The effect of presenteeism among Bangladeshi employees

Abstract

PurposePresenteeism refers to attending work while ill and not being able to work to full capacity. Applying the social cognitive theory (SCT), this paper examines the relationships among presenteeism, job satisfaction (JS), and employee turnover intentions (ETIs), and the mediational influence of JS on the relationship between presenteeism and ETIs.Design/methodology/approachA web-based survey, including a pilot test, was administered to collect data targeting a sample of 200 full-time Bangladeshi employees. With a two-step method of the structural equation modelling technique, this paper examines four hypotheses among the variables of presenteeism, JS and ETIs.FindingsSignificant negative relationships were identified between presenteeism and JS, as well as between JS and ETIs. Further investigations showed a significant positive relationship between presenteeism and ETIs. Notably, presenteeism on ETIs was found to be fully mediated by JS.Practical implicationsThe study results suggest that presenteeism can be detrimental to both JS and ETIs among Bangladeshi employees; however, a reduction in rates of presenteeism can be achieved if employees' JS is valued and increased. Both the theoretical and managerial implications, including future research opportunities, are discussed.Originality/valueFollowing the SCT, this paper extends the knowledge of presenteeism in a non-Western context. It is also a first reported empirical study among Bangladeshi employees demonstrating the influence of presenteeism and its detrimental effects on employees' motivational behaviour. This study makes a unique contribution to the presenteeism literature by examining JS and ETIs from the perspective of SCT.

Promoting meaningfulness in work for higher job satisfaction: will intent to quit make trouble for business managers?

“…Despite geopolitical and environmental challenges, Bangladesh achieved Millennium Development Goals (MDGs) and accepted the 2030 United Nations' Sustainable Development Goals (SDGs) like other countries (Sachs et al, 2020;Haque, 2021c). According to Rahman (2021), Bangladesh ranks better than other South Asian countries in the SDG Index.…”

“…This paper will directly contribute to six of them, such as health and wellbeing (SDG 3) and decent work and economic growth (SDG 8) (United Nations Department of Public Information, 2017). Therefore, achieving more employee-focused and effective SHRM practices could be a significant step for Bangladesh's workforce and economic development (Mahmood and Absar, 2015; Sobhani et al ., 2021; Haque, 2021a, b, c).…”

“…, 2005). Sustainability is the ability to perform continuously, support or maintain a process over time and organisational sustainability describes leadership, endowments, global insights and change strategies to meet future challenges (Haque, 2021a, b, c; de Queiroz et al. , 2022).…”

The impact of the COVID-19 pandemic on employee motivation and organisational resilience and the role of strategic HRM: renewal of a resource-based conceptual model

“…Scholars suggest that the COVID-19 pandemic has led to disruptions in the largest and medium-sized corporations. They will need years to recover from the financial consequences of this COVID-19 pandemic (Hamouche, 2020; Fernandes, 2020; Haque, 2021a, b, 2023). Consequently, the current situation may create a long-term effect on the global job market with a significant negative impact on employees' living standards and life satisfaction (IPR, 2020; Hamouche, 2020; Fernandes, 2020).…”

“…Future research studies may include employee well-being and mental health investigations (Djalante et al. , 2020; Hamouche, 2020; Haque, 2021a, b, 2023). Moreover, business types or sectors and their culture and climate will significantly influence the above questions.…”