Why do employees attend work sick? The assessment and relevance of opposite presenteeism motivations

IF 4.9 2区 管理学 Q1 MANAGEMENT Journal of Occupational and Organizational Psychology Pub Date : 2023-11-20 DOI:10.1111/joop.12481
Thomas Van Waeyenberg
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Abstract

Presenteeism, the act of attending work while sick, has gained significant research attention. However, the motivations driving this behaviour remain underexplored. This study seeks to contribute to this area by developing and validating a measurement tool that captures two distinct motivations for presenteeism: voluntary, stemming from personal choice, and involuntary, resulting from external pressures. Across four studies involving 1021 respondents from both the general working population and contexts known for high levels of presenteeism, the reliability and validity of an 8-item presenteeism motivation scale were established. Studies 1 and 2 confirmed the scale's two-factor structure and reliability. Study 3 further demonstrated its convergent, concurrent, and discriminant validity, as well as its ability to detect anticipated sex differences in presenteeism tendencies. Study 4 provided evidence towards criterion related validity, showing differential effects on employee well-being over time. Voluntarily presenteeism was associated with higher levels of work engagement and lower burnout rates, while involuntary presenteeism exhibited the opposite pattern. Additionally, the scale demonstrated measurement invariance across different working populations. The theoretical and managerial implications of these findings are discussed.

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为什么员工要带病上班?相反出勤动机的评估与关联
出勤主义,即带病上班的行为,已经引起了大量的研究关注。然而,推动这种行为的动机仍未得到充分研究。本研究试图通过开发和验证一种测量工具来为这一领域做出贡献,该工具捕捉了出勤的两种不同动机:源于个人选择的自愿动机和源于外部压力的非自愿动机。在涉及1021名来自一般工作人群和高出勤率背景的受访者的四项研究中,建立了8项出勤动机量表的信度和效度。研究1和研究2证实了量表的双因子结构和信度。研究3进一步证明了其收敛效度、并发效度和判别效度,以及检测出勤倾向预期性别差异的能力。研究4提供了标准相关效度的证据,显示了不同时间对员工幸福感的不同影响。自愿出勤与更高的工作投入水平和更低的倦怠率有关,而非自愿出勤则表现出相反的模式。此外,该量表显示了不同工作人群的测量不变性。讨论了这些发现的理论和管理意义。
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来源期刊
CiteScore
8.90
自引率
4.80%
发文量
38
期刊介绍: The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including: - industrial, organizational, work, vocational and personnel psychology - behavioural and cognitive aspects of industrial relations - ergonomics and human factors Innovative or interdisciplinary approaches with a psychological emphasis are particularly welcome. So are papers which develop the links between occupational/organisational psychology and other areas of the discipline, such as social and cognitive psychology.
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