Presenteeism, a concept associated with lost productivity due to reduced work performance as a result of an employee attending work while ill, is relatively new. Presenteeism emerged in the early 1990s from an absenteeism dominated research paradigm. This study aimed to fill gaps in limited presenteeism literature and do so from an organizational perspective by investigating a diverse workforce and avoiding health-oriented variables. The overlapping human capital theory and human resource management perspective that investing in employees leads to increased organizational value underpinned the research design. This study employed a non-experimental, cross-sectional, correlational quantitative self-administered online survey research design to investigate the relationship between participation in a worksite wellness program and presenteeism, when controlling for employees' income and education, between New York Designated Market Area workers employed by organizations with 1,000 or more employees who participate in a worksite wellness program and those who do not. Presenteeism was operationalized by aggregate analysis of responses to the Work Limitations Questionnaire (WLQ; Lerner et al., 2001), a well-documented, valid and reliable presenteeism measurement instrument. Hypothesis 1 was explored with a two-sample t-test and validated with a Mann-Whitney test. Multiple linear regression analyses were employed to investigate hypotheses 1, 2, 3, and 4. A Cronbach's alpha test was performed to test the Work Limitations Questionnaire. This study found no evidence to suggest the level of presenteeism among the study's sample of New York Designated Market Area workers employed by organizations with 1,000 or more employees varies according to whether or not they participate in a worksite wellness program. Results from statistically controlling for income and education, individually and simultaneously, yielded similar findings. The study's null hypotheses were not rejected.
|Subjects||Behavioral psychology; Management; Organizational behavior|
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