Developing the concept of leaveism: From presenteeism/absence to an emergent and expanding domain of employment?

Abstract

The changing nature of employment has led to increased awareness of leaveism, a practice involving employees using allocated time off when unwell, taking work home, and picking up work when on annual leave. However, there are theoretical, methodological, and policy/practice-related weaknesses, apparent in current understandings. The main article aim is to develop, theoretically, the emergent notion of leaveism, drawing on concepts related to work intensification (WI) and ideal worker norms (IWNs), concepts underpinned by reference to information communication technologies (ICTs), then exploring such ideas via an electronic questionnaire (n = 959), aimed at UK-based employees performing leaveism. The main argument is leaveism is more than a lacuna between presenteeism and sickness absence; it is an unsustainable employer-driven social phenomenon sitting at the intersection of WI, IWNs and ICTs. The findings have policy/practice implications for human resource management (HRM) professionals, trade unions and governments. Recommendations for future research including exploring leaveism in an international context, and in a Covid-19 pandemic-defined era.

Sick and working: Current challenges and emerging directions for future presenteeism research

“…For example, from a self‐determination theoretical perspective, autonomous forms of motivation are generally regarded more effective in predicting health behavior than non‐self‐determined or controlled forms (e.g., Hagger et al, 2014; Teixeira et al, 2020). This has implications for presenteeism behavior as functional (i.e., autonomous motivation) versus dysfunctional (i.e., controlled motivation) and might even help in filling the lacuna between presenteeism and absenteeism constructs by providing space for other similar nomological constructs such as leavism (e.g., Richards et al, 2022) and workaholism (e.g., Mazzetti et al, 2019) and investigating their relationship with presenteeism and its outcomes. Thus, we need future research to explore the interaction and interconnectedness between autonomous (pull factors) and controlled (push factors) motives at the intersection of concepts underpinned by ideal worker norms (IWNs), work intensification (WI), and information communication technologies (ICTs) to improve our prediction of presenteeism propensity and to better understand the unique conceptual space that presenteeism fills in.…”