Showing Up at Work ill: Relationship with Job Satisfaction and the Moderation Effect of Job Autonomy
Byung-Yoon Chun1, Chiang-Soon Song2
1Byung-Yoon Chun, Professor, Department of Tax & Management, Gwangju University, Gwangju, Korea.
2Chiang-Soon Song, Professor, Department of Occupational Therapy, Chosun University, Gwangju, Korea.
Manuscript received on 01 January 2019 | Revised Manuscript received on 06 January 2019 | Manuscript Published on 07 April 2019 | PP: 464-469 | Volume-8 Issue- 3C January 2019 | Retrieval Number: C10960183C19/2019©BEIESP
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open-access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Presenteeism refers to showing up at work ill. Presenteeism phenomenon in the workplace has been overlooked. Many previous studies have been more focused on recognizing the antecedents of presenteeism neglecting important attitudinal outcomes. This study examined the association between presenteeism and job satisfaction, which is one of the key attitudinal work factors as a dependent variable, and focused on the moderation effect of job autonomy which would provide a mechanism to mitigate an adverse effect of performance and productivity in organization. Methods/Statistical analysis: 435 data samples were used for the analysis of this empirical study. These samples were collected from various industries in different organizations in Korea. Structural Equation Model (with LISREL 8.54) was used for CFA and the model fit test as well as SPSS 23 to administer Hierarchical regression analysis and the moderated regression analysis of Job Autonomy. Findings: The research revealed the negative impact of presenteeism on job satisfaction ( = -.33, p < .001). And hierarchical regression analysis found that job autonomy played a moderating role in the relation between presenteeism and job satisfaction ( = -.11, p < .01). This negative relationship was stronger when job autonomy was high, but not when it was low. Improvements/Applications: Given in the findings aforementioned, manager and management need to pay more attentions to this counterproductive behavior – presenteeism – to organization and to pay further efforts finding practical policies or initiatives such as in-house health consultation program and sick leave policy. And more job autonomy in scheduling work and deciding work method should be granted to employee for improving job satisfaction. To better understand the implications of presenteeism behavior on outcome variables, longitudinal analysis is recommended.
Keywords: Presence While sick, Showing up at Work ill, Presenteeism, job Satisfaction, job Autonomy.
Scope of the Article: Evaluation of Glazing Systems for Energy Performance