Humayun Shazia, Saleem Sharjeel, Shabbir Rizwan, Shaheen Sadia
Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan.
Psychol Res Behav Manag. 2022 Jul 26;15:1837-1851. doi: 10.2147/PRBM.S369764. eCollection 2022.
Researchers have a wide-ranging consensus on the negative side of presenteeism that leads to productivity loss; however, little is known about its flipside that has undertaken motivational factors as potential antecedents. This implicit gap is addressed by exploring a new perspective of presenteeism and proposing employees' calling as its precursor with the help of self-determination theory (SDT). The mediating mechanism is explicated with job crafting by considering it a sensemaking strategy that offers a plausible explanation of the positive association between an employee's calling and presenteeism. This research is an attempt to explore the positive side of presenteeism and generalize the presenteeism findings in another sector apart from the medical field, as this phenomenon is gaining widespread acceptance in HR literature.
The data were collected from 274 employees from the textile sector, and the hypotheses were tested using SmartPLS software. We collected time-lagged data from the textile sector employees of Pakistan. The individual-level data have been collected to test the relationship between calling, job crafting, and presenteeism.
The results indicate the positive association between calling and presenteeism through direct and indirect paths. However, the mediating mechanism through two dimensions of job crafting, crafting challenging job demands and crafting social job resources, was not supported.
Drawing on SDT, we contribute to the literature by identifying calling as an antecedent of presenteeism. We propose and test the direct and indirect relationships between calling, job crafting, and presenteeism. Future researchers might attempt to test this model in different sectors like multinational companies, educational institutions, healthcare, retail, etc. The proposed relationships also lend themselves to be explicated with other mediators.
研究人员对于出勤主义的负面影响（即导致生产力损失）已达成广泛共识；然而，对于其另一面（即把激励因素视为潜在前因）却知之甚少。通过探索出勤主义的新视角，并借助自我决定理论（SDT）提出员工使命感作为其先兆，解决了这一隐含的差距。通过将工作重塑视为一种意义建构策略，对中介机制进行了阐释，该策略为员工使命感与出勤主义之间的正向关联提供了合理的解释。本研究旨在探索出勤主义的积极一面，并将出勤主义的研究结果推广到医疗领域之外的其他行业，因为这一现象在人力资源文献中越来越被广泛接受。
数据收集自274名纺织行业员工，并使用SmartPLS软件对假设进行检验。我们从巴基斯坦纺织行业员工那里收集了滞后数据。收集个人层面的数据以检验使命感、工作重塑和出勤主义之间的关系。
结果表明使命感与出勤主义之间通过直接和间接路径存在正向关联。然而，通过工作重塑的两个维度（即塑造具有挑战性的工作要求和塑造社会工作资源）的中介机制未得到支持。
借鉴自我决定理论，我们通过将使命感确定为出勤主义的一个前因，为文献做出了贡献。我们提出并检验了使命感、工作重塑和出勤主义之间的直接和间接关系。未来的研究人员可能会尝试在不同行业（如跨国公司、教育机构、医疗保健、零售等）中检验此模型。所提出的关系也适合用其他中介变量来阐释。
