The hazards of performance management
An investigation into its effects on employee absenteeism and presenteeism
Bibliographic Data
| ID | 9891971 |
|---|---|
| Authors | Mariella Miraglia (0000-0003-0393-6675, University of Liverpool, corresponding author), Silvia Dello Russo (0000-0003-4807-647X, Libera Università Internazionale degli Studi Sociali Guido Carli), Gregor Bouville (Université Jean Moulin Lyon 3, France,) |
| Year | 2025 |
| Volume | 78 |
| Issue | 7 |
| Pages | 847-875 |
| Publication date | 2025-07-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Human Relations (JOURNAL) |
| Journal identifiers | ISSN: 0018-7267 • E-ISSN: 1741-282X |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/00187267241274619 |
| OpenAlex | W4402534446 |
| Language | EN |
| Citations received | 3 |
| References cited | 97 |
Performance management (PM) practices were conceived to improve employees’ performance. However, one may ask: do they also have unintended and accompanying consequences on employee well-being? In this study, we set out to answer this question, and examined the influence of three PM practices, namely goal setting, monitoring, and performance evaluation, on two behavioral indicators of employee well-being: sickness absenteeism (not working owing to illness) and presenteeism (working despite illness). Our assumption, based on labor process theory, is that PM practices are an instrument of managerial control that would intensify employees’ work and, via this process, lead to more absenteeism and presenteeism. Drawing on two matched waves of the French National Working Conditions survey ( N = 17,081), we found that goal setting and monitoring are associated with more absenteeism and presenteeism indirectly via work intensification. By contrast, performance evaluation reported negative, albeit weak, indirect associations with both behaviors. These results show that PM can take a toll on employees’ well-being and that the organizational and social context of attendance behaviors matters. They also hold clear practical implications for designing managerial practices that minimize their negative impact on well-being
Absenteeism · Attendance · Business · Context (archaeology · Economics · Presenteeism · Set (abstract data type · Work (physics · Applied Psychology · Computer Science · Employment and Welfare Studies · Engineering · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Health and Well-being
Human Resource Management
New Developments in Goal Setting and Task Performance
Manufacturing Consent
Negative Binomial Regression
Optimal time lags in panel studies.
Unbundling the Structure of Inertia
A meta-analysis of burnout with job demands, resources, and attitudes
A Critical Assessment of the High‐Performance Paradigm
Human resource management and employee well‐being
Work strain, health, and absenteeism
Happiness, Health, or Relationships? Managerial Practices and Employee Well-Being Tradeoffs
Present but sick
The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors
Accumulative job demands and support for strength use
Correlational effect size benchmarks.
It’s Been A Hard Day’s Night
Going to work ill
Why Has Work Effort Become More Intense?
A comparison of methods to test mediation and other intervening variable effects.
Bias in cross-sectional analyses of longitudinal mediation.
Testing Mediational Models With Longitudinal Data
The Oxford Handbook of Human Resource Management
Structural Equations with Latent Variables
Labor and Monopoly Capital
The Effects of Performance Monitoring on Emotional Labor and Well-Being in Call Centers
The Evolution of Performance Management
Causes of Sickness Absenteeism in Europe—Analysis from an Intercountry and Gender Perspective
Presenteeism in the workplace
The consequences of sickness presenteeism on health and wellbeing over time
Presenteeism as a global phenomenon
Workplace Politics and Performance Appraisal
Supervisors' exceedingly difficult goals and abusive supervision
Enhancing the relevance of organizational behavior by embracing performance management research
Pushing back the frontiers
The health-performance framework of presenteeism
Manifesto for a new Quality of Working Life
Enriched job design, high involvement management and organizational performance
The gaming of performance management systems in British universities
The Oxford Handbook of Organizational Climate and Culture
Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models
Employees and High-Performance Work Systems
Convergent and discriminant validation by the multitrait-multimethod matrix
High Performance and the Transformation of Work? The Implications of Alternative Work Practices for the Experience and Outcomes of Work
High-involvement work processes, work intensification and employee well-being
Nonparametric Tests of Panel Conditioning and Attrition Bias in Panel Surveys
| Unique citing works | 3 |
|---|---|
| Citations per year | 3 |
| Citation span | 2025 - 2026 (2) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 3 |