Abstract:
Presenteeism is a novel concept in behavioural studies and largely focused
on its prevalence, determinants and consequences on the well-being of both
employees and organizations. Though there is a growing interest among
academicians and practitioners in respect of the relationship/impact of
organizational support practices and job engagement, there is a gap in the
theoretical as well as empirical knowledge about the mediating or
moderating effect of presenteeism on the relationship between
organizational support practices and job engagement in the workplace.
Thus, this paper systematically reviewed the literature and revealed that
less attention has been paid to valuing the presenteeism of employees to
enhance the job engagement of employees by the organizations even though
this phenomenon commonly exists in practice. The objective of this paper
was to propose a nomological network of moderating effect of presenteeism
on perceived organizational support and job engagement based on a
systematic review of the literature. The findings of the review resulted in
identifying the relationship between perceived organizational support and
job engagement and also identifying the moderating effect of presenteeism
on the relationship between perceived organizational support and job
engagement. Finally, this review proposes a nomological network which is
useful to test and understand the relationships among the reviewed
concepts empirically in the future.
