Present but absent: the influence of a presenteeism climate on employee burnout and work engagement, and the moderating role of gender differences

Purpose In the context of economic uncertainty, the concept of a presenteeism climate has emerged as a crucial organizational factor that compels employees to continue to show up for work even when they feel unwell. Drawing on the Job Demands-Resources framework, this study examines how perceptions of a presenteeism climate, in terms of extra-time valuation, impact employee burnout and work engagement. Given the inconsistency of findings regarding gender differences in presenteeism, this study also investigates the moderating role of gender in the relationship between a perceived presenteeism climate and work-related exhaustion and engagement. Design/methodology/approach The study adopts a cross-sectional design and is based on data from a survey of 396 employees working in Portuguese organizations. All statistical analyses were performed using the Statistical Package for the Social Sciences (SPSS version 28) and the PROCESS macro. Findings This study reveals the influence that a presenteeism climate has on burnout and engagement. It demonstrates that employees who perceive a presenteeism climate exhibit higher levels of work-related exhaustion and lower levels of professional engagement. The results do not support gender moderation in these relationships. The results of a complementary analysis confirm that perceived presenteeism climates increase employee exhaustion, which in turn leads to more frequent presenteeism behaviors. Practical implications This study provides information on the impact of presenteeism on employee engagement and burnout levels. It also demonstrates the negative potential of this powerful organizational factor in propagating future presenteeism behaviors. Originality/value This study extends prior research on presenteeism climates by focusing on the impact that the “extra-time valuation” dimension has on burnout and work engagement. It also addresses persistent gender inequalities by examining the moderating role of gender in these relationships. Additionally, the results suggest a reinforcing cycle, whereby sustained presenteeism climates further encourage employees to attend work despite feeling ill. In order to mitigate the negative effects of presenteeism climates, there is clearly a need for organizational practices to prioritize employee health and well-being.