Purpose Despite the extensive literature on abusive leadership's detrimental effects, this paper delves into the complex interplay between abusive leadership and two recent related variables. More specifically, this paper sheds light on the impact of abusive leadership (AL) and employee job engagement (JE), as mediated by perceived organizational politics (POP) and presenteeism (PR).Design/methodology/approach: Study participants included 408 full-time employees working at five-star hotels in Egypt. The study evaluated the responses using the PLS-SEM technique and WarpPLS statistical software 7.0.Findings: Results revealed that abusive leadership (AL) significantly decreases employee job engagement, while increases perceived organizational politics (POP) and presenteeism. In addition, employee JE is negatively affected by POP and presenteeism. Furthermore, the results confirm that POP and presenteeism significantly mediates the relationship between AL and employee JE.Originality/value: This research fills a gap in understanding POP and PR's roles in Egyptian settings, enriches existing theories in AL, POP, PR, and JE, and offers practical implications for scholars and professionals, hence, providing a competitive edge.

This study investigates how presenteeism (PRES) influences job performance (JP), with a specific focus on how organisational attractiveness (OA) moderates this relationship. Conducted with 500 employees from a Turkish call centre in the communication sector, situated in Erzincan province, findings reveal that PRES adversely impacts JP. However, OA acts as a significant buffer, diminishing PRES's negative effects. Notably, when employees’ OA perceptions are high, PRES has less of a negative impact on their JP. This research enhances understanding of the interplay between PRES, JP, and OA, providing practical insights for organisational management.

Objectives: In this paper, we examined the impact of abusive leadership (AB) on psychological well-being (PWB) and presenteeism (PR) by considering the moderating effect of mental health (MH) of employees in Saudi small and medium enterprises (SME's). Methods: We used non-probability sampling to collect data from employees in the Saudi SME's. We used 152 complete questionnaires for statistical analysis, including descriptive statistics, validity and reliability tests, confirmatory factor analysis, and structural equation modeling. Results: AB significantly and negatively impacted the PWB of employees in the Saudi SME's (p<.05). Furthermore, we found a statistically significant association (p<.05) between AB and PR, where increased AB increased presenteeism. Regarding the moderation effect, findings revealed that MH significantly suppressed the negative association between AB and PWB and significantly dampened the positive relationship between AB and PR. Conclusion: Leadership plays a ctitical role in employees' well-being and presenteeism; therefore, our study has important implications for managers, workers, and policymakers to promote healthy leadership for improved employee well-being and productivity.

Abstract Presenteeism behaviour (working while one is ill or experiencing cognitive or emotional difficulties) and the consequent productivity loss are attracting growing attention. Without proper support, employees who are under stress or ill are prone to presenteeism, which incurs invisible burdens on organizations. In this study, we focussed on productivity loss due to presenteeism (PRE) among the ageing workforce, because this group may be more vulnerable to productivity loss due to age‐related deteriorating cognitive functions and physical abilities. We established a longitudinal latent difference score model over a two‐wave period so we could examine whether and how the work–nonwork interface mediates the effects of work support and workplace discrimination (DIS) on PRE. The results showed that the work–nonwork interface fully mediated the positive influence of DIS on PRE as well as the negative influence of supervisor support.

Presenteeism in a Police Corporation: Prevalence and Repercussions on Workers’ Health

Impact of Nurse's Occupational Environment on Presenteeism

This data was collected from 13 office buildings in Amman Jordan. It covers five green 'LEED' buildings and eight conventional buildings. The dataset includes the following: 1. Objective data of four thermal conditions indicators (air temperature, mean radiant temperature, relative humidity and air speed) and an indoor air quality indicator: carbon dioxide concentration level. 2. Subjective data include the post-occupancy evaluation (POE) and absenteeism and presenteeism data. 3. Thermal comfort indicators included thermal sensation votes, thermal preference vote, and predictive mean vote.

Objective To explore the relationship between work-family support, psychological capital and presenteeism, and to explore the mediating role of psychological capital in work-family support and presenteeism. Methods A total of 499 nursing staff from the top three hospitals were surveyed using the Work-Family Support Scale, the Nurses' Psychological Capital Scale and the Stanford Presenteeism Scale. Using AMOS.21 to build a mediating effect model, the non-parametric percentile Bootstrap method of bias correction was used to test the mediating effect of psychological capital in the process of work-family support affecting presenteeism. Results Work-family support was significantly negatively correlated with presenteeism (r value was -0.342, P <0.01). Work-family support was significantly positively correlated with psychological capital (r value was 0.565, P<0.01), psychological capital and presenteeism was significantly negatively correlated (r value was -0.364, P<0.01). Psychological capital played an intermediary role between work-family support and presenteeism, and mediation effect value accounted for 71.4% of the total effect. Conclusions Nursing managers need to increase the psychological capital of nurses in order to reduce the loss of presenteesim, so as to enhance the intervention effect of work-family support on presenteesim. Key words: Nurses; Work-family support; Psychological capital; Presenteeism

With increasing pressures placed on pharmacy professionals, presenteeism — or working when not fit to do so — is becoming more common. This can have detrimental effects on individuals, their families and patients.

Presenteeism is a comparatively new phenomenon in the study of occupational behaviors which evolved throughout the past few decades. Increasing interest in managing presenteeism effectively emerged as a new source of competitive advantage in current organizations. With definitional confusion, the most scholarly conception of presenteeism involves the employee’s attending to work while being ill. However, the definition has been more recently extended to include other conditions and events that limit productivity. Now focus is moving from single dimension to multiple dimensions of presenteeism. Accordingly, this conceptual paper traces the development of interest in presenteeism with consideration of its various conceptualizations which are important theoretically and practically. The paper may be useful to those who are interested in understanding the concept of presenteeism for future research studies. Key Words: Conceptualization, Presenteeism, Sickness Presenteeism

This study aims to investigate the interactive relationship between job burnout and presenteeism in airline service area. This study also analyzed for moderating effects of coworker social support between job burnout and presenteeism. As a result of the analysis, it turned out that first; it was found that job burnout of airline cabin crew did not affect the significant positive effect of on the job performance degradation, which is a sub-factory of presenteeism. Second, it was found that job burnout of airline cabin crew had a significant positive effect on attention deterioration, which is a sub factor of presenteeism. Lastly, even if airline cabin crew faced with job burnout received social support from their coworker, there was no moderating effect on attention decentralization, a sub-factor of presenteeism. On the other hand, as a result of verifying the moderating effect of coworker social support on the lowering of job performance, which is a sub-factor of presenteeism, it was found to play a moderating role. Through these results, we will devise strategies to enhance human resource management and organizational competitiveness by suggesting ways to discover and manage the causes of presenteeism in airline cabin crew organizations.

본 연구의 목적은 요양병원 간호사의 직무착근도, 소진, 프리젠티즘의 정도를 파악하고, 프리젠티즘에 미치는 요인을 파악하고자 시도하였다. 자료수집은 2018년 5월1일부터 5월31일까지 구조화된 설문지를 이용하여 보건복지부의 의료인증평가를 통과한 병원(2018년 5월 기준) 중 기관장의 승인을 받은 대구, 부산, 광주, 대전, 수원 5개 도시에서 근무 중인 간호사 240명을 편의 추출하였고, 불충분하거나 미기재 분을 제외한 209명을 분석하였다. 수집된 자료는 SPSS 21.0을 이용하였으며, 직무착근도는 2.91± .47, 소진은 2.86± .48, 프리젠티즘은 2.95± .44였다. 프리젠티즘은 소진(r= .152, p< .005)과 유의한 정적(+)상관이 나타났고, 직무착근도는 소진(r= -.466, p<.001)과 부적(-)상관을 보였다. 프리젠티즘은 소진(β= .244, p< .001), 직무착근도(β= .183, p= .016), 이직경험(β= -.251, p= .003), 밤 근무여부(β= -.187, p= .006), 이직횟수(β= -.037, p= .044)에 유의한 영향을 미치는 것으로 나타났으며(F=5.227, p< .001), 이들 간의 설명력은 33.0%였다. 즉 요양병원 간호사에 대한 관심과 시각의 변화를 위한 프로그램개발과 요양병원 간호사의 직무능력을 향상 시킬 수 있는 프로그램 개발이 필요하다.

Reliability and Validity of the Korean Version of Presenteeism Scale for Students (K-PSS) in Nursing Students

A Study on the Presenteeism of the Army Junior Officer : Focusing on the Mediation Effect of Job Burnout

Beauticians’ Health Related Antecedents on Presenteeism in Korea

Related factors of presenteeism between ICU nurse and Insurance review nurse

te var olamama, alann iten karlma veya farkl kayglarla hastalna karn iyerinde bulunmak istemesi ola-

&lt;p&gt;El objetivo de la presente investigación fue determinar el efecto del ausentismo y presentismo sobre el rendimiento académico en los estudiantes de pregrado de las Escuelas de Negocios e Ingenierías en las Universidades Peruanas. El estudio se sustenta en una encuesta de autoreporte a 8,203 estudiantes de las escuelas de negocios e ingenierías de las universidades peruanas. Se emplearon escalas para analizar el ausentismo, presentismo y rendimiento académico que mostraron adecuadas propiedades psicométricas. Los resultados evidenciaron que el presentismo tiene un mayor impacto sobre el rendimiento académico disminuido de los estudiantes (β = 0.628) en comparación al ausentismo (β = 0.101). El ausentismo tiene un mayor efecto sobre los cursos y ciclos desaprobados (β = 0.163) y el presentismo sobre la evolución del rendimiento académico (β = -0.145). Finalmente, mediante un modelo de ecuaciones estructurales se demuestra la estructura causal de la disminución del rendimiento académico a partir del ausentismo y presentismo.&lt;/p&gt;

Presenteeism among workers with osteoarthritis in Japan

The Effect of Job Burnout and Work Engagement on Presenteeism