Perceived human resource management and presenteeism: Mediating effect of turnover intentions

Published on Jul 16, 2019in Asia-pacific Journal of Business Administration
· DOI :10.1108/APJBA-02-2018-0038
Amlan Haque7
Estimated H-index: 7
,
Mario Fernando18
Estimated H-index: 18
,
Peter Caputi62
Estimated H-index: 62
Sources
Abstract
The purpose of this paper is to investigate the mediating effect of employee turnover intentions (ETI) on the relationship between perceived human resource management (PHRM) and presenteeism. The notion of presenteeism is described as coming to work when unwell and unable to work with full capacity.,Using social exchange theory and structured equation modelling, hypotheses were tested using responses from 200 full-time Australian employees.,The results show that employees’ PHRM significantly influenced presenteeism and ETI. As predicted, PHRM negatively influenced presenteeism and ETI positively influenced presenteeism. The direct influence of PHRM on presenteeism was fully mediated by ETI.,This paper suggests that organisations expecting to address presenteeism by promoting PHRM may experience an adverse result when employees conceal turnover intentions.,Form the perspective of social exchange, this study focuses on ETI as a mediating variable and sheds light on employees’ hidden attitudes about their jobs to explain how PHRM can influence presenteeism in Australia. Consequently, the findings should help both organisations and employees to identify ways that PHRM can reduce presenteeism.,This paper examines the unique meditational role of ETI in the relationship between PHRM and presenteeism, which is an area of inquiry that has not been fully examined in the literature of HRM. In addition, it examines presenteeism among Australian employees in relation to PHRM.
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