Department of Business Administration, National Taiwan University, Taipei 106, Taiwan.
Alliance Manchester Business School, University of Manchester, Manchester M15 6PB, UK.
Int J Environ Res Public Health. 2022 Feb 15;19(4):2179. doi: 10.3390/ijerph19042179.
The aim of this study was to test the flow from long working hours to sickness presenteeism behavior and its outcomes for employees, while integrating intrinsic and extrinsic work value orientations as moderators in the process. We employed a two-wave design with a five-month interval. Data were obtained from 275 employees in Taiwan. The results of latent moderated structural equations (LMS) revealed that long working hours were positively associated with presenteeism, which in turn was negatively related to employees' well-being and job performance. Furthermore, the negative indirect effect of working long hours on job performance via presenteeism was weaker for those with a higher intrinsic work value orientation. The negative indirect effect of working long hours on well-being via presenteeism was weaker for those with a higher extrinsic work value orientation. We demonstrated that the long-term impact of presenteeism behavior could be understood by viewing work value orientations as resource gains to compensate resource depletion in a demanding work context. This resource dynamism is pivotal to realizing the functional or dysfunctional outcomes of presenteeism behavior. Theoretical and managerial implications of the findings for employees' well-being and organizational effectiveness are discussed.
本研究旨在检验长时间工作对员工病假出勤行为及其结果的影响，并将内在和外在工作价值观作为该过程的调节因素。我们采用了两波设计，间隔五个月。数据来自台湾的 275 名员工。潜在调节结构方程（LMS）的结果表明，长时间工作与出勤呈正相关，而出勤又与员工的幸福感和工作绩效呈负相关。此外，对于内在工作价值观较高的员工，长时间工作对工作绩效的负面影响通过出勤的间接效应较弱。对于外在工作价值观较高的员工，长时间工作对幸福感的负面影响通过出勤的间接效应较弱。我们证明，通过将工作价值观视为资源收益来补偿高要求工作环境中的资源枯竭，可以理解出勤行为的长期影响。这种资源动态对于实现出勤行为的功能或非功能结果至关重要。讨论了这些发现对员工福祉和组织效率的理论和管理意义。
