Presenteeism and Employees' Performance: Empirical Evidence from Lagos State Ministry of Health, Nigeria
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College ofHumanities, Management and Social Sciences
Abstract
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To achieve organisational goals and objectives, presenteeism and
employee performance are among the most crucial human
resource phenomena to consider. However, since sickness
presentee ism is the most common type ofpresenteeism and receives
less attention than voluntary and involuntary p resenteeism, there
is a knowledge gap regarding the specific kind ofp resenteeism with
the most significant influence. To this end, this study fo cused on
how presenteeism influences employees'performance at the Lagos
State Ministry of Health in Nigeria. Data from 362 employees at
the Lagos State Ministry of Health in Nigeria was gathered using a
cross-sectional survey research design. A structured Standard
Presenteeism Scale (SPS), and an Individual Work Performance
Questionnaire (IWPQ) were the instruments used for data
collection. The Statistical Package for Social Sciences (SPSS) 25.0
version was used to analyse the data using regression analysis.
According to the results, voluntary p resenteeism has an
insignificant negative influence on employees' performance (fJ = -
0.027, S.E =0.087, t-ea/c.= -0.419, p-value = 0.676, p>0.05). In
comparison, involuntary presenteeism significantly negatively
influences employees' performance (fJ = -0.148, S.E = 0.090, tea/
c.= -2.331, p-value = 0.020, p < 0.05). The results show that
between the two presenteeism variables, involuntary presenteeism
has a more negative influence on employee performance than
voluntary presenteeism. These findings imply that presenteeism,
regardless of the form , negatively influences employees '
performance. Also, the organisation must avoid the conditions that
encourage presenteeism because it serves no useful purpose.
Keywords
H Social Sciences (General), JA Political science (General)