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

Amlan Haque (School of Business and Law, Central Queensland University, Sydney Campus, Sydney, Australia)
Mario Fernando (School of Management, Operations and Marketing, University of Wollongong, Wollongong, Australia)
Peter Caputi (Faculty of Social Sciences, University of Wollongong, Wollongong, Australia)

Asia-Pacific Journal of Business Administration

ISSN: 1757-4323

Article publication date: 10 June 2019

Issue publication date: 9 July 2019

Abstract

Purpose

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.

Design/methodology/approach

Using social exchange theory and structured equation modelling, hypotheses were tested using responses from 200 full-time Australian employees.

Findings

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.

Practical implications

This paper suggests that organisations expecting to address presenteeism by promoting PHRM may experience an adverse result when employees conceal turnover intentions.

Social implications

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.

Originality/value

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.

Keywords

Acknowledgements

This research did not receive any specific grant from funding agencies in the public, commercial or not-for-profit sectors.

Citation

Haque, A., Fernando, M. and Caputi, P. (2019), "Perceived human resource management and presenteeism: Mediating effect of turnover intentions", Asia-Pacific Journal of Business Administration, Vol. 11 No. 2, pp. 110-130. https://doi.org/10.1108/APJBA-02-2018-0038

Publisher

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Emerald Publishing Limited

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