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

Ferreira, Aristides I.; Mach, Mercè; Martinez, Luis F.; Brewster, Christopher; Dagher, Grace K.; Pérez-Nebra, Amália Raquel; Lisovskaya, Antonina

doi:10.1080/09585192.2017.1332673

Cited by 37 publications

(44 citation statements)

References 72 publications

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“…This is vital in the highly competitive environments that characterize the healthcare sector, where employees with low autonomy and role ambiguity perceive a lack of social support and knowledge sharing [ 44 ]. With the introduction of the mediator role of presenteeism climate in the current study, we provide a contribution to the presenteeism literature by empirically reinforcing the importance of studying the policies of presence (and the pressure to be present) in the healthcare sector [ 33 ].…”

Section: Discussionmentioning

confidence: 99%

“…Taking into account that professionals in the Lebanese healthcare sector have to deal with an occasional lack of resources [ 32 ], we opted to include the job resource branch of the job demands-resource model in our study. In order to deal with political constraints, hospital managers are more prone to develop climates of presenteeism, where pressure to go to work despite being ill is very encouraged [ 14 ], [ 33 ]. As political and financial constraints are culturally prominent in Lebanon, we aim to evaluate the presenteeism culture among a sample of healthcare professionals.…”

Section: Introductionmentioning

confidence: 99%

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Working conditions in hospitals revisited: A moderated-mediated model of job context and presenteeism

et al. 2018

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This study examines whether the relationship between the employees’ perceived job autonomy may be prone to the contextual influence of supervisor support and presenteeism climate in explaining the attendance behaviors of presenteeism–the employees’ decision to attend work despite being ill or not feeling well. Does work context play a role on presenteeism climate and the specific act of presenteeism? This study includes 213 health care employees (e.g., nurses, doctors) working in one private hospital in Lebanon. We used the ordinary least squared (OLS) regressions path analytical framework and bootstrapping methods to estimate the hypothesized moderated-mediation models. Our findings indicate that healthcare job resources (job autonomy) is correlated with the presenteeism climate and the occurrence of presenteeism attendance behaviors. We also found that this relationship is mediated by presenteeism climate and that supervisor support moderates the observed indirect relationship. This study extends the organizational attendance research domain to presenteeism climate by explaining for both doctors and nurses how contextual variables explains the relationship between jobs resources and presenteeism attendance behaviors. Supervisor support plays an important role in encouraging task autonomy and thus allowing employees increase their perception of empowerment to manage their actions at work. Overall, healthcare managers should ensure that employees understand their roles and duties and have an up-to-date, clearly defined role (e.g., job description) so that they can meet their organizations’ goals.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Working conditions in hospitals revisited: A moderated-mediated model of job context and presenteeism

et al. 2018

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“…In their research, Basic, Hanez, and Stringlhamber (2015), found that poor distributive and procedural justice negatively influences on work-family interference. Similarly, personnel of health department in six countries stated that the organizational justice has an impact on work-family conflict (Ferreira & Martinez, 2017).…”

Section: Effects Of Organizational Justice On Job Stress and Work-fammentioning

confidence: 99%

Organizational Justice, Job Stress, and Work-family Conflict: Their Interrelationships in Universities' Personnel

Niknamian¹

2019

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Presence of justice in an organization plays a crucial role on employees' well-being and remarkable success of the organization itself. This fair environment may be an important factor in lower levels of stress, which is associated with balancing demands between work and family domains among employees at university. The main purpose of this study is to investigate the relationship between distributive, procedural, and interactional dimensions of organizational justice and job stress, between work-family conflict and job stress, and whether the perception of organizational  justice elements do influence work-family conflict. In sum, drawing upon 146 non-academic employees at 5 state universities in Iran, our result indicated that interactional justice had the strongest negative relationship with stress at work and work-family conflict. Moreover, the reciprocal correlation was found between job stress and work-family conflict. Hence, in order to decrease level of stress and to better manage the work and family lives, organizations need to promote justice in workplace.

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“…In 2016 the Brazilian population perceived the civil services quality as lower than the ideal considering the amount of taxes paid (CNI, 2016). Moreover, there was the challenge of improving civil service performance in a context of care-related, emotional works (pink collar), which are typically low-enriched as happens with some professional categories in the fields of education and health (Boyd, Hayward, Tuckey, Dollard, & Dormann, 2015;Ferreira et al, 2017;Koopmans et al, 2012;Parker, 2014). In addition, efforts to improve performance are understood as one-time and relatively standardized interactions (Ryan & Ployhart, 2013).…”

mentioning

confidence: 99%

“…On one hand, work enrichment does not prevent the occurrence of routine tasks required to the proper delivery of the service. On the other hand, as it is a work with strong emotional and relational component (Boyd et al, 2015;Buttigieg & West, 2013;Ferreira et al, 2017;Grandey, 2000;Kiss, De Meester, Kristensen, & Braeckman, 2014;Vilelas, 2013), changes on the objective and individual characteristics of the position and changes on the processes of social information and sense-making deserve attention.…”

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confidence: 99%

Work redesign: Intervention based on the Social Information Processing Approach

Buso

Pérez-Nebra

Tordera

et al. 2019

Rev. Psicol., Organ. Trab.

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The objective of this study was to measure the impact of a work redesign intervention based on the social information processing approach in an emotional work context. The research used a quasi-experimental panel design with pretest and post-test measurement, with intervention and control groups. A hundred and one health professionals participated in the study. Data were collected in 15-month intervals and 12 months after the intervention. We analyzed intergroup, intragroup, and psychological networks differences. Intergroup and intragroup analyses showed differences in the Information Processing category. The psychological network analysis suggested it was a protective, promising, and low-cost intervention for work redesign. The use of dynamic psychological network measures for intervention studies was discussed. Redesenho do trabalho: Intervenção baseada no paradigma de processamento de informação social Resumo O objetivo deste trabalho foi medir o impacto de uma intervenção de redesenho do trabalho a partir da proposta de processamento de informação social em um contexto de trabalho emocional. A pesquisa utilizou delineamento quase experimental de painel em dois momentos de coleta de dados, antes e depois da intervenção, em dois grupos, intervenção e controle. Participaram da pesquisa 101 profissionais de saúde com intervalos de 15 meses entre coletas de dados e 12 meses após a intervenção. Foram analisadas diferenças entre-grupos, intragrupos e nas redes psicológicas. Os resultados com as análises entre-grupos e intragrupos apresentaram diferença na categoria Processamento de informação. A análise de rede psicológica sugere que a intervenção foi protetiva, promissora e de baixo custo para o redesenho do trabalho. Discute-se o uso de medidas dinâmicas de rede psicológica para estudos de intervenção. Rediseño del trabajo: Una intervención basada en el paradigma del procesamiento de la información social Resumen El objetivo de este trabajo fue mensurar el impacto de una intervención de rediseño del trabajo a partir de la propuesta de procesamiento de información social en un contexto de trabajo emocional. La investigación utilizó un diseño casi experimental de panel con dos momentos de recogida de datos, antes y después de la intervención, en dos grupos, intervención y control. Participaron de la investigación 101 profesionales de salud. Los datos fueron recolectados en un intervalo de 15 meses y 12 meses después de la intervención. Se analizaron diferencias entre grupos, intra-grupo y de redes psicológicas. Los resultados del análisis entre grupos e intra-grupo mostraron diferencias en la categoría Procesamiento de información. El análisis de red psicológica sugiere que la intervención fue protectora, prometedora y de bajo coste para el rediseño del trabajo. Se discute el uso de medidas dinámicas de red psicológica para estudios de intervención.

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

Cited by 37 publications

References 72 publications

Working conditions in hospitals revisited: A moderated-mediated model of job context and presenteeism

Working conditions in hospitals revisited: A moderated-mediated model of job context and presenteeism

Organizational Justice, Job Stress, and Work-family Conflict: Their Interrelationships in Universities' Personnel

Work redesign: Intervention based on the Social Information Processing Approach

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