but only recently studied state between being absent (and ostensibly exhibiting no productivity) and fully productive work engagement. Presentees will vary in their productivity due to a host of personal and contextual circumstances, such as the exact nature of their health Presenteeism correlates: A meta-analysis 4 problems. Nonetheless, they are unlikely to be fully engaged and fully productive. Hence, the causes and corre...

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“…First, the vast majority of research on presenteeism has focused predominantly on its prevalence, determinants, and financial costs, and has omitted research into potential motivational and attitudinal consequences (Karanika-Murray, Ikhlaq, Williams, & Biron, under review). Second, the field is conceptually poor and in need of development (Dickson, 2013;Johns, 2011). The present study aims to address these important omissions.…”

Section: Sickness Presenteeism Determines Job Satisfaction Via Affectmentioning

confidence: 99%

Sickness presenteeism determines job satisfaction via affective-motivational states

Karanika‐Murray

Pontes

Griffiths

et al. 2015

Social Science & Medicine

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Sickness presenteeism determines job satisfaction via affective-motivational states AbstractResearch on the consequences of sickness presenteeism, or the phenomenon of attending work whilst ill, has focused predominantly on identifying its economic, health, and absenteeism outcomes, neglecting important attitudinal-motivational outcomes. A mediation model of sickness presenteeism as a determinant of job satisfaction via affective-motivational states (specifically engagement with work and addiction to work) is proposed. This model adds to the current literature, by focusing on (i) job satisfaction as an outcome of presenteeism, and (ii) the psychological processes associated with this. It posits presenteeism as psychological absence and work engagement and work addiction as motivational states that originate in that. An online survey was completed by 158 office workers on sickness presenteeism, work engagement, work addiction, and job satisfaction. The results of bootstrapped mediation analysis with observable variables supported the model. Sickness presenteeism was negatively associated with job satisfaction. This relationship was fully mediated by both engagement with work and addiction to work, explaining a total of 48.07% of the variance in job satisfaction. Despite the small sample, the data provide preliminary support for the model. Given that there is currently no available research on the attitudinal consequences of presenteeism, these findings offer promise for advancing theorising in this area.Keywords: presenteeism, job satisfaction, work engagement, work addiction, psychological There are two issues in the field that need to be addressed. First, the vast majority of research on presenteeism has focused predominantly on its prevalence, determinants, and financial costs, and has omitted research into potential motivational and attitudinal consequences (Karanika-Murray, Ikhlaq, Williams, & Biron, under review). Second, the field is conceptually poor and in need of development (Dickson, 2013;Johns, 2011). The present study aims to address these important omissions. It achieves this by presenting a model of presenteeism and three attitudinal-motivational outcomes.Insofar as presenteeism may signify physical presence and psychological absence, it can be linked with affective-motivational states (i.e., work engagement, work addiction, and job satisfaction). Affective-motivational states are rooted in physical and psychological presence. Presenteeism may deplete satisfaction with work because, mentally and physically, the individual is unable to perform to their full capacity and achieve expected outcomes.When psychological presence is jeopardised, as in the case of temporary illness, people may disengage from work but still feel a need to work by being physically present in the workplace. Therefore, weakened psychological presence may be linked to weakened affective evaluations of work (i.e., job satisfaction) through its effect on affective-motivational states (i.e., work engagement and work addiction). In ...

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Attendance dynamics at work: The antecedents and correlates of presenteeism, absenteeism, and productivity loss.

Cited by 257 publications

References 118 publications

Unhealthy and present: Motives and consequences of the act of presenteeism among Taiwanese employees.

Unhealthy and present: Motives and consequences of the act of presenteeism among Taiwanese employees.

Going to work ill: A meta-analysis of the correlates of presenteeism and a dual-path model.

Sickness presenteeism determines job satisfaction via affective-motivational states

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