带病上班:高参与度工作系统和个人能力对出勤的作用

IF 2.7 3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations Pub Date : 2023-05-31 DOI:10.1108/er-10-2022-0491

Md Shamirul Islam, Muslim Amin, Feranita Feranita, Jonathan Winterton

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引用次数: 0

摘要

目的探讨高投入工作系统对完成工作和避免分心的影响。它也调查胜任力作为HIWS对出勤的影响的中介。设计/方法/方法通过在线调查从343名孟加拉国银行员工中收集数据。采用偏最小二乘-结构方程模型(PLS-SEM)来评估上述联系。研究结果表明，高强度工作环境直接避免了注意力分散，但对完成工作维度的出勤没有显著影响。研究结果还表明，胜任力介导HIWS对完成工作的影响，但对避免分心没有影响。本研究利用工作需求-资源(JD-R)模型，实证证明了HIWS在完成工作和避免与出勤相关的分心方面的对比作用。本研究也为胜任力对高劳动生产率和出勤关系的调节机制提供了新的视角，为高劳动生产率和出勤的研究提供了新的方向。

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Coming to work with an illness: the role of high-involvement work systems and individual competence on presenteeism

Purpose This paper aims to examine the effect of high-involvement work systems (HIWSs) on completing work and avoiding distraction as two dimensions of presenteeism. It also investigates competence as a mediator of the effect of HIWS on presenteeism. Design/methodology/approach Data were collected from 343 Bangladeshi bank employees using an online survey. The partial least squares-structural equation modelling (PLS-SEM) was employed to assess the abovementioned linkages. Findings The findings demonstrate HIWS directly avoid distraction but do not significantly impact the completing work dimension of presenteeism. The findings also indicate that competence mediates the effect of HIWS on completing work but not on avoiding distraction. Originality/value Drawing on the job demands-resources (JD-R) model, this study empirically demonstrates the contrasting role of HIWS in completing work and avoiding distraction related to presenteeism. It also provides a novel perspective on the unexplored mediating mechanism of competence on the relationship between HIWS and presenteeism and offers new directions for HIWS and presenteeism research.

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来源期刊

Employee Relations Multiple-

CiteScore

6.50

自引率

8.80%

发文量

期刊介绍： ■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life