Presenteeism in the workplace: A review and research agenda.

By G. Johns. 2010

1,140 citations recorded by the source corpus.

Subfields: General Health Professions, Radiological and Ultrasound Technology

View Paper: https://www.semanticscholar.org/paper/255cc2e782f0d40df3a57ea85475ee9f605f80a8

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In General Health Professions

In Radiological and Ultrasound Technology

Citations in the corpus

“To work, or not to work, that is the question” – Recent trends and avenues for research on presenteeism (2020, background): “However, the appropriate time frame for measuring presenteeism is still unclear (Collins et al., 2018; Johns, 2010).”
Leaders as role models: Effects of leader presenteeism on employee presenteeism and sick leave (2020, methodology): “The shorter recall period of six months (Johns, 2010) compared to the commonly used 12-months’ time frame (Miraglia & Johns, 2016) may further reduce recall bias.”
Presenteeism and burnout among teachers in public and private Portuguese elementary schools (2012, background): “Although multiple definitions of presenteeism emerged in the literature (for a review, see Johns 2010 ), all recent approaches to this phenomenon agree that it essentially consists of showing up for work despite feeling unhealthy.”
The health-performance framework of presenteeism: Towards understanding an adaptive behaviour (2020, background): “Over time, two main approaches developed: one describing presenteeism as working through illness and the other focusing on productivity loss and the impact of a range of illnesses on lost productivity time (Johns, 2010; KaranikaMurray and Cooper, 2018).”
The Pros and Cons of Sick Pay Schemes: Testing for Contagious Presenteeism and Noncontagious Absenteeism Behavior (2016, background): “In particular, this paper extends the small economic literature on presenteeism at the workplace (Aronsson et al. 2000; Chatterji and Tilley 2002; Brown and Sessions 2004; Johns 2010; Böckerman and Laukkanen 2010; Markussen et al. 2012; Hirsch et al. 2015; Ahn and Yelowitz 2016).”
Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention (2018, neutral): “As working conditions are created through management initiatives (Johns 2010), leaders are viewed as providers of job resources to employees (Sirmon, Hitt, and Ireland 2007).”
COVID-19 and the workplace: Implications, issues, and insights for future research and action. (2020, background): “More immediate than many forms of stress, COVID-19 draws close attention to the problem of presenteeism (i.e., people going to work when ill; Johns, 2010).”
A dialectical theory of the decision to go to work: Bringing together absenteeism and presenteeism (2014, background): “Presenteeism refers to the phenomenon of employees presenting to work despite medical or mental illness that should prompt absence fromwork (Aronsson et al., 2000; Bungum et al., 2003; Johns, 2010).”
Understanding non-work presenteeism: Relationships between emotional intelligence, boredom, procrastination and job stress (2014, neutral): “Compared to absenteeism, which is defined as not attending scheduled work (Johns, 2010), presenteeism is becoming a bigger financial problem for organisations (Goetzel et al.”