Department of Business, Faculty of Economics and Business, University of Barcelona, Barcelona, Spain.
Department of Human Resources and Organizational Behaviour, ISCTE-IUL, Instituto Universitário de Lisboa, Lisboa, Portugal.
PLoS One. 2018 Oct 22;13(10):e0205973. doi: 10.1371/journal.pone.0205973. eCollection 2018.
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.
本研究探讨了员工感知到的工作自主性与主管支持和出勤主义氛围这两个工作环境因素之间的关系，是否容易受到工作环境的影响，从而解释出勤主义行为，即员工尽管生病或身体不适仍决定上班的行为。工作环境对出勤主义氛围和具体的出勤主义行为有影响吗？本研究包括了在黎巴嫩一家私人医院工作的 213 名医疗保健员工（例如护士、医生）。我们使用普通最小二乘法（OLS）回归路径分析框架和自举方法来估计假设的调节中介模型。研究结果表明，医疗保健工作资源（工作自主性）与出勤主义氛围和出勤主义行为的发生有关。我们还发现，这种关系受到出勤主义氛围的影响，主管支持调节了观察到的间接关系。本研究通过解释医生和护士这两个群体，将组织出勤研究领域扩展到了出勤主义氛围，说明了环境变量如何解释工作资源与出勤主义行为之间的关系。主管支持在鼓励任务自主性方面发挥着重要作用，从而使员工增加对管理工作行为的授权感。总体而言，医疗保健管理人员应确保员工了解自己的角色和职责，并具备最新、明确界定的角色（例如，工作描述），以便他们能够实现组织的目标。
