Differentiation between work and nonwork self-aspects as a predictor of presenteeism and engagement: Cross-cultural differences.

Garczynski, Amy M.; Waldrop, Jessica S.; Rupprecht, Elizabeth A.; Grawitch, Matthew J.

doi:10.1037/a0033988

Cited by 42 publications

(39 citation statements)

References 64 publications

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“…Empirical research provides evidence that country characteristics play a significant role in the loss of productivity due to presenteeism (Knies, Candel, Boonen, Evers, Ament, & Severens, 2012). Other studies have found cross-cultural differences for mental and physical presenteeism between Indian and US employees (Garczynski, Waldrop, Rupprecht, & Grawitch, 2013) and also between British and Chinese workers . In fact, the way people cognitively organize their daily lives varies from culture to culture.…”

Section: Work/ Family Conflictmentioning

confidence: 96%

Working sick and out of sorts: a cross-cultural approach on presenteeism climate, organizational justice and work–family conflict

Ferreira

Mach

Martinez

et al. 2017

The International Journal of Human Resource Management

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A climate of presenteeism has important effects on employee well-being and the organization itself. Our study, based on surveys of health sector employees in six different countries (Brazil, Ecuador, Lebanon, Portugal, Russia and Spain) examines whether organizational justice plays a mediating role in the relationship between a presenteeism climate in the organization and work-family conflict (WFC). Our results indicate that the perception of organizational justice and the presenteeism climate do influence WFC. Moreover, higher levels of WFC were found in non-Latin countries. This study contributes to the work attendance and life balance field by providing cross-cultural empirical evidence corroborating the effect of justice and presenteeism climate on the WFC.

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Section: Work/ Family Conflictmentioning

confidence: 96%

Working sick and out of sorts: a cross-cultural approach on presenteeism climate, organizational justice and work–family conflict

Ferreira

Mach

Martinez

et al. 2017

The International Journal of Human Resource Management

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“…The concept of engagement The concept of engagement has been studied from various disciplines, including sociology (Morimoto and Friedland, 2013), psychology (Garczynski et al, 2013), educational psychology (Saveanu and Saveanu, 2012), organisational behaviour (Kataria et al, 2013;Margolis and Molinsky, 2008), and marketing Hollebeek, 2011). Irrespective of the discipline, the concept of engagement implies three features (Hollebeek, 2011).…”

Section: Literature Reviewmentioning

confidence: 99%

An empirical study of the antecedents and consequences of brand engagement

Wong

Merrilees

2015

Marketing Intelligence &Amp; Planning

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Access to this document was granted through an Emerald subscription provided by emeraldsrm:198285 [] For AuthorsIf 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. AbstractPurpose -The purpose of this paper is to develop and empirically test a model of brand engagement. More specifically, the aim is to evaluate both antecedents and consequences of brand engagement, from a management perspective. Design/methodology/approach -A quantitative survey of 403 firms is undertaken to test the model. Structural equation modelling (SEM) is used to estimate the parameters of the model. Findings -A reliable and valid measure of brand engagement is established. The SEM model works well, in terms of goodness of fit indices. The results demonstrate that there are major brand performance benefits (consequences) of brand engagement. Additionally, and important for the practical implications, the results show that brand orientation is a major antecedent to brand engagement.Research limitations/implications -The study needs to be replicated in other countries, with scope to add other explanatory variables for influencing brand engagement. The results have considerable practical benefits for guiding the introduction of measures to enhance brand engagement. Originality/value -The study builds on earlier (mainly consumer) conceptual approaches to brand engagement, but goes further in that it provides empirical evidence about the nature, antecedents and consequences of brand engagement and further, offers a management rather than consumer perspective. Essentially, the study reveals a new perspective of factors that encourage firms to connect/engage their brands with consumers. Brand engagement is a dual concept, reflecting both a consumer and a firm perspective.

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“…depression) presenteeism. The authors conclude that mental presenteeism is more likely to have a significant negative association with work engagement because taking a sick day due to a physical ailment is more likely to be accepted in the workplace (Garczynski, Waldrop, and Rupprecht & Grawitch, 2013). Though research concerning the relationship between employee engagement and presenteeism is limited, there currently appears to be agreement that employee engagement is negatively related to presenteeism.…”

Section: Employee Engagement and Presenteeismmentioning

confidence: 97%

High-performance work systems and employee outcomes in Indian call centres: a mediation approach

Ananthram

Xerri

Teo

et al. 2018

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This study empirically examines the relationships between high performance work systems (HPWS) and four employee outcomes-job satisfaction, employee engagement, presenteeism and wellbeing in Indian call centres. Design/methodology: A path model is developed to investigate the direct and mediation effects between the assessed variables. The study utilised a survey of 250 call centre employees working in five business process management firms based in India. Findings: The findings indicate that HPWS have a positive relationship with job satisfaction, engagement, and wellbeing. Job satisfaction also had a positive relationship with engagement and presenteeism, and engagement was positively related to presenteeism and wellbeing. However, there was no significant direct effect of HPWS on presenteeism. Mediation analysis showed that HPWS has an indirect effect on wellbeing via engagement and also via job satisfaction and engagement combined. Research implications: HPWS significantly increases job satisfaction and employee engagement and indirectly influences employee wellbeing via these outcomes. However, job satisfaction and employee engagement was also found to increase presenteeism, which in turn can reduce employee wellbeing. These findings contribute to HPWS theory and the literature on employee wellbeing and have implications for HR personnel and call centre management. Originality/value: Given the well-established challenges with employee retention in Indian call centre environments, one solution may be the adoption of a more strategic approach to HRM using HPWS. Such an approach may enhance employees' perceptions that HPWS practices would have a positive influence on job satisfaction, employee engagement and employee wellbeing.

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Differentiation between work and nonwork self-aspects as a predictor of presenteeism and engagement: Cross-cultural differences.

Cited by 42 publications

References 64 publications

Working sick and out of sorts: a cross-cultural approach on presenteeism climate, organizational justice and work–family conflict

Working sick and out of sorts: a cross-cultural approach on presenteeism climate, organizational justice and work–family conflict

An empirical study of the antecedents and consequences of brand engagement

High-performance work systems and employee outcomes in Indian call centres: a mediation approach

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