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The purpose of the study is to give a new perspective to presenteeism. Traditionally, there are two approaches to it. In our study, we have tried to empirically prove that there is a third approach to looking at presenteeism from the lens of employee engagement.

The research design used a mixed-method approach and was carried out in two parts. In Part I of the study, survey research was carried out to study presenteeism. In part II, a vignette on presenteeism was designed to study whether respondents exhibit presenteeism more in a crisis than other modes of handling the situation.

The findings from Study 1 showed that high employee engagement led to high presenteeism. Study 2 showed that in crisis situation employee engagement led to voluntary presenteeism in the form of work–from–home as the most preferred response.

The study's limitations were the small sample size and cross-sectional survey research design. The same was offset by using the vignette study to show the relationship between employee engagement and presenteeism.

Voluntary presenteeism is different from forced presenteeism and often is a mark of engaged behaviour of employees.

If work-from-home when sick is managed correctly and supported with adequate resources, attending work during illness can benefit health and performance in the long run.

The study provides a unique perspective on presenteeism in general and voluntary presenteeism in particular.

The purpose of this paper is to explore the different contextual and psychological determinants of organisational resilience (OR) in the context of global mobility in multinational enterprises (MNEs). Banking upon the conservation of resources theory, this paper studies how and when reattachment to work (RTW), work engagement (WE) and two types of presenteeism lead to OR. Further, in the backdrop of the post-pandemic world of work, this paper also conceptualises the conditional effects of trait resilience (TR), organisational support (OS) and expatriation type (ET) on the aforementioned linkages.

This paper develops a conceptual framework that depicts various antecedents of OR in MNEs. Several testable propositions are also offered alongside the model’s moderated mediation and moderated moderation relationships.

The conceptual framework depicts the causal relationships between RTW and OR, such that Flexible RTW increases OR through higher WE and functional presenteeism under the conditional influences of TR, OS and ET, whereas rigid RTW decreases OR through lower WE and dysfunctional presenteeism under the conditional effects of TR, OS and ET.

To the best of the authors’ knowledge, this paper is the first of its kind that explores the psychological and contextual antecedents of the OR of MNEs and offers numerous testable propositions. The nexus of unique relationships presented in the conceptual framework bridges a crucial gap in the literature that explores the complexities of the post-pandemic workplace in the context of global mobility.

Police officers in the UK frequently experience traumatic events and work pressures, and these can have a detrimental impact on mental health. A psychological surveillance programme has been implemented and clinically evaluated. This paper reports an economic evaluation of the programme.

A decision analytic model was developed to explore programme costs, outcomes and return on investment for a notional cohort of 1,000 police personnel (officers and staff). The model parameters were obtained from a large data set of sequential psychological surveillance results. Changes in individual work productivity were derived from a workability measure included in the survey.

The modelled expected total cost incurred to screen 1,000 participants was £84,287 ($106,971). The expected net increase in work productivity for those receiving interventions was valued at £241,672 ($306,713). This result represents a return on investment of 187%. Sensitivity analyses showed that the model was robust to changes in key parameters.

Police personnel experiencing traumatic events may need specialist support from occupational health services or psychological therapy. Screening or surveillance can detect mental health problems, but its cost-effectiveness has been previously unknown.

The value for money of providing surveillance within the police force to detect mental health problems is assessed in this research. The gains in terms of increased work are evident. In similar environmental working conditions, this could extend to emergency services globally.

The police are often called upon to deal with the lowest points in people’s lives. The findings have implications for police forces wishing to support officers to be able to provide the best of themselves in these situations.

There have been no previous studies in policing that have concluded that running a psychological surveillance programme in policing is financially viable. Although this requires initial investment, this paper models that the extra costs incurred are more than offset by improved work productivity.

This paper aims to investigate the impact of prolonged work hours and high stress levels on ethical behavior within health-care settings. It evaluates how these factors compromise professional and personal boundaries and examines the efficacy of targeted ethical training programs designed to mitigate these challenges.

This study adopts an integrated conceptual framework combining the interactionist model of ethical decision-making, organizational justice theory and virtue ethics. It uses data from the General Social Survey (GSS) and analyzes trends and insights from existing literature. The study explores theoretical underpinnings and empirical evidence to understand the complex interplay between workplace stress, long hours and ethical behavior in health-care environments, ensuring the validity and reliability of the findings.

The findings highlight a significant correlation between excessive work hours, increased stress levels and ethical lapses in health-care settings. These lapses, including breaches of confidentiality and inappropriate workplace relationships, can have profound implications for patient care and professional satisfaction. The efficacy of ethical training programs in enhancing moral reasoning and ethical judgment among health-care professionals is demonstrated, particularly those programs that mirror real-world complexities. Such training equips health-care workers with the necessary tools to navigate ethical dilemmas effectively, fostering a culture of ethical awareness and integrity.

This paper uniquely contributes to the literature by comprehensively analyzing how stress and work hours influence ethical behavior, specifically in health-care settings. Supported by a robust theoretical framework, it extends previous research by demonstrating the effectiveness of ethical training in improving ethical behavior. The paper provides practical recommendations for health-care organizations to cultivate a culture of ethical awareness and integrity, highlighting the potential for such programs to improve patient care and professional satisfaction significantly.

The purpose of this study is to investigate the motives that drive individuals' intentions to work within firms operating in the Greek tourism sector and to examine the impact of these motives on the intention to work.

To achieve this objective, we conducted an empirical survey among 2,104 individuals with professional experience in the tourism business. Descriptive statistics and hierarchical regression analysis were employed, with motives as independent variables and the intention to work as the dependent construct, to answer the research question.

This study presents job motivation as a hierarchical set of criteria that need to be fulfilled or satisfied. It also identifies the significant motives impacting employees' intention to work in both the accommodation sector and food and beverage services.

The data were collected at a single point in time from Greece, which may limit the generalizability of our results. Future research could consider the psychological and physiological characteristics of employees.

Managers who provide social security, create a positive work environment, and promote collaboration among their employees can enhance the quality of work-life and positively influence their intention to work.

The proposed model offers valuable guidelines that advance research on employee motivation in the tourism industry.

This study attempts to analyse and rank the impact of work-related issues arising within the Indian construction industry in the context of the existing pandemic. Furthermore, this is the first attempt to provide strategies to overcome issues among a workforce that is highly contractual in nature and is currently witnessing the uncertainties of the pandemic's aftermath. To the best of the author's knowledge, few studies have highlighted the combined analysis of job insecurity, psychological stress and emotional exhaustion in the Indian construction industry.

The “Best Worst Methodology” (BWM) has been used in this study to analyse and rank the key factors that eliminate negative characteristics among contractual construction employees. The BWM, outlined by Rezaei (2015, 2016), is a popular “multi-criteria decision analysis technique” due to its advantage of consistent results and lesser pairwise data requirements.

The study identified and ranked the socioeconomic impact of the three waves of the COVID-19 pandemic on construction sector employees in the Indian subcontinent. The results indicate that job insecurity has the most prominent impact, which ultimately produces psychological stress and emotional exhaustion among employees.

To achieve the objective of identifying and prioritising the criteria of adverse socioeconomic impacts during the pandemic and outlining plans of action for the construction industry, ten experts (civil engineers/managers) from ten different construction projects were involved in a mixed-method case study, which has never been explored in the Indian construction sector.