Sick of Leading? Supervisory Responsibility and Its Consequences for Sickness Absenteeism and Sickness Presenteeism

IF 3.7 2区 心理学 Q2 BUSINESS Journal of Business and Psychology Pub Date : 2024-08-23 DOI:10.1007/s10869-024-09980-5
Stephanie Funk
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Abstract

This research examines the impact of leadership positions with supervisory responsibility on two labor-market related health behaviors—sickness absenteeism and sickness presenteeism, i.e., working while being sick. Drawing on the job demands-resources (JD-R) model, this study posits that supervisory responsibility, serving as both a job resource and a demand, reduces sickness absenteeism while concurrently increasing sickness presenteeism behavior. The study identifies permanent availability and time pressure as two key aspects of leadership positions with supervisory responsibility that mediate these relationships. Using German-linked employer-employee data, the empirical results suggested that having supervisory responsibility reduces sickness absenteeism while at the same time elevating the engagement in sickness presenteeism. Furthermore, these relationships are partially mediated by leaders’ need for permanent availability and the time pressure inherent in positions with supervisory responsibility. This research advances our understanding of job characteristics of leadership positions by illustrating that job demands can yield favorable outcomes, offering valuable insights into the complex interplay between leadership positions and leaders’ health behaviors.

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厌倦领导?监督责任及其对因病缺勤和因病出勤的影响
本研究探讨了负有监督责任的领导职位对两种与劳动力市场相关的健康行为--病假缺勤和带病工作--的影响。根据工作需求-资源(JD-R)模型,本研究认为,领导责任既是工作资源,也是工作需求,它在减少病假缺勤率的同时,也会增加病假出席率。研究发现,长期可用性和时间压力是具有监督责任的领导职位的两个关键方面,它们是上述关系的中介。通过使用与德国雇主和雇员相关联的数据,实证结果表明,负有监督责任的领导职位会降低病假率,同时提高病假出席率。此外,这些关系部分受到领导者对长期可用性的需求和负有监督责任的职位固有的时间压力的影响。这项研究通过说明工作要求可以产生有利的结果,推进了我们对领导职位工作特征的理解,并为领导职位与领导者健康行为之间复杂的相互作用提供了宝贵的见解。
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来源期刊
CiteScore
8.80
自引率
4.20%
发文量
70
期刊介绍: The Journal of Business and Psychology (JBP) is an international outlet publishing high quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology. Typical subject matters include Team processes and effectiveness Customer service and satisfaction Employee recruitment, selection, and promotion Employee engagement and withdrawal Organizational culture and climate Training, development and coaching Mentoring and socialization Performance management, appraisal and feedback Workplace diversity Leadership Workplace health, stress, and safety Employee attitudes and satisfaction Careers and retirement Organizational communication Technology and work Employee motivation and job design Organizational change and development Employee citizenship and deviance Organizational effectiveness Work-nonwork/work-family Rigorous quantitative, qualitative, field-based, and lab-based empirical studies are welcome. Interdisciplinary scholarship is valued and encouraged. Submitted manuscripts should be well-grounded conceptually and make meaningful contributions to scientific understandingsand/or the advancement of science-based practice. The Journal of Business and Psychology is - A high quality/impactful outlet for organizational science research - A journal dedicated to bridging the science/practice divide - A journal striving to create interdisciplinary connections For details on submitting manuscripts, please read the author guidelines found in the far right menu.
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