ArticleCureus2023
Presenteeism: The Invisible Leviathan of Organizational Psychology.
Article in Cureus, 2023. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 1 paper.
What it found
Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.
The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.
Who cites it
1 citing paper in PubMed.
- Can presenteeism predict future absenteeism? Evidence from the Korean Health Panel Study.BMC public health · 2026Article
Corrections and comments
PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.
Authors and funding
4 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
The burgeoning field of organizational psychological medicine identifies presenteeism, the practice of attending work while medically or psychologically unwell, as a complex factor influencing workplace health and overall organizational performance. This article examines presenteeism's many facets, focusing on how it affects the Indian labor force and how it increased during the COVID-19 epidemic, particularly in the field of healthcare. Utilizing data from the Ministry of Statistics and Programme Implementation and global surveys, the paper elucidates that an alarming percentage of the workforce abstains from utilizing entitled vacations, often leading to presenteeism. The article also probes the paradoxical aspect of presenteeism through the lens of "workaholism," arguing that while presenteeism may offer short-term psychological benefits such as boosting self-esteem or serving as a distraction from personal ailments, it is detrimental in the long term, impacting both individual health and organizational productivity. Recent surveys from the United Kingdom cited within the article indicate that presenteeism has tripled over the last decade, exacerbating health outcomes and compromising economic viability. Contributing factors are delineated, distinguishing between organizational imperatives such as financial penalties for absenteeism and individual motivations like job insecurity. The article ends by putting forward a multifaceted plan to mitigate the adverse consequences of presenteeism. The implementation of compassionate leadership, the adoption of flexible work practices, and the introduction of comprehensive employee well-being initiatives are among the key suggestions. Supervisors should also be trained in the identification and management of presenteeism. The article concludes by emphasizing the critical importance of strategic investment in human resources as a sustainable solution for curbing the detrimental impact of presenteeism on organizations.
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Identifiers
What OpenQuestion holds
Registered trials
Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.