Antecedents and outcomes of presenteeism in the service industry

Purpose Grounded in the job demands-resources (JD-R) theory, this study seeks to uncover the factors influencing workplace presenteeism and explore its impact on psychological withdrawal, focusing on the moderating role of job tension in this relationship. Design/methodology/approach A quantitative research design was adopted, utilising a survey to collect data from 256 employees across various service sectors in Oman, employing partial least squares structural equation modelling. Findings The analysis revealed that presenteeism is significantly influenced by time pressure and abusive supervision, whereas job insecurity did not show such an effect. Furthermore, a strong relationship was identified between presenteeism and psychological withdrawal, with job tension significantly moderating this connection. Notably, presenteeism was found to mediate the relationship between its predictors, excluding job insecurity and psychological withdrawal. Originality/value Given the importance of human capital, engagement and presenteeism at work, findings offer valuable insights for both academia and service industry managers to guide their management decisions and strategies.