Presenteeism, the act of attending work while sick, has gained significant research attention. However, the motivations driving this behaviour remain underexplored. This study seeks to contribute to this area by developing and validating a measurement tool that captures two distinct motivations for presenteeism: voluntary, stemming from personal choice, and involuntary, resulting from external pressures. Across four studies involving 1021 respondents from both the general working population and contexts known for high levels of presenteeism, the reliability and validity of an 8-item presenteeism motivation scale were established. Studies 1 and 2 confirmed the scale's two-factor structure and reliability. Study 3 further demonstrated its convergent, concurrent, and discriminant validity, as well as its ability to detect anticipated sex differences in presenteeism tendencies. Study 4 provided evidence towards criterion related validity, showing differential effects on employee well-being over time. Voluntarily presenteeism was associated with higher levels of work engagement and lower burnout rates, while involuntary presenteeism exhibited the opposite pattern. Additionally, the scale demonstrated measurement invariance across different working populations. The theoretical and managerial implications of these findings are discussed.

中文翻译：

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为什么员工要带病上班？对立出勤动机的评估和相关性

出勤主义，即带病参加工作的行为，已经引起了广泛的研究关注。然而，驱动这种行为的动机仍未得到充分探索。本研究旨在通过开发和验证一种测量工具来为这一领域做出贡献，该工具捕获出勤的两种不同动机：自愿（源于个人选择）和非自愿（源于外部压力）。四项研究涉及 1021 名受访者，这些受访者来自一般工作人群和出勤率较高的环境，建立了 8 项出勤动机量表的信度和效度。研究 1 和 2 证实了量表的双因素结构和可靠性。研究 3 进一步证明了其收敛性、并发性和判别性有效性，以及检测出勤倾向中预期性别差异的能力。研究 4 提供了标准相关有效性的证据，显示了随着时间的推移对员工福祉的不同影响。自愿出勤与较高的工作投入度和较低的倦怠率相关，而非自愿出勤则表现出相反的模式。此外，该量表证明了不同工作人群的测量不变性。讨论了这些发现的理论和管理意义。