Background: This study investigated the association between presenteeism and the perceived availability of social support among hospital doctors in China. Methods: A questionnaire was administered by doctors randomly selected from 13 hospital in Hangzhou China using strati ed sampling. Logit model was used for data analysis. Results: The overall response rate was 88.16%. Among hospital doctors, for each unit increase of the perceived availability of social support, the prevalence of presenteeism was decreased by 8.3% (OR=0.91, P=0.000). In particular, if the doctors perceived availability of appraisal support, belonging support and tangible support as su cient, the act of presenteeism was reduced by 20.2% (OR=0.806, P=0.000) 20.4% (OR=0.803, P=0.000) and 21.0% (OR=0.799, P=0.000) respectively with statistical differences. Conclusion: In China, appraisal support, belonging support and tangible support, compared to other social support, had a stronger negative correlation with presenteeism among hospital doctors. The bene ts of social support in alleviating doctors' presenteeism warrant further investigation.

The substantial health and financial costs of presenteeism are well-documented. Paradoxically, presenteeism also has a positive side, which has been largely overlooked. Emerging evidence shows that presenteeism can be a choice that offers a range of positive benefits to the ‘presentee’ (an employee who works through illness). In this conceptual article, we view presenteeism as purposeful and adaptive behaviour: a dynamic process that serves the purpose of balancing health constraints and performance demands in tandem. We propose a 2×2 framework of presenteeism (therapeutic, functional, overachieving, and dysfunctional) and suggest that the success of the presenteeism adaptation process depends on the availability of internal capacities and flexible work resources. When the workplace is supportive and provides adequate resources to aid adaptation, presenteeism can be a sustainable choice for maintaining performance under impaired health. We examine the role of resources for functional presenteeism by drawing on conservation of resources theory and self-determination theory. This framework can contribute to a better understanding of presenteeism by viewing it as an adaptive process, considering presentees as heterogeneous groups, and exploring the importance of internal and work resources for balancing health and performance demands. It sketches new avenues for research and practice and the effective management of presenteeism, health, and performance.

Although the body of evidence showing the effects of psychosocial risks on employees' health is substantial, effective and sustainable stress prevention remains a thorny and complex issue. Most studies have focused on evaluating the effects of organizational interventions, and the results are mixed. Researchers find the evaluation of such actions methodologically challenging whereas practitioners often find the development and implementation of such actions a complicated matter. One of the reasons for this mixed impact is the lack of attention to contextual and process issues, namely how, when, and why interventions have their effects on outcomes such as mental health, well-being, and organizational performance. This paper aims to help researchers and practitioners to improve the development, implementation, and evaluation of organizational initiatives designed to reduce exposure to stress, to promote well-being, and healthy organizations. We review recent developments in the literature on process evaluation and propose examples of broader theoretical frameworks that could be used to improve this area. We articulate the essential elements for developing and bridging gaps between theory, methods, and practice.Throughout, we provide recommendations for the content, process and reporting of research on IPE.Keywords: intervention process evaluation, context, organizational interventions, well-being, occupational stress INTERVENTION PROCESS EVALUATION 3Process evaluation for organizational stress and well-being interventions: Implications for theory, method, and practice Because of their focus on reducing or eliminating the stressful and harmful aspects in the workplace, organizational-level interventions have been thought to be more effective compared to individual-level initiatives which attempt to modify individuals' ability to cope with stress (Semmer, 2011). Several reviews (Briner & Reynolds, 1999;Graveling, Crawford, Cowie, Amati, & Vohra, 2008;Parkes & Sparkes, 1998;Richardson & Rothstein, 2008; Van der Klink, Blonk, Schene, & Van Dijk, 2001) have concluded that there is not sufficient empirical evidence to draw conclusions on the effectiveness of organizational-level interventions, and that the research designs that have been used are too varied or not considered sufficiently strong. This is worrying given the pervasiveness and costs of workrelated stress and the considerable resources that organizations invested to manage it. In 2010 an observation was made that "at present little real progress is being made in [stress] intervention research [and] we do not need 'more of the same'" (Cox et al., 2010, p. 217). The implementation of interventions at the organizational level is considerably more complex and requiring more extensive resources than interventions at the individual level. Nevertheless, and despite calls for the importance of understanding intervention implementation coming from a range of areas such as organizational studies (e.g. Langley, 2009;Pettigrew, Woodman, & Cameron, 2001) and ...

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.Many studies have shown that an unfavourable psychosocial environment increases the risk of mental and physical illness, as well as absenteeism, or sickness absence. However, more costly than absenteeism is presenteeism, where a person is present at work even though disabled by a mental or physical illness.We sought to identify factors explaining why workers would come to work even when their health is impaired. In a cross-sectional design data were collected from 3825 employees of a Canadian organisation.The results show a high occurrence of presenteeism: workers went to work in spite of illness 50% of the time. Presenteeism propensity (the percentage of days worked while ill over total number of sick days) was higher for workers who were ill more often. Heavier workloads, higher skill discretion, harmonious relationships with colleagues, role conflict and precarious job status increased presenteeism, but decision authority did not.Workers reporting high psychological distress and more severe psychosomatic complaints were also more likely to report higher rates of presenteeism.These results suggest that stress research should not only include absenteeism as an outcome indicator, but also consider presenteeism.

Although there have been several calls for incorporating multiple levels of analysis in employee health and wellbeing research, studies examining the interplay between individual, workgroup, organizational and broader societal factors in relation to employee mental health outcomes remain an exception rather than the norm. At the same time, organizational intervention research and practice also tends to be limited by a single-level focus, omitting potentially important influences at multiple levels of analysis. The aims of this conceptual paper are to help progress our understanding of work-related determinants of employee mental health by: (i) providing a rationale for routine multilevel assessment of the psychosocial work environment; (ii) discussing how a multilevel perspective can improve related organizational interventions and (iii) highlighting key theoretical and methodological considerations relevant to these aims. We present five recommendations for future research, relating to using appropriate multilevel research designs, justifying group level constructs, developing group-level measures, expanding investigations to the organizational level, and developing multilevel approaches to intervention design, implementation and evaluation.

The difficulties associated with the evaluation of organizational-level work stress interventions are notorious yet little attention has been paid to the reasons why they fail. This case study took place in a department of 205 employees from a private company where an intervention was developed but poorly implemented. This paper scrutinizes the intervention to understand why it was poorly implemented and examine its effects on employees. Qualitative data (field notes and interviews with managers) was used to evaluate the intervention. Questionnaires (n ϭ 125, n ϭ 94, 60 full-completers) were used to evaluate the level of implementation and its effects. Results suggest partial implementation might have a detrimental effect on commitment. Poor implementation could be accounted for by the changing organizational context, low ownership of stakeholders, and flaws in the intervention design. Considering the process and context of interventions is essential to understand their effects.

Sickness presenteeism determines job satisfaction via affective-motivational states AbstractResearch on the consequences of sickness presenteeism, or the phenomenon of attending work whilst ill, has focused predominantly on identifying its economic, health, and absenteeism outcomes, neglecting important attitudinal-motivational outcomes. A mediation model of sickness presenteeism as a determinant of job satisfaction via affective-motivational states (specifically engagement with work and addiction to work) is proposed. This model adds to the current literature, by focusing on (i) job satisfaction as an outcome of presenteeism, and (ii) the psychological processes associated with this. It posits presenteeism as psychological absence and work engagement and work addiction as motivational states that originate in that. An online survey was completed by 158 office workers on sickness presenteeism, work engagement, work addiction, and job satisfaction. The results of bootstrapped mediation analysis with observable variables supported the model. Sickness presenteeism was negatively associated with job satisfaction. This relationship was fully mediated by both engagement with work and addiction to work, explaining a total of 48.07% of the variance in job satisfaction. Despite the small sample, the data provide preliminary support for the model. Given that there is currently no available research on the attitudinal consequences of presenteeism, these findings offer promise for advancing theorising in this area.Keywords: presenteeism, job satisfaction, work engagement, work addiction, psychological There are two issues in the field that need to be addressed. First, the vast majority of research on presenteeism has focused predominantly on its prevalence, determinants, and financial costs, and has omitted research into potential motivational and attitudinal consequences (Karanika-Murray, Ikhlaq, Williams, & Biron, under review). Second, the field is conceptually poor and in need of development (Dickson, 2013;Johns, 2011). The present study aims to address these important omissions. It achieves this by presenting a model of presenteeism and three attitudinal-motivational outcomes.Insofar as presenteeism may signify physical presence and psychological absence, it can be linked with affective-motivational states (i.e., work engagement, work addiction, and job satisfaction). Affective-motivational states are rooted in physical and psychological presence. Presenteeism may deplete satisfaction with work because, mentally and physically, the individual is unable to perform to their full capacity and achieve expected outcomes.When psychological presence is jeopardised, as in the case of temporary illness, people may disengage from work but still feel a need to work by being physically present in the workplace. Therefore, weakened psychological presence may be linked to weakened affective evaluations of work (i.e., job satisfaction) through its effect on affective-motivational states (i.e., work engagement and work addiction). In ...

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