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Sickness Presenteeism as a Link between Long Working Hours and Employees’ Outcomes: Intrinsic and Extrinsic Motivators as Resources

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  • Luo Lu

    (Department of Business Administration, National Taiwan University, Taipei 106, Taiwan)

  • Cary L. Cooper

    (Alliance Manchester Business School, University of Manchester, Manchester M15 6PB, UK)

Abstract

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.

Suggested Citation

  • Luo Lu & Cary L. Cooper, 2022. "Sickness Presenteeism as a Link between Long Working Hours and Employees’ Outcomes: Intrinsic and Extrinsic Motivators as Resources," IJERPH, MDPI, vol. 19(4), pages 1-16, February.
    • Handle: RePEc:gam:jijerp:v:19:y:2022:i:4:p:2179-:d:749697
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    References listed on IDEAS

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    1. Jae Hyeung Kang & James G. Matusik & Lizabeth A. Barclay, 2017. "Affective and Normative Motives to Work Overtime in Asian Organizations: Four Cultural Orientations from Confucian Ethics," Journal of Business Ethics, Springer, vol. 140(1), pages 115-130, January.
    2. Skagen, Kristian & Collins, Alison M., 2016. "The consequences of sickness presenteeism on health and wellbeing over time: A systematic review," Social Science & Medicine, Elsevier, vol. 161(C), pages 169-177.
    3. Kuvaas, Bård & Buch, Robert & Weibel, Antoinette & Dysvik, Anders & Nerstad, Christina G.L., 2017. "Do intrinsic and extrinsic motivation relate differently to employee outcomes?," Journal of Economic Psychology, Elsevier, vol. 61(C), pages 244-258.
    4. Zhou, Qin & Martinez, Luis F. & Ferreira, Aristides I. & Rodrigues, Piedade, 2016. "Supervisor support, role ambiguity and productivity associated with presenteeism: A longitudinal study," Journal of Business Research, Elsevier, vol. 69(9), pages 3380-3387.
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