Chen Jia Wun, Lu Luo, Cooper Cary L
Department of International Trade, Chihlee University of Technology, New Taipei City, Taiwan.
Department of Business Administration, National Taiwan University, Taipei, Taiwan.
Front Psychol. 2021 Mar 23;12:643437. doi: 10.3389/fpsyg.2021.643437. eCollection 2021.
The present study investigated the lasting effects of sickness presenteeism on well-being and innovative job performance in the demanding Chinese work context compounded with the precarities of the post-pandemic business environment. Adopting the conservation of resources (COR) theory perspective, especially its proposition of compensation of resources, we incorporated social resources at work (supervisory support and collegial support) as joint moderators in the presenteeism-outcomes relationship. We employed a panel design in which all variables were measured twice with 6 months in between. Data were obtained from 323 Chinese employees working in diverse industries in Taiwan. We found that after controlling for the baseline level of well-being, presenteeism did not have a lasting effect on employees' exhaustion. However, presenteeism did have a negative lasting effect on employees' innovative behavior 6 months later. Moreover, we found a significant three-way interaction of presenteeism, supervisory support, and collegial support on employees' innovative job performance, after controlling for the baseline level of performance. Specifically, when working under illness, employees displayed the best innovative performance with high levels of both supervisory and collegial support, the worst performance with both support being low, and the intermediate when any one of the support being high. This can be taken as the preliminary evidence to support the COR proposition of resource caravans, showing that supervisory support and collegial support compensated for each other as critical resources in alleviating the impact of working under sickness on employees' innovative performance. Theoretical implications of the findings are discussed, taking into account the macro-cultural context of the East Asian Confucian societies. We also reflected on the managerial implications of the lasting damages of sickness presenteeism and benefits of mobilizing social resources on employees' well-being and performance.
本研究探讨了在要求严苛的中国工作环境中，加之疫情后商业环境的不稳定因素，带病出勤对幸福感和创新工作绩效的长期影响。从资源保存（COR）理论视角出发，特别是其资源补偿的命题，我们将工作中的社会资源（上级支持和同事支持）纳入带病出勤与结果关系的联合调节变量。我们采用了面板设计，所有变量均进行两次测量，间隔6个月。数据来自台湾323名从事不同行业的中国员工。我们发现，在控制了幸福感的基线水平后，带病出勤对员工的疲惫感没有长期影响。然而，带病出勤在6个月后对员工的创新行为有负面长期影响。此外，在控制了绩效的基线水平后，我们发现带病出勤、上级支持和同事支持对员工的创新工作绩效存在显著的三方交互作用。具体而言，在患病工作时，员工在上级支持和同事支持水平都高的情况下创新绩效最佳，在两者支持都低的情况下绩效最差，而在任何一种支持水平高时绩效处于中间水平。这可作为支持COR理论中资源汇聚命题的初步证据，表明上级支持和同事支持作为关键资源相互补偿，减轻了患病工作对员工创新绩效的影响。我们结合东亚儒家社会的宏观文化背景讨论了研究结果的理论意义。我们还反思了带病出勤的长期危害以及调动社会资源对员工幸福感和绩效的益处所具有的管理意义。
