The relationship between presenteeism and job satisfaction: A mediated moderation model using work engagement and perceived organizational support

Côté, Karine; Lauzier, Martin; Stinglhamber, Florence

doi:10.1016/j.emj.2020.09.001

Cited by 120 publications

(106 citation statements)

References 66 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Many studies have examined the relationship between presenteeism and job satisfaction, however there is no consensus in the findings [ 19 , 20 ]. Some studies have reported a positive relationship between presenteeism and job satisfaction [ 20 , 21 ], while the results of other studies have indicated a negative relationship [ 22 – 24 ]. That is, individuals who report presenteeism, often also assess their work environment as stressful and unsatisfactory [ 24 ].…”

Section: Introductionmentioning

confidence: 99%

“…Some studies have reported a positive relationship between presenteeism and job satisfaction [ 20 , 21 ], while the results of other studies have indicated a negative relationship [ 22 – 24 ]. That is, individuals who report presenteeism, often also assess their work environment as stressful and unsatisfactory [ 24 ]. Furthermore, a longitudinal study by Baker-McClearn et al indicates the negative association of presenteeism with job satisfaction is due to a lack of sufficient opportunity for recovery of health [ 22 ].…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Presenteeism and work ability: development of the Persian version of the Stanford Presenteeism Scale (P-SPS-6) and measurement of its psychometric properties

et al. 2021

View full text Add to dashboard Cite

Background Presenteeism is recognized in Iran’s hospitals, however little research has been done to understand and tackle the phenomenon because of a lack of valid tools to measure presenteeism. This study aimed to develop a Persian version of the Stanford Presenteeism Scale (SPS-6) and measure its psychometric properties. Another goal was to examine the relationship between presenteeism and work ability using a sample of 250 nurses. Methods The forward–backward translation process and cross-cultural adaptation of the scale were performed according to a standard method. The psychometric properties of the scale were measured using face and content validity, construct validity based on confirmatory factor analysis (CFA), and internal consistency. Work ability score (WAS) was used to assess discriminative validity and examine the relationship between presenteeism and work ability. Measures of Job Satisfaction and Emotional Exhaustion were used to assess convergent validity with the developed presenteeism scale. Results Mean content validity index and content validity ratio were 1 and 0.93 respectively. CFA verified the two-dimensional structure of the scale. Cronbach's alpha was 0.77. There were positive relationships between P-SPS-6 and Job Satisfaction, and P-SPS-6 and WAS. There was a significant negative relationship between P-SPS-6 and Emotional Exhaustion. Conclusion Our findings suggested that the P-SPS-6 had appropriate psychometric properties for studying presenteeism in employees using the Persian language. Given the negative relationship between presenteeism and work ability and the negative consequences associated with it, it is necessary to regularly evaluate this stressor and to emphasize purposeful intervention programs to control or reduce it.

show abstract

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Presenteeism and work ability: development of the Persian version of the Stanford Presenteeism Scale (P-SPS-6) and measurement of its psychometric properties

et al. 2021

View full text Add to dashboard Cite

show abstract

“…The most important thing in job satisfaction is the attention of the leader because it will increase productivity or organizational performance (Mamiseishvili & Rosser, 2011;. Therefore, an employee's job satisfaction is crucial for an organization or company (Côté et al, 2020), as it significantly influence with the productivity of organization (Bhatti & Qureshi, 2007;Ghasemizad et al, 2012).…”

Section: Introductionmentioning

confidence: 99%

The influence of servant leadership on job satisfaction with individual character as a moderating variable

Hasanuddin

Mustainah

Buntuang

2021

Problems and Perspectives in Management

View full text Add to dashboard Cite

This study aims to investigate the influence of servant leadership on job satisfaction with individual character as a moderating variable. It used a quantitative approach with multiple linear regression analysis. The population of this study were employees of the Central Sulawesi province industry and trade office. It involved 72 samples selected using a purposive sampling technique. The results showed that servant leadership significantly influence job satisfaction with a value of 82.5%. The most significant factor affecting job satisfaction is wisdom (correlation coefficient = 0.863) in which the higher the wisdom, the higher the job satisfaction. The next factor is persuasive mapping in which the higher the persuasive mapping, the higher the job satisfaction (correlation coefficient = 0.697). Then, it was followed by altruistic calling with the correlation coefficient value of 0.524 in which the higher the altruistic calling, the higher the job satisfaction. The last is emotional healing with a correlation coefficient value of 0.291 in which the higher the emotional healing, the higher the job satisfaction. On the other hand, organizational stewardship is the only factor does not influence the job satisfaction (correlation coefficient = 0.009).

show abstract

“…Moreover, Adams [ 37 ] identifies the psychological factor of perceived equity as associated with job-related wellbeing and illustrates that this is derived from the comparison between effort and reward in work. When individuals compare effort and reward within or outside an organization, they may feel anger, hatred, or perceive a lack of dignity if they see that their reward is lower than their effort [ 37 ]. Conversely, they may feel guilty if they perceive the reward to be far beyond the effort made [ 37 ].…”

Section: Introductionmentioning

confidence: 99%

“…When individuals compare effort and reward within or outside an organization, they may feel anger, hatred, or perceive a lack of dignity if they see that their reward is lower than their effort [ 37 ]. Conversely, they may feel guilty if they perceive the reward to be far beyond the effort made [ 37 ]. Similarly, the Effort-Reward Imbalance model (ERI model) based on a reciprocal relationship between effort and rewards at work [ 38 ].…”

Section: Introductionmentioning

confidence: 99%

Are Chinese Entrepreneurs Happier than Employees? Evidence Based on a National Workforce Survey in China

Xia

Wei

et al. 2020

IJERPH

View full text Add to dashboard Cite

Most studies consider entrepreneurship in Chinese a happier career choice, while the adverse effects of entrepreneurship on wellbeing have been overlooked. In this research, the effect of career choice on job-related wellbeing is explored using multiple indicators. Differences in the career choices of employees and entrepreneurs are examined in the first section of the study, and the motives for entrepreneurship are studied in the second section. Job-related wellbeing is regarded as consisting of job satisfaction, subjective wellbeing, and physical wellbeing. The data were obtained using the Chinese Labor-Force Dynamic Survey, and the sample consisted of 6108 employees and 2075 entrepreneurs from 29 provinces and cities in China. T-test, chi square test, and ordinal logistic regression were conducted. The analysis in the first section reveals significant differences in job-related wellbeing between employees and entrepreneurs along with differences in autonomy and perceived equity. Entrepreneurs are found to be less satisfied and unhappier than employees. The heterogeneity of the motives for entrepreneurship is highlighted in the second part, and its significant role in the wellbeing of entrepreneurs is explored. Subsistence entrepreneurs have been found to constitute up to 64% of all entrepreneurs. Subsistence entrepreneurship is negatively associated with job satisfaction and subjective wellbeing.

show abstract

The relationship between presenteeism and job satisfaction: A mediated moderation model using work engagement and perceived organizational support

Cited by 120 publications

References 66 publications

Presenteeism and work ability: development of the Persian version of the Stanford Presenteeism Scale (P-SPS-6) and measurement of its psychometric properties

Presenteeism and work ability: development of the Persian version of the Stanford Presenteeism Scale (P-SPS-6) and measurement of its psychometric properties

The influence of servant leadership on job satisfaction with individual character as a moderating variable

Are Chinese Entrepreneurs Happier than Employees? Evidence Based on a National Workforce Survey in China

Contact Info

Product

Resources

About