TY  - JOUR
AB  - 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.
VL  - 11
IS  - 2
SN  - 1757-4323
DO  - 10.1108/APJBA-02-2018-0038
UR  - https://doi.org/10.1108/APJBA-02-2018-0038
AU  - Haque Amlan
AU  - Fernando Mario
AU  - Caputi Peter
PY  - 2019
Y1  - 2019/01/01
TI  - Perceived human resource management and presenteeism: Mediating effect of turnover intentions
T2  - Asia-Pacific Journal of Business Administration
PB  - Emerald Publishing Limited
SP  - 110
EP  - 130
Y2  - 2024/05/05
ER  -