Working sick and out of sorts: a cross-cultural approach on presenteeism climate, organizational justice and work–family conflict

A climate of presenteeism has important effects on employee well-being and the organization itself. Our study, based on surveys of health sector employees in six different countries (Brazil, Ecuador, Lebanon, Portugal, Russia and Spain) examines whether organizational justice plays a mediating role in the relationship between a presenteeism climate in the organization and work–family conflict (WFC). Our results indicate that the perception of organizational justice and the presenteeism climate do influence WFC. Moreover, higher levels of WFC were found in non-Latin countries. This study contributes to the work attendance and life balance field by providing cross-cultural empirical evidence corroborating the effect of justice and presenteeism climate on the WFC.info:eu-repo/semantics/acceptedVersio

Presenteeism and productivity: The role of biomarkers and hormones

Purpose. This study aimed to assess whether self-reported productivity despite presenteeism may be affected by biomarkers and hormones and how these physiological indicators can interact with each other to explain the presenteeism dimensions. Methods. This pilot study included 180 healthy participants with a mean age of 41.22 years (SD = 13.58), 76.11% of whom were female. The dependent variable included a self-reported measure of productivity loss due to presenteeism: the Stanford Presenteeism Scale 6. This study also includes physiological indicators such as biomarkers (C-reactive protein (CRP) and blood glucose) and hormones (cortisol and TSH thyroid hormone). Results. Multiple linear regression analyses revealed that CRP moderated the relationship between cortisol levels and productivity despite presenteeism. Moreover, the increase of TSH moderated the relationship between cortisol, glycemia, and employees’ capacity to complete work tasks while sick. Conclusions. The results highlight TSH’s moderating role in decreasing employees’ capacity to fulfill tasks when these individuals have high levels of glycemia and cortisol in their blood. These findings have practical and theoretical implications based on a fuller understanding of how biomarkers and hormones explain productivity despite presenteeism.info:eu-repo/semantics/publishedVersio

Working sick and out of sorts: a cross-cultural approach on presenteeism climate, organizational justice and work-family conflict

A climate of presenteeism has important effects on employee well-being and the organization itself. Our study, based on surveys of health sector employees in six different countries (Brazil, Ecuador, Lebanon, Portugal, Russia and Spain) examines whether organizational justice plays a mediating role in the relationship between a presenteeism climate in the organization and work-family conflict (WFC). Our results indicate that the perception of organizational justice and the presenteeism climate do influence WFC. Moreover, higher levels of WFC were found in non-Latin countries. This study contributes to the work attendance and life balance field by providing cross-cultural empirical evidence corroborating the effect of justice and presenteeism climate on the WFC

Human Resource Management Practice and Quality of Work Life

301 IT professionals answer this survey. They are from different places in Brazil (north to south). We have two instruments, Quality of Work Life and Human Resource Practices. Also, we have qualitative data attached to subjects. As we collect data in Brazil, we use a Brazilian Quality of Work Life instrument developed by Mário César Ferreira and developed by Rodrigo Ferreira. The Human Resource Practice instrument used was based in Villajos and we added some items. (references below). Ferreira, R. R. (2013). Qualidade de vida no trabalho. Questões de método para a realização de diagnóstico em ambientes de trabalho. In M. C. Ferreira, C. S. Antloga, T. Paschoal, & R. R. Ferreira (Eds.), Qualidade de vida no trabalho: questões fundamentais e perspectivas de análise e intervenção (pp. 167–186). Paralelo 15. Villajos, E., Tordera, N., Peiró, J. M., & van Veldhoven, M. J. P. M. (2019). Refinement and validation of a comprehensive scale for measuring HR practices aimed at performance-enhancement and employee-support. European Management Journal, 37(3), 387–397. https://doi.org/10.1016/j.emj.2018.10.00

Práticas de Gestão de Pessoas no Brasil: Uma Revisão Sistemática

A área da gestão de pessoas é um diferencial para o alcance de resultados. Sua prática impulsiona o processo de desenvolvimento das organizações. O objetivo desse trabalho foi realizar uma revisão sistemática de estudos empíricos de práticas de gestão de pessoas (PGP) do contexto nacional compreendendo os seguintes eixos de categorização: perspectivas teóricas, conceitualizações, operacionalizações e relações sistêmicas. Utilizou-se o método PRISMA como método de estruturação da revisão sistemática nas bases de dados EBSCO Host, Periódicos CAPES, Scielo e PePSIC. 23 estudos empíricos foram encontrados. Os resultados sugerem carência de perspectivas teóricas claras e de coerência nas definições conceituais. Ainda, há predominância de métodos quantitativos e pouca investigação das relações sistêmicas das PGP. Identificou-se a necessidade de fortalecimento dos aspectos teóricos e de ampliação de perspectivas operacionais. Na discussão, são realizadas recomendações para uma agenda de pesquis