Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Free AccessPresenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. Hägerbäumer, M. (2023)Heiko Breitsohl, Lena Zöhrer, Sascha A. RuhleHeiko BreitsohlUniv.-Prof. Dr. Heiko Department of Organization, Human Resources, Service Management, University Klagenfurt, Universitätsstr. 65 67, 9020 Austria, [email protected]Department AustriaSearch more papers by this author, ZöhrerDepartment RuhleDepartment Resource Studies, Tilburg University, The NetherlandsSearch authorPublished Online:April 05, 2023https://doi.org/10.1026/0932-4089/a000411PDF ToolsAdd to favoritesDownload CitationsTrack Citations ShareShare onFacebookTwitterLinkedInReddit SectionsMoreIn their essay, Priebe Hägerbäumer (2023) propose that due recent changes in many workplaces around the globe, such as sharp increase remote work (especially from home)1 caused COVID-19 pandemic, concept sickness presenteeism (SP) needs be “reloaded” (i. e., adapted). Specifically, suggest aspects SP reconsidered are (1) what it means “present” when can performed anywhere presence problem), (2) “working” workers have considerable discretion over duration, kind, amount they perform threshold (3) shifting “work activities into home environment” (Priebe & 2023) implies prevalence SP.We agree with research should stay abreast workplace, including unprecedented work. However, we submit is already case. remainder our commentary Hägerbäumer’s propositions proceeds four steps. First, demonstrate addressing presence/shifting problem, both conceptually empirically. Second, argue ostensible problem a conflation potential reasons engaging its downstream outcomes, solution keep them separate while investigating jointly. Third, increased attention not divert jobs which working an option. Fourth finally, briefly discuss some opportunities future resulting lines argument.Sickness Presenteeism ResearchIs Already Operating ona Location-Inclusive BasisPriebe “focus carrying out people ill independent place where carried [emphasis added]”, partly pandemic. While proposition, happening. Indeed, Ruhle et al. (2020) defined (sickness)2 “behaviour state ill-health” (Ruhle al., 2020, p. 346). This definition any particular location, contrast previous conceptualizations (e. g., “attending ill”; Johns, 2010, 521, or “the phenomenon people, despite complaints health prompt rest absence work, still turning up at jobs”; Aronsson 2000, 503) therefore does imply specific physical change location working. In addition reconceptualization, explicitly called address “changes life individuals, triggered societal, economic technological developments,” possibility decide work,” flexibility,” “boundarylessness work” (p. 356). Moreover, early Kinman Grant (2021) pointed importance home, especially regard missing boundaries between personal domains. Thus, steps toward “reloading presenteeism” been taken, has adopted location-inclusive (Brosi Gerpott, 2022; 2022).In addition, devoted context offering valuable new insights consequences SP. For instance, Steidelmüller reported results cross-national comparative investigation positive association home-based telework Additionally, researchers suggested relationship might related pre-pandemic experience using intensification (Gerich, 2022), low psychosocial safety climates environment (C. Biron 2021). Furthermore, Brosi Gerpott (2022) explored guilt driver home. Finally, prompted Ferreira offered multilevel conceptual treatment remote-work SP, Schmoll conducted qualitative study perceptions decisions health, resulted six further advance understanding context. sum, proposed acknowledged being addressed research.Sickness Should Distinguish Between (Any Amount of) Working State Ill Health Its Functional Dysfunctional OutcomesPriebe there unclear minimum performing required qualify less severe remotely, workers’ relatively greater adjustment latitude) organizing latitude make prevalent (and potentially concerning detrimental individual), disagree generalization regarding valence We no based principles construct clarity well considerations.The seems arise because conflates is, (in health), harm inflicted worker. view, approach optimal respect (Podsakoff 2016). appear implicit assumption harmless, even benign, (remotely) health. extent harmful, neutral, helpful indicated solely itself. principle, may range different effects Lohaus 2021; Habermann, 2019; 2020), deterioration (Skagen Collins, 2016), but also access social connections (Karanika-Murray Biron, 2020) better performance evaluations (Wang 2022). overall “functional” “dysfunctional” terms outcomes depend host factors, nature severity condition, conditions individual, effort expended (Holland 2018; Karanika-Murray 2020; Schmoll, underlying motives play crucial role (health-related) (Lohaus Lu 2013; Ma 2018).Moreover, defining would ignore subjective Adopting example (2023), checking email too brief superficial considered workers, other individuals perceive engagement tasks one important aspect point out, blurring non-work “new ways working” (Demerouti 2014), use information communication technology, allow flexibility spatial temporal boundaries) permeability domain simultaneous behavioral psychological another) roles (Ashforth 2000; Hall Richter, 1988). Greater contribute substantial relief providing satisfactory balance multiple roles. Yet, easier intrusion matters spheres usually reserved (Shockley Allen, 2010; Thörel resting will experienced burden depends individual worker preferences segment (vs. integrate) (Kreiner, 2006; Piszczek, 2017; Shockley 2010).In how manage important. avoid conflating functional dysfunctional outcomes. As starting point, Whether (health) negative points raised above and, therefore, interplay environments (see Proposition 6 2021).Sickness Avoid Excluding Any Types JobsPriebe that, until recently, was largely uncommon unfeasible, global “shift” (physical) “is mandatory showing modern environment”. latter statement advocate universal conceptualization above). urge away large portion population whom “modern applicable, remotely) simply possible to, example, job. issue became visible during pandemic associated shutdowns worldwide, feasible relocate workplace homes, whereas “essential” “life-sustaining,” needed continue “on-site” (Kniffin 2021, 65).We prediction continuing home), aftermath (2023): “Remote become rule than exception professions”. Nevertheless, want emphasize on-site remain norm healthcare sector, hospitality, retail; Kniffin thus highlight risk sole (or least predominant) focus investigations work-from-home arrangements add questionable trend industrial organizational psychology overrepresent “samples salaried, core, highly educated, skilled, managerial, professional, executive employees” (Bergman Jean, 2016, 85), those groups tend ones most able adjust Eurofound, 2020). Bergman Jean (2016) raise lack boundary theory development) why narrow problematic help us “fully understand phenomena interest” 89). To conclude, fall prey developing tunnel vision directing endeavors only who deem dangerous organizational, societal level against backdrop inequality work).Opportunities Future From Inclusive Individualized PerspectiveTaken together, responses indicate several work). need “revision concept,” (2023). met. What tackle going forward nuanced, individualized “traditional settings” on-site), disappear near future.First, necessary consider mediating mechanisms (new) characteristics Here, question pertains (when 2018). foster autonomous motivation one’s free will), lead controlled sense obligation (Deci Miraglia 2016; 2020)? former development “a purposeful adaptive behaviour” 243). Especially “new” home) hold through time location) offer workers. These reducing harmful 2023). equally downsides flexible arrangements, exemplified autonomy paradox often (unconsciously) felt deliver additional (Kelliher Anderson, Pérez-Zapata van Echtelt 2006), electronic monitoring (Ferreira promote domains, motivation.Therefore, secondly, revisit affecting whether, effects. lie within worker, segmentation segmenters prefer stricter demarcation roles, integrators profit merging domains 2010). Therefore, health-related segmenters, benefit parts ill). Another result event acute vs. episodic chronic issues; Workers impairments Holland Collins (2018) suffering disease rheumatoid arthritis) had high working, voluntary (facilitated higher arrangement).It note employees’ literacy impact (while home). describes degree obtain, process, understand, communicate about informed decisions” (Berkman 16). decision, initial evidence suggests knowing decision process Other originate organization, regulation Workers, depending family responsibilities), fixed e. time) versus kept relegated accountability) arrangement Veldhoven, 2016).Finally, (on SP) inclusive “all jobs.” world changing, forefront settings), mean fields forget “other outside positions” 84). Beyond cannot remotely above), draw precarious combine “uncertainty continuity limited power” (Rudolph 18). Evidence meta-analysis indicates job insecurity financial difficulties via impairment (Miraglia settings feel obliged engage motivation), well-being), making group investigate. cover diversity fast-developing “gig” community (Cropanzano develop governmental interventions policies attendance behavior. closing, invite others build ideas labeled working”) all investigations.LiteraturAronsson, G., Gustafsson, K., Dallner, (2000). Sick yet An empirical presenteeism. Journal Epidemiology Community Health, 54 (7), 502 509. https://doi.org/10.1136/jech.54.7.502 First citation articleCrossref, Google ScholarAshforth, B. E., Kreiner, G. Fugate, All day’s work: Boundaries micro transitions. Academy Management Review, 25 (3), 472 491. https://doi.org/10.5465/amr.2000.3363315 ScholarBergman, V. (2016). Where “workers” gone? critical analysis unrepresentativeness samples relative labor market industrial–organizational literature. 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Work, Employment Society, 20 493 512. https://doi.org/10.1177/0950017006066998 ScholarWang, Lu, exploration leads good evaluation. https://doi.org/10.1002/job.2604 Scholar1Throughout commentary, assume “home” “remote (unless noted otherwise) home” interchangeably. established primary Gajendran Harrison, 2007).2The uses term “presenteeism”. consistently “sickness sake precision, expanded 2022).FiguresReferencesRelatedDetails Volume 67Issue 3Juli 2023ISSN: 0932-4089eISSN: 2190-6270 InformationZeitschrift Organisationspsychologie A&O pp. 166-171 https://doi.org/10.1026/0932-4089/a000411.© 2023Hogrefe VerlagPDF download