Perceived legitimacies of health‐related and motivational presenteeism and absenteeism: Development and validation of the Workplace Attendance Behavior Legitimacy Scale

Ruhle, Sascha; Breitsohl, Heiko

doi:10.1002/job.2675

Cited by 8 publications

(10 citation statements)

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“…advanced by studies on organisational behaviour, but less is known about how these interactions shape health sector corruption. 23,24 Brownson's approach helps us to categorise these drivers of absenteeism, relating them to structures, operational rules and practices and culture that act at, and between, the system's upstream, midstream and downstream levels. At the upstream level, we see how the local government has limited capacity to manage the PHC facilities under its jurisdiction, leading to inadequate funding and staffing coupled with the loss of authority over certain human resource issues due to influences from state and federal powers.…”

Section: Discussionmentioning

confidence: 99%

“…argue for the need to understand the relationship between the software (values and norms) and hardware (human resources, service infrastructure, and finance) of health systems, and the broader social and political contexts within which decision‐making takes place 13 . This point has been recently advanced by studies on organisational behaviour, but less is known about how these interactions shape health sector corruption 23,24 …”

Section: Discussionmentioning

confidence: 99%

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Targeting systems not individuals: Institutional and structural drivers of absenteeism among primary healthcare workers in Nigeria

Agwu,

Onwujekwe,

Obi

et al. 2023

Health Planning & Management

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Universal Health Coverage (UHC) can only be achieved if people receive good quality care from health workers, yet in Nigeria, as in many other low‐ and middle‐income countries (LMICs), many health workers are absent from work. Absenteeism is a well‐known phenomenon but is often considered as the self‐serving behaviour of individuals, independent from the characteristics of health systems structures and processes and the broader contexts that enable it. We undertook a qualitative inquiry among 40 key informants, comprising health facility heads and workers, community leaders and state‐level health policymakers in Nigeria. We employed a phenomenology approach to examine their lived experiences and grouped findings into thematic clusters. Absenteeism by health workers was found to be a response to structural problems at two levels –midstream (facility‐level) and upstream (government level) – rather than being a result of moral failure of individuals. The problems at midstream level pointed to an inconsistent and unfair application of rules and regulations in facilities and ineffective management, while the upstream drivers relate mainly to political interference and suboptimal health system leadership. Reducing absenteeism requires two‐pronged interventions that tackle defects in the upstream and midstream rather than just focusing on sanctioning deviant staff (downstream).

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Targeting systems not individuals: Institutional and structural drivers of absenteeism among primary healthcare workers in Nigeria

Agwu,

Onwujekwe,

Obi

et al. 2023

Health Planning & Management

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“…The eighth and final paper in this volume is dedicated to the development and validation of scales to measure the legitimacy of different attendance behaviors. Ruhle and Breitsohl (2023) describe four studies with which they establish the properties of a three‐dimension scale composed of a dimension of motivational presenteeism legitimacy (normative perceptions regarding working despite a lack of motivation to attend work), a dimension of motivational absenteeism legitimacy (perceptions regarding not working due to a lack of motivation), and a combined dimension of sickness presenteeism legitimacy (perceptions regarding attending work while ill) and sickness absenteeism legitimacy (perceptions regarding situations of sickness absence). The study offers initial empirical evidence on relationships between specific sub‐scales and respective behavioral attendance propensities.…”

Section: Emerging Directions (1): Articles That Form the Special Issuementioning

confidence: 99%

“…Moreover, despite their tendency to health protection, women did engage in extra-role behavior under conditions of citizenship pressure (perceived expectations to engage in extra-role behaviors). Men were not affected by citizenship pressure.The eighth and final paper in this volume is dedicated to the development and validation of scales to measure the legitimacy of different attendance behaviors Ruhle and Breitsohl (2023). describe four studies with which they establish the properties of a three-dimension scale composed of a dimension of motivational presenteeism legitimacy (normative perceptions regarding working despite a lack of motivation to attend work), a dimension of motivational absenteeism legitimacy (perceptions regarding not working due to a lack of motivation), and a combined dimension of sickness presenteeism legitimacy (perceptions regarding attending work while ill) and sickness absenteeism legitimacy (perceptions regarding situations of sickness absence).…”

mentioning

confidence: 99%

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

et al. 2023

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Presenteeism refers to working despite ill health that might otherwise warrant sickness absence. Estimated to cost tens of millions of dollars in lost productivity, the concept has attracted the attention of different academic disciplines, policymakers, and practitioners interested in mitigating the problem. Although a topic of significant interest, the current understanding of presenteeism is compromised by a number of conceptual and methodological factors that follow from one another. We begin this introductory article by providing a brief overview on three specific challenges, namely, (1) presenteeism ill-defined as a unitary construct, (2) narrowness of approaches to measure and study presenteeism, and (3) insufficient research on the social and relational dynamism that characterizes presenteeism. We then provide an overview of the eight articles that comprise this issue and analyze how they address the aforementioned three challenges by adopting alternative theoretical frameworks, utilizing new measurement approaches, and/or by shedding light on the dynamic nature of presenteeism. Finally, we discuss fresh perspectives and promising directions for future research endeavors on this topic, with the hope that this issue will inspire further research on the practical implications of presenteeism for promoting positive health and well-being at the workplace.

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“…Secondly, there has been limited exploration of the intra‐personal factors explaining presenteeism (Ruhle et al., 2020). This study bridges this gap by explicitly examining presenteeism motivation, building upon the scant body of research that acknowledges its role (e.g., Ruhle & Breitsohl, 2022) or empirically assessed it (e.g., Lu et al., 2013). Thirdly, this study not only uncovers different motivations behind presenteeism but also aims to demonstrate their relevance.…”

Section: Why Do Employees Attend Work Sick?mentioning

confidence: 99%

Why do employees attend work sick? The assessment and relevance of opposite presenteeism motivations

Van Waeyenberg

2023

J Occupat & Organ Psyc

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Presenteeism, the act of attending work while sick, has gained significant research attention. However, the motivations driving this behaviour remain underexplored. This study seeks to contribute to this area by developing and validating a measurement tool that captures two distinct motivations for presenteeism: voluntary, stemming from personal choice, and involuntary, resulting from external pressures. Across four studies involving 1021 respondents from both the general working population and contexts known for high levels of presenteeism, the reliability and validity of an 8‐item presenteeism motivation scale were established. Studies 1 and 2 confirmed the scale's two‐factor structure and reliability. Study 3 further demonstrated its convergent, concurrent, and discriminant validity, as well as its ability to detect anticipated sex differences in presenteeism tendencies. Study 4 provided evidence towards criterion related validity, showing differential effects on employee well‐being over time. Voluntarily presenteeism was associated with higher levels of work engagement and lower burnout rates, while involuntary presenteeism exhibited the opposite pattern. Additionally, the scale demonstrated measurement invariance across different working populations. The theoretical and managerial implications of these findings are discussed.

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Perceived legitimacies of health‐related and motivational presenteeism and absenteeism: Development and validation of the Workplace Attendance Behavior Legitimacy Scale

Cited by 8 publications

References 142 publications

Targeting systems not individuals: Institutional and structural drivers of absenteeism among primary healthcare workers in Nigeria

Targeting systems not individuals: Institutional and structural drivers of absenteeism among primary healthcare workers in Nigeria

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

Why do employees attend work sick? The assessment and relevance of opposite presenteeism motivations

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