Purpose

The dominant view of responsible leadership (RL) has so far lacked adequate testing for employees' motivational outcomes, including presenteeism. Presenteeism, or attending work while being ill and unable to work at full capacity, causes productivity loss and imposes a significant economic burden to businesses and national economies. Applying the social identity theory of leadership (SITL), this paper aims to offer a conceptual framework supporting the relationship between RL and presenteeism and incorporating the mediating roles of organisational commitment and employees' turnover intentions.

Design/methodology/approach

This paper conducts a systematic literature review using a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart with the existing research on RL, presenteeism, organisational commitment and employee turnover intentions covering the main contributors to this research stream. The proposed model offers eight propositions to promote the examination of RL in more insightful ways.

Findings

A shift in focus to the aspect of value-based leadership and presenteeism allows this paper to explore probable employee motivational outcomes, especially with consideration of organisational commitment and turnover intentions. While extant studies about presenteeism have tended to identify negative consequences, this paper explores different contexts in which RL could be crucial and positive. Based on a PRISMA flowchart, this paper provides a conceptual framework and directions that scholars might use to guide organisations and evaluate future research studies in RL and presenteeism.

Research limitations/implications

The implications of this paper lie first in highlighting the demand for scholars to employ RL when conducting research reviews in organisational leadership and presenteeism. Beyond this broad purpose, this paper will help researchers to develop a holistic and pragmatic research approach more systematically and coherently. It is hoped that this conceptual framework can potentially lead to higher employee productivity and retention.

Originality/value

The systematic literature review offers a novel framework that will allow future researchers to conduct and explore empirical studies in organisational leadership. The suggested propositions will direct future scholars and practitioners to explore solutions in which presenteeism can be recognised at work and managed to achieve practical application of RL within organisational settings.

中文翻译：

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负责任的领导和员工成果：系统的文献回顾、整合和主张

目的

迄今为止，负责任领导 (RL) 的主流观点缺乏对员工激励结果的充分测试，包括出勤率。出勤，或在生病和无法满负荷工作时上班，会导致生产力下降，并对企业和国家经济造成重大经济负担。应用领导的社会认同理论（SITL），本文旨在提供一个概念框架，支持 RL 与出勤率之间的关系，并结合组织承诺和员工离职意向的中介作用。

设计/方法/方法

本文使用系统评价和元分析的首选报告项目 (PRISMA) 流程图进行系统的文献回顾，现有关于 RL、出勤率、组织承诺和员工离职意图的研究涵盖了该研究流的主要贡献者。所提出的模型提供了八个命题，以更有洞察力的方式促进对 RL 的检查。

发现

将重点转移到基于价值的领导和出勤率方面，使本文能够探索可能的员工激励结果，尤其是在考虑组织承诺和离职意图的情况下。虽然现有关于出勤主义的研究倾向于确定负面后果，但本文探讨了强化学习可能至关重要和积极的不同背景。基于 PRISMA 流程图，本文提供了一个概念框架和方向，学者可以用来指导组织和评估未来在 RL 和出勤率方面的研究。

研究限制/影响

本文的意义首先在于强调学者在进行组织领导力和出勤率研究评论时使用 RL 的需求。除了这个广泛的目的，本文将帮助研究人员更系统、更连贯地开发一种整体和务实的研究方法。希望这个概念框架可以潜在地导致更高的员工生产力和保留率。

原创性/价值

系统的文献综述提供了一个新的框架，使未来的研究人员能够进行和探索组织领导力的实证研究。建议的提议将指导未来的学者和从业者探索解决方案，在这些解决方案中，可以在工作中识别出勤率，并设法在组织环境中实现 RL 的实际应用。