Strategic human resource management and presenteeism: A conceptual framework to predict human resource outcomes

Many researchers have sought to determine the influence of presenteeism – employees attending work while ill and unable to perform with full productivity – but rarely have they used the concept to understand the value of health interventions in strategic human resource management (SHRM). There is a gap in the literature of human resource management where SHRM, organisational commitment and employee turnover intentions are explored together with the mediational influences of presenteeism. Using the dynamic model of presenteeism and the job-demand resources theory, this paper develops a conceptual framework to establish a mediating influence of presenteeism on the relationships between SHRM, organisational commitment and turnover intentions. The critical analyses in this paper suggest that presenteeism may have a negative relationship with both employee commitment and turnover intentions entirely independent of the SHRM influence. The implications of the suggested framework will help to establish ways in which presenteeism can be identified and managed in order to achieve beneficial results for effective SHRM outcomes.